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People and Organisation > Human Resource Management > Flashcards

Human Resource Management Flashcards

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People You Should Know flashcards
1
Q

Human Resource Management

A

getting, training, motivation & keeping competent employees
* quality of organisation = quality of employees
* hire & keep the right people

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2
Q

Strategic Human Resource Planning

HRM activity

A
  • right number & kinds of people
  • right place & time
  • people who complete tasks effectively & efficiently help achieve goals
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3
Q

Recruitment & Downsizing

HRM activity

A
  • recruitment - locate, identify & attract capable applicants
  • downsizing - reducing workforce
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4
Q

Selection

HRM activity

A
  • screening applicants
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5
Q

Orientation

HRM activity

A
  • introduce new hires
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6
Q

Training & Development

HRM activity

A
  • learning
  • improving abilities
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7
Q

Performance Management

HRM activity

A
  • performance standards
  • evaluation
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8
Q

Compensation & Benefits

HRM activity

A
  • cost-effective pay structure
  • fairness
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9
Q

Safety & Health

HRM activity

A
  • mandatory safety & health standards
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10
Q

Steps in Strategic HR Planning

A
  • assessing current & future HR needs
  • develop plans
  • if there is a gap between current manpower & future goals, need to hire more employees
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11
Q

Employee Assessment

A
  1. HR inventory
  2. job analysis
  3. job description
  4. job specification
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12
Q

HR Inventory

A
  • name, education, training, prior employment, languages spoken, capabilities, specialized skills
  • of each employee
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13
Q

Job Analysis

A
  • process
  • workflows are analyzed
  • necessary skills & behaviours identified
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14
Q

Job Description

A
  • written statement
  • job content, environment, conditions of employment
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15
Q

Job Specification

A
  • minimum quialifications
  • knowledge, skills, attitudes
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16
Q

Sources of Recruiting Applicants

A
  • internet
  • employee referrals
  • company website
  • college recruiting
  • professional recruiting organisations
17
Q

Layoff Options

A
  • firing
  • layoff
  • attrition
  • transfer
  • reduced workweek
  • early retirement
  • job sharing
18
Q

Selecting Job Applicants

A
  • correct decision
  • reject error
  • accept error
19
Q

Orientation Benefits

A
  • reduce initial anxiety
  • familiarisation
  • outsider-insider transition
20
Q

Job Orientation

A
  • expand on information
  • clarify duties, resposibilities, performance evaluation
  • correct unrealistic expectations
21
Q

Work Unit Orientation

A
  • goals of work unit
  • contribution
  • introduction to coworkers
22
Q

Organisation Orientation

A
  • goals, history, procedures, rules
  • HR policies
  • tour of physical facilities
23
Q

Assessing Need for Training

A
  1. organisation’s strategic goals
  2. tasks to complete to achieve goals
  3. behaviours necessary for each job holder for their duties
  4. deficiencies each job holder has to exhibit necessary job behaviours (ksa)
24
Q

Employee Training Methods

A
  • on-the-job - learn by performing tasks after intial intro to task
  • job rotation - work different jobs in particular area, exposure to variety of tasks
  • mentoring & coaching - work with experienced worker (provide info, support, encouragement)
  • experiential exercises - role-playing, simulations, face-to-face trainings
  • workbook/manual - refer for info
  • classroom lectures - to convey specific information
  • CD/videotape/podcast - listen/watch media conveying info/demonstrating technique
  • videoconferencing - listen to/participate as info conveyed/technique demonstrated
  • e-learning - simulations, interactive modules
  • mobile learning - learning activities via mobile devices
25
Q

Reasons Why an Employee’s Performance May Not Be Up to Par

A
  • job mismatch - reassign to better-matched job
  • inadequate training - provide necessary training
  • discipline problem/no desire to do job - counselling/disciplinary action
26
Q

Retaining Competent Employees

A
  • written essay - descriptions of strengths & weaknesses
  • critical incidents - critical behaviours that were effective/ineffective
  • adjective rating scales - descriptive performance factors with numerical ratings
  • BARS - rating scale + examples of actual job behaviour
  • MBO - evaluation of accomplishments of specific goals
  • 360-degree appraisal - feedback from full circle of people interacting with employee
  • multiperson - comparison of work group
27
Q

Types of Compensation & Benefits

A
  • skill-based pay systems - skills & competencies
  • variable pay - performance
  • employee benefits - nonfinancial rewards

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