L1. INTRODUCTION TO HRM Flashcards
human grouping in which work is done for the accomplishment of some
specific goals or mission.
organization
total knowledge, skills, creative abilities, talents
and aptitudes of an organization’s workforce as well as the values, attitudes, approaches
and beliefs of individuals involved in the affairs of the organization.
human resources
paramount importance in the success of any organization
human resource
in the age of knowledge economy, the perception is that people are the real capital. since competition would depend on coming up with better ideas, imagination becomes extremely important
human capital.
five functions that managers are expected to carry out
planning
organizing
staffing
leading
controlling
management functions that helps managers’ recruit, select,
train and develop members for an organization. It is concerned with the people’s dimension in
organizations.
human resource management
It refers to the philosophy, policies, procedures and practices
related to the management of people within an organization.
human resource management
according to them HRM is a strategic approach to managing employment
relations which emphasizes that people’s capabilities is critical to achieving sustained competitive advantage, this being achieved through a distinctive set of integrated employment
policies, programs and practices”.
Bratton and Gold
According to him, HRM is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resource to the achievement or accomplishment of individual, organizational and social objectives.
Edwin B Flippo
concerned with the acquisition of proper kind and number of personnel’s
necessary to accomplish organizational goals.
recruitment
related with the increment/enhancement of abilities, knowledge and
skills of human resources through training and development.
development
refers to the pay and benefits that employees receive from the company.
It is in the form of salary, wages, incentives and fringe benefits.
compensation
attempt to effect reasonable reconciliation of individual, societal and
organizational interests.
integration
maintaining the physical conditions of employees (health and
safety measures) and employee service programs. It also includes legal compliance and
maintenance of industrial relations.
maintenance function
is the management of separating employees from organizations. It is negative recruitment.
separation
It may take the form of retirement, resignation, dismissal, lay-off or
retrenchment.
separation
is hrm proactive or reactive
proactive
if you commit personnel mistakes you will encounter the following:
To hire the wrong person for the job
To experience high turnover
To find out people not doing their best
To waste time with countless and useless interviews
To have the company sued (charged) for discriminatory actions.
To be quoted under bad example of unsafe practices
To have some of your employees think their salaries are unfair and inequitable relative to
others in the organization
To allow a lack of training to undermine your department’s effectiveness and
To commit any unfair labor practices.
if the managers properly apply the concepts and functions of HRM, the outcomes are:
Creation of a better image
More Profits
Higher Productivity
More Competent People
Better Generation of Internal Resources
More Team-work, Synergy and Respect for Each Other
More Problem Solving
Higher Work-commitment and job Involvement
Growth and Diversification
Better Developed Roles
Better Utilization of Human Resources
hrm objectives
development of employees (personal objectives)
growth and development of the org (organizational objectives)
development of HR function and climate (functional objectives)
objectives for the welfare of the society (societal objectives)
an approach to managing human resources that aligns HR practices with the organization’s strategic goals and objectives.
strategic human resource management (SHRM)
involves developing and implementing HR strategies that support the overall business strategy. it focuses on creating a competitive advantage through people
SHRM
helps organizations achieve their strategic goals by ensuring they have the right people with the right skills in the right place at the right time.
SHRM
objectives of SHRM
- Align HR strategies with business strategies
- Develop a high-performing workforce
- Improve employee engagement and retention
- Create a competitive advantage
- Support organizational growth and innovation
economic factors
unemployment rates
economic growth
unemployment rates and economic growth, can impact the availability of talent and the cost of labor
economic factors
anti-discrimination laws
and wage and hour laws, can affect HR practices
legal and regulatory factorsl
legal and regulatory factors
anti-discrimination laws and wage and hour laws
technological factors
automation and artificial intelligence
automation and artificial
intelligence, can change the nature of work and require employees to develop new skills.
technological factors
social and cultural factors
work-life balance and diversity
work-life balance and diversity, can
influence employee expectations and preferences
social and cultural factors
external environment
economic factors
legal and regulatory factors
technological factors
social and cultural factors
internal environment
organizational culture
organizational structure
human resources
technology
organizational culture
shared values, beliefs, and norms
the shared values, beliefs, and norms that characterize an organization
can impact employee behavior and performance
organizational culture
The way an organization is structured can affect communication, decision-making, and collaboration
organizational structure
The skills, knowledge, and abilities of an organization’s employees are critical
to its success.
human resources
infrastructure available to employees can impact their productivity and effectiveness.
technology
crucial for ensuring that HR activities support the organization’s overall goals, boosting efficiency, productivity, and overall company performance.
aligning hr strategies with business objectives
It involves making sure that HR decisions and actions help the company reach its
objectives, ensuring the right people are in the right roles with the skills and motivation needed to get good results.
aligning HR strategies with business objectives
how to align hr strats with business objectives
understand business goals
set clear expectations
prioritize strategic workforce planning
align hr practices with business strategy
integrate HR processes with strategic planning initiatives
involves defining the organization’s mission, vision, and values, as well as
setting strategic goals and objectives.
strategic formulation
continuous process of analyzing and forecasting workforce supply and demand to ensure an organization has the right people with the right skills
in the right roles at the right time.
strategic workforce planning
It involves identifying gaps and developing plans to meet
current and future business goals.
strategic workforce planning
process of analyzing your workforce and making necessary adjustments to support your business’s future needs and goal. It helps organizations prepare for future hiring challenges by analyzing, forecasting, and planning workforce
supply and demand.
Strategic workforce planning
goal of swp
to have a workforce with the right size, shape, cost, and agility
difference between strategic and operational planning
strategic focuses on broader organizational issues, aligning the workforce with long-term objectives while operational planning focuses on individual planning to streamline daily employee operations
Forecasting future talent needs and developing plans to attract, develop,
and retain employees
workforce planning
Identifying, developing, and retaining high-potential employees
talent management
Setting performance goals, providing feedback, and evaluating
employee performance
performance management
Designing and administering compensation and benefits programs
that attract and retain employees
compensation and benefits
Providing employees with the skills and knowledge they need to perform their jobs effectively
training and development
HR works with business leaders to develop and implement the organization’s strategy
strategic partner
HR helps the organization adapt to change by developing and implementing
change management initiatives
change agent
hr strategic practices
workforce planning
talent management
performance management
compensation and benefits
training and development
strategic roles of hr
strategic partner
change agent
employee advocate
administrative expert
HR represents the interests of employees and ensures that they are treated
fairly
employee advocate
HR manages HR processes and ensures compliance with employment laws
and regulations.
administrative expert
