Lesson 1: Human Resource Management: Gaining a Competitive Advantage Flashcards
Refers to the policies, practices, and systems that influence employees‘ behavior, attitudes, and performance.
Human resource management
Practices include analyzing and designing work, determining human resource needs (HR planning), attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), rewarding employees (compensation), evaluating their performance (performance management), and creating a positive work environment (employee relations).
Human resource management
Practices must support business goals and objectives.
Human resource management
Function: Analysis and design
of work
Responsibilities: Job analysis, work analysis, job descriptions
Function: Recruitment and
selection
Responsibilities: Recruiting, posting job descriptions, interviewing, testing, coordination use of temporary employees
Function: Training and
development
Responsibilities: Orientation, skills training, development programs, career
development
Function: Performance
management
Responsibilities: Performance measures, preparation and administration of
performance appraisals, feedback and coaching, discipline
Function: Compensation and
benefits
Responsibilities: Wage and salary administration, incentive pay, insurance,
vacation, retirement plans, profit sharing, health and wellness, stock plans
Function: Employee relations/Labor
relations
Responsibilities: Attitude surveys, employee handbooks, labor law compliance,
relocation and outplacement services
Function: Personnel policies
Responsibilities: Policy creation, policy communications
Function: Employee data and
information systems
Responsibilities: Record keeping, HR information systems, workforce analytics,
social media, Intranet and Internet access
Function: Legal compliance
Responsibilities: Policies to ensure lawful behavior; safety inspections,
accessibility accommodations, privacy policies, ethics
Function: Support for business
strategy
Responsibilities: Human resource planning and forecasting, talent management,
change management, organization development.
Refers to giving employees online access to, or apps which provide,
information about HR issues such as training, benefits, compensation, and contracts; enrolling
online in programs and services; and completing online attitude surveys.
Self-service
Refers to the practice of having another company (a vendor, third party or consultant) provide services.
Outsourcing
Major reasons that company
executives choose to outsource human resource practices.
Cost savings, increased ability to recruit and manage talent, improved HR service quality, and protection of the company from potential lawsuits by standardizing processes such as selection and recruitment.
HRM department also known as?
Personnel or Employee Relations
HRM department
Primarily an administrative expert and employee advocate.
Refers to the demonstration that human resources practices have a positive influence on the company‘s bottom or key stakeholders (employees, customers, community, shareholders).
Requires the use of HR or workforce analytics.
Evidence-based HR
Refers to the practice of using quantitative methods and scientific methods to analyze big data.
HR or workforce analytics
Refers to information merged from human resource databases, corporate financial statements, employee surveys, and other data sources to make evidence-based human resource decisions and show that HR practices influence the organization ‘s bottom line, including profits and costs.
Big data
