HR Flashcards
test
what are functions referred to as?
Activities
What is Organisational Culture
is a system of values, beliefs and symbols that defines the way an organisation conducts its business.
Define HRM
Managing people within the employee to employer relationship
Purpose of the topic/study.
To focus on the key functions that human resource practitioners undertake.
what are the HR Activities:
- Approaches to SHRM
-HR Planning
-Job analysis/design
-Recruitment
-Performance management
-Remuneration - Training/Development
Whats the purpose of HRM?
To manage people within the employer and employee relationship. More specifically to productively use people to achieve the organisations business objectives and the satisfaction of employees needs.
HRM outcome in workplaces?
Achieved productive performance and satisfied workers
Whats the mutual gains hypothesis?
Relates to the purpose of HRM meaning “its a win-win situation”. Organisation win: Productively using talents of employees to achieve business goals. Employee win: their needs are met
Whats the employee life cycle
A term used to refer the interactions between organisations and its employees from the attraction (recruitment stage) up and till they exit the organisation.
who are Human Resources? Who performs HR
Workers or labor in performing tasks for wages, salaries, labor hire and benefits
what are the 3 HRM Objectives?
- Improve profit/productivity
-Improve QWL
-Ensure Legal Compliance
The responsible activities for HRM:
Industrial Relations, Workers Compensation, Hr planning, Remuneration and benefits, equal opportunity and diversity management.
The responsible activities for a line manager:
Termination Decisions, Job design, Employee disciplinary action, coaching, performance management and promotion decisions
Define People and Culture: P&C
A organisation/practice that enforces a positive workplace culture that matches with their values/mission (encourages growth)
The difference between a line manager and a HRM=
Line managers decide the work to be done, supervise and assist minor duties/issues. whereas HRM (staff managers) provides services and advise to line managers.
What duties does a HRM assign to a Line manager?
Advice on effective and efficient ways to meet HR objectives. They develop polices and practices to help line managers
When was HR centralized? (single higher authority/ managed by single department).
In the 1970’s/1980’s
When was HR Decentralized? (Giving decision making responsibilities to non-central/ lower departments).
In the late 1980’s
The 8 roles of HRM:
Strategic partner, functional expert, employee advocate, HR functional expert, Agent for change and cultural transformation, Talent manager, Organisation ambassador, Board and senior executive, resource and legal adviser.
Define HRM Role
Agent for change and cultural transformation:
This manager acts as a change agent. The development and maintenance of a learning environment. Focuses on the performance of the organisational culture.
Define HRM Role Talent Manager:
This roles leads change, develops problem solving and influences critical skills
Define the HRM Role HR Functional Expert:
Measures HR performance, and researches and re-engineers HR activities.
Define the HRM Role Resource and legal advisor:
Define the HRM Role Strategic Partner:
A strategic Partner role in HRM contributes to the strategy and the action. A strategic partner is apart of the top management team.
The dual role for an HR manager of being an employee advocate and a strategic partner can create tensions because:
What is not a major priority to a strategic partner role:
Define Legal compliance in HRM:
To ensure all HR practices adhere to employment laws.
E.g.Benefits, equal opportunity, employee relations, wages and workplace safety regulations.
The aim of Strategic management
To help an organisation to achieve competitive advantage, develop strategic goals, plan action frameworks and the process of allocating resources to achieve those goals.
SHRM Defined
The process of linking HR practices to strategic goals and strategy
What is the role of SHRM?
To contribute to/consider HR implications of an organisations different strategies and to examine the environmental factors that may impact the organisation
The SHRM Process:
Define Conflicting Outcomes hypothesis:
A win-lose situation. Either the management or employee loses and one wins. opposite to the mutual gains hypothesis.
Define strategy
The direction in which an organisation intends to move and in doing so they establish the framework for action.
Define sustainable competitive advantage:
Consistently dealing with market and environmental forces better then competitors
What are the two parts to the process of SHRM:
Strategy formulation and strategy implementation
The Formulation process of SHRM:
- identify the vision and mission
- Conduct competitive analysis (SWOT)
-Develop specific strategies in consideration to the organisations environmental factors
The Strategy process to SHRM:
-Carry out the strategic plans (allocate the required resources)
- Maintain strategic control
Internal characteristics of a organisation using SWOT
Their strengths and weaknesses
External characteristics of an organisation using SWOT framework
Their opportunities and threats are external factors
The HR related internal factors
- A Skilled workforce
-The quantity of skilled labor
-Employee brand (employee attraction to the org)
-High labor costs
-Poor industrial relations (negotiating Terms and conditions to employees)
-Management succession problems (replacing people)
The HR related external factors:
-Decentralisation of industrial relations (giving decision making authority to lower levels)
-Increased Government regulation in terminating employees
-High payroll taxes (increases expenses for the organisation)
-Domestic shortages of skilled labor
Which of the following is not a major influence that exists outside of an organisation, but has a significant impact upon an organisation? Technology, legal regulations, strategy, or demographics
The non external factor impacting a organisation is strategy as its internal.
What are the internal and external factors impacting a organisation
(INTERNAL)Mission objectives, strategies, organisational structure, labor, leadership style, resources available. (EXTERNAL) Competition, laws, technology, social, economics and politics.
Whats Corporate Strategy?
A organisation that operates more then one line of business
The purpose of corporate strategy
To identify what businesses the org is in or should be in and how these businesses relate to each other
Does every separate business in an organisation have a separate business level strategy?
yes
Why does each business have a fundamental strategy
To support the implementation of the strategy
What does the Grand Corporate strategy consist of? Framework
- Growth (size/scale)
- Retrenchment (Reduce size of its operations)
- Status Quo/stability (maintaining without change keeping strategy consistent)
What does a business-level strategy consist of
- Differentiation
2.Cost leadership (lower production expenses to make things cheaper for customers while still making profit)
3.Focus ( to specific market after 1 and 2)
Define Grand Strategy in HR
A long term plan that aligns HR activities with the organisations overall business objectives e.g. Growth, stability, focus and retrenchment.
Define Functional- level strategy
How the functions support the business
Define Business Level strategy:
How an organisation will compete in its chosen industry and market through planning and implementing.
A example of a corporate strategy
A business in pathology expanding businesses in radiology and GP (a related strategic link). Creating a one-stop health care model as patients need a referral from GP
A example of the Functional Strategy
A fast food chain wants to achieve the functional-strategy of optimizing labor efficiency, minimize expenses and maintain high productivity. Their HR approach will be implementing training programs, a flexible workforce management (casuals/FT) to adjust labor costs based on demand and automated ‘self serving technology’.
An example of how politics is a external influence to HRM
The Fair work Legislation in place to secure jobs and better pay.
The External Environmental Influences on SHRM
-Demographics
-Economic
-Technology
-Politics
-Legal compliance of Laws/rights
The Internal Environmental influences on SHRM
- Organisational culture (Representing Org values)
-Leadership style - Management and Employee relations
- Organisational structure (authority and hierarchy)
