Human Resource Management - Theory Flashcards
1
Q
Explain human resource management (HRM) and its components
A
- human resource management refers to the policies, practices, and systems that influence employees:
- attitudes
- behavior
- performance
- HRM consists of an organization’s:
- policies
- practices, and
- systems that influence employees’ behavior, attitudes, and performance
- HRM is involved in strategy formulation, implementation and evaluation
2
Q
Name the eight different components of strategic HRM
A
- Analysis and design of work
- HR planning
- Recruiting
- Selection
- Training & Development
- Compensation
- Performance management
- Employee relations
3
Q
What are human resources (HR) and how does HRM contribute to an organization’s performance?
A
- human resources are the most important asset and single largest most controllable cost within the business model
- HRM has a profound impact on the strategy implementation by developing and aligning HRM practices that ensure the company has motivated employees with necessary skills
- HRM influences who works for an organization and how
- > well-managed human resources (a company’s employees) can be a source of sustainable competitive advantage by contributing to:
- quality
- profits, and
- customer satisfaction
4
Q
Identify the responsibilities of human resource departments
A
- Analyze and design jobs
- Recruit and select employees
- Equip employees by training and developing them
- Performance management
- Plan and administer pay and employee benefits
- Engage in employee relations, e.g.: communications and collective bargaining
- Establish and administer personnel policies and keep records
- Help ensure compliance with labor laws
- Support the development and execution of corporate strategy
5
Q
Explain the concept of human resource management
A
- the concept of “human resource management” implies that employees are resources of the employers
- as a type of resource, human capital means the organization’s employees described in terms of their:
- training
- experience
- judgment
- intelligence
- relationships, and
- insight
- > these employee characteristics add economic value to the organization
Merke: Your human capital is your competitive advantage, so the employees need to have the following qualities:
- valuable
- rare
- not able to be imitated -> no good substitutes
6
Q
Explain the role of HR professionals
A
- HR professionals must develop:
- business
- professional-technical
- change management
- integration and
- leadership competencies
7
Q
Explain strategic HRM and strategic human resource management (SHRM)
A
- strategic management: a process to address the organization’s competitive challenges by integrating an organization’s goals, policies, and action sequences into a coherent whole
- strategic human resource management (SHRM) is the pattern of planned HR activities and deployments intended to enable an organization to achieve its goals
8
Q
What is HRM about and what is it not JUST about?
A
HRM is NOT just about:
- the salary
- extra vacation hrs
- yearly evaluation cycle
but:
- has become a core part of business
- HR managers and line managers are increasingly working together
- HRM is closely related to an organization’s strategy
9
Q
Explain the role of professionals/ supervisors in human resource management
A
- help analyze work
- interview job candidates and participate in selection decisions
- provide employee training
- conduct performance appraisals
- recommend pay increases
- represent the company to their employees
10
Q
Discuss ethical issues in human resource management
A
- decisions should result in the greatest good for the largest number of people
- basic rights of privacy, due process, consent, and free speech should be respected
- others should be treated equitably and fairly
- ethical issues that arise in areas such as employee privacy, protection of employee safety, and fairness in employment practices should be recognized
11
Q
Describe typical careers in human resource management
A
- careers may involve specialized work (e.g., recruiting, training, or labor relations)
- others may be generalists, performing a range of activities
- a college degree in business or social sciences usually is required
- people skills must be balanced with attention to details of law and knowledge of business
12
Q
Explain HR analysis and design of work
A
- job analysis: the process of getting detailed info about jobs
- job design: the process of defining the way work will be performed and the tasks that a given job can require
- job design models are based on employee motivation
- job (re-)design can be part of change processes for employees/ departments
- job characteristics are the basis for engagement, commitment, satisfaction
13
Q
Explain HR recruiting and selecting
A
- Recruiting (broad: the process through which the organization seeks applicants for potential employment)
- Selection (narrow: the process in which organizations attempt to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the org. achieve its goals)
the basis for selection:
- intelligence, Big 5 and proactive personality
- team roles (team player, leader etc.)
14
Q
Explain HR training & development
A
- Training (stable: a planned effort to enable employees to learn job-related knowledge, skills, and behavior)
- Development (change: the acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands)
components:
- attitudes & employee motivation
- leadership
- conflicts, negotiation and group dynamics
15
Q
Explain compensation and peformance management in HR
A
- Compensation (planning and administrating pay and benefits)
- Performance management (process of ensuring that employee’s activities and outputs match the organization’s goals)
- employee motivation: rewards based on intrinsic or extrinsic motivation
- commitment, engagement are drivers of performance enhancement
- work teams: individual vs. group performance control & compensation
