Introduction Flashcards
- managing people in an organization
- system to be followed in organization to recruit, reflect, hire, train and develop
Human Resource Management
employee benefits design, employee recruitment, training and development performance appraisal, and reward management
HR Departments
the process of identifying the need for a job
Recruitment and Selection
3 Recruitment Needs
- Planned
- Anticipated
- Unexpected
i.e the needs arising from changes in the organization and retirement policy
Planned
can predict by analyzing trends in the internal and external environment
Anticipated
i.e resignation, deaths, accidents, illness etc
Unexpected
give benefits to employees based on their performance and actions
Compensation and Benefits
updating employees skills and knowledge for performing a job
Training and Development
2 FUNCTIONS OF HRM
Operational and Managerial
4 Managerial Functions
- Planning
- Organizing
- Leading
- Coordinating
create a favorable climate for human resources in the organization- ascertaining in advance how the task, work, mission, objective will be achieved
Planning
refers to the arrangement and
relationships of jobs and positions, which are necessary to carry out the personnel program- establishes lines of responsibility, authority, and communication
Organizing
consists of motivating employees and influencing their behavior to achieve organizational objectives.
Leading
Method of getting people in an organization to work together harmoniously.
Coordinating
HRM OPERATIVE FUNCTIONS:
- HR Planning
- Recruitment
- Selection
- Placement
- Compensation
- Job Analysis and Design
- Maintenance
- Labor Relations
- Training and Development
- Learning and Development (L&D)
- Compensation and Management
- Policies
- Employee Welfare
- Performance Management
Study of the labor supply of jobs which are compared with the demand for employees in those jobs within an organization to determine future requirements
HR Planning
process of encouraging job applicants from outside an organization to seek employment in the organization
Recruitment
process of determining the most qualified job applicant or employee for a given position in an organization
Selection
process of making an employee adjusted and knowledgeable in a new job and work environment
Placement
pay received by an employee in the form of wages or salaries, bonuses, commissions
Compensation
describing the nature of the job, including the requisite qualifications, skills, and work experience
Job Analysis and Design
covers all activities intended to provide an acceptable working environment for employees
Maintenance
refer to the relationship existing between the management of an organization and its employees, refers to efforts of satisfactory accommodations both employees and management
Labor Relations
to improve the attitude, knowledge, skill, or behavior pattern of an employee for adequate performance of a given job
Training and Development
This HRM function allows employees to acquire new skills and knowledge to perform their job effectively and prepares employees for taking up higher levels of responsibility
Learning and Development (L&D)
determining pay for different job types and compensations, incentives, bonuses, and benefits related to a job function.
Compensation Management
drafting, revising, publishing, and implementing the organizational policies,
Policies
health and wellness benefits
Employee Welfare
Checking and analyzing employee performance
Performance Management
7 HR MAIN AREAS:
Staffing
Policies
Compensation and Benefits
Retention
Training and Development
Laws
Worker Protection
to recruit and select the right people for the right jobs.
Staffing
policies to ensure fairness and continuity within the organization. HRM is to develop these policies to recognize the need for a change,
Development of Workplace Policies
compensation is fair, meets industry standards, and is high enough to entice people to work
Compensation and Benefits Administration
Assessment of employees and strategizing on how to retain the best employees is a task that HR managers oversee.
Retention
Ninety percent of employees leave a company for the following reasons:
- Issues around the job they are performing
- Challenges with their manager
- Poor fit with organizational culture
- Poor workplace environment
continue to grow and develop new skills in their job.
Training and Development
