Human Resources Midterm Flashcards
HR structure
Director of HR Benefits manager Employment manager Assistant HR director Director of Training and Development
HRM activities should lead to…
Motivation Commitment Productivity High performance Job satisfaction Quality workforce
Service profit relationship
The positive effect of organisation effectiveness on employee satisfaction that leads to improved service and customer satisfaction which increase profit and loyalty
Human capital
The collective knowledge, skills, and abilities of an organisation.
An international trend in Human Resources is for management to move from the administrative role to the incorporation of HR in strategic planning.
Collective value of the capabilities, knowledge, skills, life experience and motivation of an organisational workforce.
Increasing human capital
Hire employees for their customer service orientation skills.
Provide training in problem solving and identifying customer needs.
Practice management by example and develop a service climate.
Provide competitive wages and fair work policies.
MBWA = management by walking around.
Types of global workers
Expatriates: citizen of one country in a second country and employed by an organisation headquartered in the first country.
Host-country national: citizen of one country working in that country for an organisation headquartered in a second country.
Third-country national: citizen of one country working in a second country and employed by an organisation headquartered in a third country.
Views of HR department - positive / negative
Positive
- deal with the huge number of government regulations
- protects corporate assets against the many legal issues
Negative
- to bureaucratic, detail-oriented, and costly and are comprised of naysayers
- more concerned about activities that results
- efforts are seen as seldom linking employee, managerial and business performance
Roles of HR management
Administrative
Operational and employee advocate
Strategic
Current HRM challenges
Competition, cost pressures and restructuring
Globalisation
A changing workforce
HR and technology
HR competencies
Strategic knowledge Operational capability Legal capability Administrative capability Technology and usage abilities
HR generalist
A person who has responsibility for performing a variety of HR activities
HR specialist
A person who has in-depth knowledge and expertise in a limited area of HR
6 steps in Job Analysis
- Select jobs for analysis
- Determine what information to collect
- Determine how collect the information
- Determine who collects the information
- Process the information
- Write job description and job specification
Job description
List the tasks, duties and responsibilities for a particular job.
Specifies the major job elements, provides examples of job tasks, and provides some indication of the relative importance in the effective conduct on the job.
Common elements: job title, job summary, tasks & duties, qualifications.
Job specification
Focuses more on the individual who will perform the job and indicates the knowledge, abilities, skills and other characteristics. Such as an individual’s social skills and expected standards of performance.
Motivational approaches to job design
Job rotation - moving employees
Job enlargement - increasing the number of tasks
Job enrichment - increase the control the worker has over the job
Job design
Aimed at reducing jib dissatisfaction with the 3 motivational techniques. To raise productivity, satisfaction and maximum efficiency.
Job analysis
Detailed examination of the tasks that make up the job. Conditions under which they are performed and what the job requires in terms of KSA
Aims of recruitment
Obtain a pool of suitable candidates for vacancies.
Recruitment definition
Process of attracting qualified job candidates from which an organisation may select to meet its job requirements.
Factors that affect planning
The workforce is becoming smaller and less sufficiently skilled.
It is becoming increasingly global.
It is becoming vastly diverse.
Supply and demand relationship (number of potential candidates/ number of available jobs)
Employee categories
Permanent employees (main staff 100%)
Alternative employees (temporary, part-time, outsourced{from another company})Forecasting supply
Forecasting supply of HR involves an analysis of internal supply and an estimate of external supply.
Internal search
Transfers
Note boards
Newsletters
Promotion
External search
Advertisement Educational institutions Social networking Employment agencies Unsolicited applications Employee referrals
Successful recruitment program shows…
Number of successful placements Number of offers made Number of applicants Cost involved Time taken to fill the position
Selection processes
Application bank ➡️screening interview ➡️ tests➡️ more interviews ➡️ reference checks➡️ conditional offer➡️ physical examination ➡️ hire
Pre employment screening
Before having applicants fill out application forms, employers conduct a screening to determine if applicants meet minimum qualifications.
Review job applications
Check the information to decide whether the applicant had the KSA needed to do the job.
Sort in 3 piles: skilled, semi-skilled, no skills
Placement
Fitting the right person to the right job.
Person / job fit
Matching the KSA of individuals with the characteristics of the jobs.
Person / organisation fit
Job candidates are attracted to and selected by firms where similar types of individuals are employed.
Open ended questions
How What When Where Who Why
Closing ended questions
Do you Did you Can you Will you Could you Would you
Prompting / encouraging expressions
Tell me..,
Describe…
For example…
How come…
Tips for planning interview questions
Plan in advance
Create a candidate’s question interview form
Organise the questions
Cover one major area at the time
Be sure you only ask questions that are legal
Why check applicants references?
To prevent negligent hiring To verify individual history To evaluate past work/ future potential To evaluate applicants character To enhance workplace safety
eHR
Electronic Human Resources
HRIS
Human resource information system
EEO
Equal employment opportunity
Succession plan
Human Resources planning for future manager, look who can take over.
