Intro

Question 1

What are 3 key concepts of HRM?

Answer 1

1. HRM needs to be aligned with the business plan and business strategy
2. All elements of HRM need to be consistent with eachother
3. It is about getting right people for the right job at the right time. Takes care of people by keeping workers performing and motivated, while taking care of the company. Dual responsability done through people.

Question 2

What do we want with HRM?

Answer 2

Entry of high quality individuals, and to develop and retain them.

Question 3

How does HRM guarantee the entry of high quality individuals, and develops and retains them?

Answer 3

• attracting talent
• performance management
• reward management

Question 4

What are the three steps of Talent Attraction?

Answer 4

1. HR Planning
2. Job Analysis and Design
   3.Recruitment and Selection

Question 5

What is HR Planning?

Answer 5

How organiztions assess the supply and demand for human resources and eliminate the gap between them.

Analyze if they need more or less HR depending on demand and supply forecasts.

Predictions we can make regarding the people we will need to fulfill the business plan, organizational goals, meet strategy needs of company AND what is available outside and inhouse.

Question 6

What is Job Analysis and Design?

Answer 6

Obtaining detailed information about the job and the process of the job, and the individual requirements for performance of that job.

To make correct hiring decisions, HR needs to understand workflow and evaluate performance.

It gives us Job Description and Job Specifications.

Question 7

What are the two elementes of Job Analysis and Design? Define

Answer 7

Job Description: information about the tasks, duties, and responsabilities. (eg. title, physical location, working conditions, equipment, …)

Job Specification: information about the knowledge, skills and abilities needed. (eg. minimal level of academic training, personal attributes, required specialized training, …)

Question 8

What would be the ideal point for Job Analysis and Design and why is it hard to achieve?

Answer 8

Having and exact idea of what everyone is doing.

Jobs are changing very quickly

Question 9

What is Recruitment?

Answer 9

aims to increase the pool of job candidates, with the minimum cost

It is about having the highest number of people, considering the capabilities that we
have. It reduces personnel in a short-term turnover

Question 10

What are the two types of recruitment and their respective recruitment methods?

Answer 10

For internal sources: actual employees - e job posting (intranet); career planning; referrals

For external sources: external candidates - advertising; internet; job fairs; open
houses; internships

Question 11

What is Selection?

Answer 11

Its about selecting the right person for the task, following legal and justice criteria, and matching the company to the individual needs. Usually,
companies want recruitment to have a versatile pool.

Question 12

What is Selection Criteria?

Answer 12

relevant aspects of the job that differentiate good and bad performance

Question 13

What are selection methods?

Answer 13

instruments to assess candidates’ performance,
through different stages

(eg. application/CV; interview; tests; reference
checking; follow-up interview; medical exams; analysis and decision)

Question 14

How can we manage performance?

Answer 14

1. Performance Appraisal
2. Training and Development
3. Career Management

Question 15

What are the 3 types of Performance Appraisal?

Answer 15

Strategic: links individual job behaviours to strategic objectives

Development: improves performance, motivation, and develops skills by identifying individuals potential.

Administrative: Compensation. Evaluates personnel selection and training effectiveness.

Question 16

Whats Appraisal Criteria and who can be the evaluators?

Answer 16

Relevant aspects of performance, on which appraisal is made. Can be Single, Multiple and Composed.

Immediate supervisor, subordinate, colleagues, self, clients - or everyone (360º Feedback)

Question 17

What are Appraisal Instruments?

Answer 17

Attribute scales
Behavioral scales
Results

Question 18

What can be an issue when it comes to focusing on just one appraisal instrument?

Answer 18

If you only focus on results, you will miss out on important things about performance. If you are the top seller of cars, it can be because you steal every colleague buying, and that is not a good performance. You must evaluate not only results, but behaviors. [person that sells the most cars but is just stealing clients from their colleagues]

Question 19

What are the 4 steps in giving feedback?

Answer 19

Start with a question.
➔ this will prepare the person for feedback while also creating a feeling of
➔ autonomy by allowing the person receiving feedback to say yes or no.
➔ the question should also give context to the situation
◆ example: Do you have a few minutes to talk about yesterday’s meeting?

Share the behavior that caused us to have insight or reaction
➔ this exposure should be objective - not using adjectives
➔ it should be specific
➔ it should not contain any new information
◆ example: When I was presenting you started asking a lot of questions.

New insight regarding the impact this behavior had on you.
➔ now we have room to be subjective.
◆ example: I felt disoriented.

Feedback with an open ended question.
➔ should not be a “why” question, as it can feel accusatory
➔ this will create a problem solving situation and commitment rather than compliance.
◆ example: What do you think (…)?

Question 20

Key Points on giving feedback (7)

Answer 20

a) Focus on behaviors and business outcomes; don’t focus on personality.
b) Maintain feedback related to job objectives on team and business.
c) Should be timely, at the right time - close to behavior that has happened
d) Should assure comprehension of both sides and questions should be asked.
e) If negative, make sure that it is something that he can fix.
f) Must be adapted to the person.
g) Should be explicit on what needs to be changed.

Question 21

Why should you train and develop employees? (6)

Answer 21

a. Facilitate the entry of new employees.
b. Improve productivity.
c. Adapt to new competitive conditions.
d. Introduce new technologies and develop skills needed for it.
e. Improve communication.
f. Reduce turnover and absenteeism.

Question 22

What is career management?

Answer 22

• internal mobility, succession planning and identification of potential
• more strategic and less mechanistic, linked to the identification of competencies
  required by company and its development

Question 23

What are the objectives of compensation?

Answer 23

a. Attract and retain qualified personnel.
b. To motivate.
c. To reinforce organizational culture.
d. To maintain competitiveness.

Question 24

What is equity in compensation? What are the 3 types of equity?

Answer 24

How worker’s compensation package (salary, benefits and other elements) compares:

a. External Equity - to similar jobs in different companies (especially in same sector) > wage based surverys

b. Internal Equity - to other people in the company that have similar job/job at some
level

c. Individual Equity - fluctuates according to my performance