L1 Flashcards
a strategic approach to
managing employment relations which emphasis that leveraging
people’s capabilities is critical to achieving sustainable competitive
advantage, this being achieved through a distinctive set of integrated
employment policies, programmes and practices (Bratton & Gold,
2007).
Human Resource Management (HRM)
Orientations towards:
Personnel Management
Employment Relationship
viewing its role as proactive,
system-wide interventions, linking HR, with strategic planning
and cultural change
Personnel Management
embracing distinctive people-centered
values such as trust, commitment, involvement and collaboration
Employment Relationship
Characteristics of HRM
● The attempt to achieve the strategic ‘fit’ or integration between HR
and business planning;
● The development of coherent, mutually-supporting HR policies and
practices
● An orientation towards commitment
● The treatment of people as assets rather than costs: HUMAN
CAPITAL
● A unitarist approach to employee relations, which assumes that there
need be no inherent conflict of interest between employers and
employees.
● The responsibility of line management for delivery of HRM objectives.
The attempt to achieve the ____ or ____ between HR
and business planning
strategic ‘fit’ or integration
The development of coherent, mutually-supporting _____ and ___
HR policies and practices
An orientation
commitment
The treatment of people as assets rather than costs
HUMAN
CAPITAL
A ____ to employee relations, which assumes that there
need be no inherent conflict of interest between employers and
employees.
unitarist approach
The responsibility of line management for delivery of ___
HRM objectives.
GOALS OF HRM
● Strategic integration
● High commitment
● High Quality
The Role of HRM
Staffing
Development of Workplace Policies
Compensation and Benefits administration
Retention
Training and Development
Dealing with Laws Affecting Employment
Worker Protection
Communication
Awareness of External Factors
This plan allows HRM to see
how many people they should hire based on revenue
expectations.
Development of a staffing plan.
Multiculturalism in the workplace is becoming more and more
important, as we have many more people from a variety of
backgrounds in the workforce.
Development of policies to encourage multiculturalism at work.
This involves finding people to fill the open
positions.
Recruitment
In this stage, people will be interviewed and selected,
and a proper compensation package will be negotiated. This step
is followed by training, retention, and motivation.
Selection
Development of Workplace Policies
consist of 5
○ Discipline process policy
○ Vacation time policy
○ Dress code
○ Ethics policy
○ Internet usage policy
Compensation and Benefits administration
HRM professionals need to determine that ____ , meets industry
standards, and is high enough to entice people to work for the organization.
compensation is fair
Compensation and Benefits administration
___ includes anything the employee receives for his or her work.
Compensation
_____ need to make sure the pay is comparable to what other
people performing similar jobs are being paid.
HRM professionals
This involves setting up ____
that take into consideration the number of years with the organization, years of
experience, education, and similar aspects.
pay systems
Examples of employee compensation
include the following:
■ Health Benefits
■ Pay 401(k) (retirement plans)
■ Stock purchase plans
■ Vacation time
■ Sick leave
■ Bonuses
■ Tuition reimbursement
Human resource people must be aware of all the laws that affect
the workplace
Retention
Retention
An HRM professional might work with some of the
_____ involves keeping and motivating employees to
stay with the organization.
HRM Retention
Retention
_____ is a major factor in
employee retention, but there are other factors as well.
Compensation
Retention
Ninety
percent of employees leave a company for the following reasons:
- The job they are performing
- Challenges with their manager
- Poor fit with organizational culture
- Poor workplace environment
Training and Development
Once we have spent the time to hire _____, we want to make sure they not only are trained to do the job but also continue to grow and
develop new skills in their job.
new employees
Training and Development
_____ is also a key component in employee motivation.
Training
Training and Development
____ who feel they are developing their skills tend to be happier in their jobs, which results in increased employee retention.
Employees
Training and Development
Examples of training programs might include the following:
■ Job skills training, such as how to run a particular computer program
■ Training on communication
■ Team-building activities
■ Policy and legal training, such as sexual harassment training and
ethics training
Dealing with Laws Affecting Employment
___ people must be aware of all the laws that affect
the workplace.
Human resource
Dealing with Laws Affecting Employment
An HRM professional might work with some of
these laws:
■ Discrimination laws
■ Health-care requirements
■ Compensation requirements such as the minimum wage
■ Worker safety laws
■ Labor laws
Dealing with Laws Affecting Employment
The ____ of HRM is always changing, so HRM must
always be aware of changes taking place and then communicate
those changes to the entire management organization.
legal environment
Worker Protection
______ is a major consideration in all organizations.
Safety
______
can also impact the requirements for worker safety in a
workplace. It is up to the human resource manager to be aware
of worker protection requirements and ensure the workplace is
meeting both federal and union standards.
Unions and union contracts
Worker protection
issues might include the following:
■ Chemical hazards
■ Heating and ventilation requirements
■ Use of “no fragrance” zones
■ Protection of private employee information
Communication
● Awareness of External Factors
In addition to managing internal factors, the __needs to consider the
outside forces at play that may affect the organization
HR manager
Outside forces, or external
factors, are those things the company has __ control over; however, they may
be things that could positively or negatively impact human resources.
no direct
External
factors might include the following:
■ Globalization and offshoring
■ Changes to employment law
■ Health-care costs
■ Employee expectations
■ Diversity of the workforce
■ Changing demographics of the workforce
■ A more highly educated workforce
■ Layoffs and downsizing
■ Technology used, such as HR databases
■ Increased use of social networking to distribute information to employee
• Attitudes or beliefs about what
is acceptable or what is right.
For example, the trend toward
work-life balance.
Social
- How the legal aspects of
business affect HRM, such as
discrimination laws or
requirements for health care, or
amployer-paid taxes.
Legal
The technological environment
impacts how people
communicate, which affects HR.
Due to technology there are
ways to track employee
performance, compensation,
and even hiring processes.
Technological
The economic environment
affects all parts of business and
affects HRM in terms of how
many employees might
be needed.
Economic
Outside/
External Forces
- Staffing
- Policies
- compensation and Benefits
- Retention
- training and Development
- Laws
- Worker Protection
Skills needed
for HRM
● Organizational Skills
● Multitasking Skills
● People Skills
● Strategic mind-set
● Ethics
HRM
Challenges
- Containing Costs
- Technology
- The Economy
- The Changing and Diverse Workforce
- Ethics
