Lesson 5

Question 1

The Strategic Role of HRM

Answer 1

attract, develop, and maintain an effective workforce. HR must drive organizational performance; it’s the competitive edge.
STRATEGIC APPROACH TO HRM-All managers involved, Employees as assets, Matching Process

Question 2

HRM helps the right people

Answer 2

To become more competitive on a global basis
✓ For improving quality, innovation, and customer service
✓ To retain during mergers and acquisitions
✓ To apply new information technology for e-business

Question 3

The Impact of Legislation on HRM

Answer 3

HR managers must stay on top of legal and regulatory environment
 Discrimination –the hiring or promotion of applicants based on criteria that are not job related
 Equal Opportunities
 Sexual harassment
 OSHA Act
 IR Act
 Minimum Wage

Question 4

Innovations in HRM

Answer 4

Becoming an Employer of Choice
 Organizations that are highly attractive to potential employees because of HR practices
 Using Temporary and Part-Time Employees
 Contingent workers are not permanent, maintain flexibility, and keep costs low
 Promoting Work/Life Balance

Answer 5

Helping workers lead a balanced life
✓ Part-time work and telecommuting
✓ Flexible scheduling
✓ Gen Y/Millennials demand more work-life balance
✓ Stress Management
✓ EAPs

Question 6

Recruiting (talent acquisition)

Answer 6

Assessing Organizational Needs:  Job Analysis
 Job Description
 Job Specification
 Realistic Job Previews –provide pertinent information; positive and negative
 Legal Considerations –recruiting practices must be legal
 Innovations in Recruiting:
 Traditional Recruitment: advertising, walk-ins, applications
 Contemporary: eRecruiting, Twitter, LinkedIn, and other social media

Question 7

Selection-Employers assess applicants for a “fit” HR professionals us a combination of devices:

Answer 7

Traditional
 Interviews
 Resumes/CVs
 References

Contemporary
 IQ Testing
 Personality Testing
 Any 3rd Test related to Job

Question 8

SHRM: b) Managing Talent

Answer 8

Training and Development
 On-the-Job Training
 Corporate Universities
 Promotion from Within
 Mentoring and Coaching

Development involves teaching broader skills

 Performance Appraisal
 Evaluating performance, recording assessment, and providing feedback

Question 9

Performance Appraisal

Answer 9

Assessing Performance Accurately –system should evaluate relevant performance
 Performance-review ranking systems pit employees against each other
 Forced Ranking Systems fail

 360-degree Feedback –uses multiple raters, including self-rating to appraise employees and development

Question 10

Performance Evaluation Errors

Answer 10

Stereotyping –placing an employee into a class or category based on a few characteristics

Halo Effect –giving same ratings on all dimensions regardless of differences

Dealing with Error: Behaviorally Anchored Rating Scales (BARS) –rating technique that relates an employee’s performance to specific job-related incidents
Rater Training
Triangulation

Question 11

SHRM-c) Maintaining An Effective Workforce

Answer 11

Compensation–all monetary payments and all goods or commodities used to reward employees

Wage and Salary Systems
Job-based pay
Skill-based pay/Competency-based pay
Pay for Performance* Benefits

Compensation Equity –fairness and equity Equity Theory

Question 12

Rightsizing the Organization

Answer 12

Reducing the company’s workforce to the “right” size; also called downsizing
 Make company stronger and more competitive
 HR must effectively and humanely manage the process
 Many organizations use communication and provide assistance to address emotional needs
 Union issues

Question 13

Termination

Answer 13

Employees leave voluntarily, retire, are rightsized, and are fired for poor performance
 Poor performing employees can be disruptive and cause problems for morale
 Exit interviews can be used to learn about dissatisfaction