human resource management Flashcards
hrm process about
deciding jobs and how many to do them
recruiting
training
motivating
hrm process influenced by
internal and external environment
organization’s strategy
hr planning
integral to strategy implementation
job design
job analysis
job description
job requirements
environmental factors that influence hrm
organizational culture
econ conditions
labour market issues
government legislation
tech
how to assess hr needs
job analysis and descriptions
hr requirements
forecasting
job description elements
job title
date
basic function and scope of responsibilities
principal responsibilities + %
education requirements
training, skills, knowledge, and/or experience
how to identify and select competent employees
hr resource planning
external firms or experts
recruitment methods
recs, social networks, career sites, job boards and social media
social capital
access to resources through one’s networks
employee selection
application forms
written tests
performance-simulation tests
interviews
background investigations
physical examinations
selection conditions
validity
reliability
bias in employee selection
halo effect
confirmation bias
representativeness bias
how to avoid biased decisions in selection
remove name
blind auditions
anti-bias training
artificial intelligence
organizational orientation to learn
organization history and culture
policies and values
hr policies, rewards, benefits, appraisal methods
traditional and tech-based training methods
on the job, job rotation, experiential exercises, etc
DVD, videotapes, podcasts, video conferencing, etc
key features for appraisal methods
uniform and objective
adapt
may be specific for size, span of control and organizational culture
potential biases in appraisal methods
halo effect
primary effect
confirmation bias
homophily
fundamental attribution error
tokenism and stereotype threat
performance appraisal method: critical incidents
gathering facts from domain experts or less experienced users to gain knowledge of how to improve the performance of the individuals involved
performance appraisal method: graphic rating scales
lists desired traits and behaviours and rates on a numbered scale
performance appraisal method: behaviorally anchored rating scales (BARS)
comparing performance against specific examples
performance appraisal method: multiperson comparision
compare to peers
performance appraisal method: management by objectives (MBO)
managers and employees identify, plan, organize and communicate objectives to focus on during a specific appraisal period
performance appraisal method: 360-degree feedback
different sources of information
compensation
retribution for contribution
