HRM Flashcards
is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization
Human Resource Management (HRM)
the HRM department is seen as the ‘expert’ in matters relating to Human
Resource Management and makes decisions about what should be done in this area.
the executive role
HRM department monitors organizational activities to ensure that HRM policies are being properly implemented by all concerned
the audit role
This role requires the HRM department to facilitate the work of other managers in
the organization and help them to acquire and use the skills, techniques and attitudes that they need to make sure that HRM policies are implemented throughout the organization
the facilitator role
the HRM department provides advice and guidance to managers at all levels on matters to do with the management of people.
the consultancy role
This requires the HRM department to be the provider of useful information on HRM
matters.
the service role
it is an activity that involve day-to-day transactions that have to deal mostly with record keeping—for example, entering payroll information, employee status changes, and the administration of employee benefits
transactional activities
it is an involve HR programs such as planning, recruiting, selection, training, compensation, and performance management.
traditional activities
are those activities that add value to the organization—for example, cultural or organizational change, structural realignment, strategic redirection,
and increasing innovation.
transformational activities
would be responsible for all hiring duties including interviewing and training.
department managers
One tool that the HR department uses to select new employees is to perform a
job analysis
He plans, organizes, directs, controls and coordinates the activities of his
departments.
supervisor
He or his staff conducts or directs certain personnel activities as provided for in the
policies and programs entrusted to the department
administrative official
He serves as counselor, guide, and confidante to management, supervisors, and employees.
adviser
He brings into action all activities, regulates and combines diverse efforts into a harmonious whole, and gets together and harmonizes the work of various department and
the related functions in other departments.
coordinator
He is the representative of management in negotiating labor contracts or to attend
negotiations with unions in an advisory capacity
negotiator
He conducts or administers the company’s training program.
educator
He provides services to all employees and helps them obtain facilities with government agencies like SSS, Medicare, etc. which can make their employment more satisfying
provider of services
His knowledge and training in human relations and the behavioral sciences plus his familiarity with company operations, puts him in the best position to counsel
employees.
employee counselor
He must be well informed of the activities and developments in the environment
where the enterprise operates. He is called by the management in helping the
company project a favorable and positive image to the community
promoter of community relations
His functions require him to deal with the general public, which includes the
employees, the unions, and the community.
public relationsman
The process by which a job vacancy is identified and potential employees are notified
recruitment
Main forms of recruitment through advertising in
newspapers, magazines, trade papers, and internal vacancy lists
outline of the role of the job holder
job description
outline of the skills and qualities required of the post holder
person specification
The process of assessing candidates and appointing a post holder.
selection
most suitable candidates selected
Applicants short listed
varies according to organization
selection process
most common method of selection process
interview
assessing the personality of the applicants – will they fit in?
psychometric testing
assessing the skills of applicants
aptitude testing
activity based around what the applicant will be doing, e.g., writing a letter to
a disgruntled customer
in-tray exercise
looking for different skills as well as the ideas of the candidate
presentation
Increasingly important aspect of the HRM role
employment legislation
Crucial aspects of employment legislation:
o Race
o Gender
o Disability
discrimination
Firms cannot just ‘sack’ workers
discipline
Developing the employee can be regarded as investing in a valuable asset
development
Similar to development:
o Provides new skills for the employee
o Keeps the employee up to date with changes in the field
o Aims to improve efficiency
o Can be external or ‘in-house
training
The system of pay and benefits used by the firm to reward workers
rewards system
Importance of building relationships with employee representatives
trade unions
How to value the workers contribution
productivity
- Meant to be non-judgmental
- Involves the worker and a nominated appraiser
- Agreeing strengths, weaknesses and ways forward to help both employee and
organization
appraisal
