may '21 - practice exam Flashcards
Explain briefly the advantages and pitfalls of a i) centralized and ii) decentralized approach to the HRM function. (2 points)
Centralized HRM
Pros: Consistent policies, (cost) efficiency, expertise, strategic alignment, Standardization, control.
Cons: Slow decisions, inflexible, disconnected from employees, lower morale, Lack of responsiveness, disconnect with local needs, reduced engagement, bottleneck risk., compliance (regional laws)
Decentralized HRM
Pros: Responsive, better service, higher morale/empowerment, talent attraction, Flexibility, communication, innovation
Cons: Inconsistent practices/compliance to company policies, duplicated efforts, limited expertise, alignment challenges, compliance risks, fragmentation,
What is the role of HRM as a strategic business partner within an organization? (2 points)
(Transformational HR)
def. Business person with expertise in human resources with the key responsibility
to provide progressive, value-added solutions through collaboration and partnership with business leaders in the identification, prioritization and building organization capability, behaviours, structures, culture and processes that deliver on the BUSINESS STRATEGY”.
Ulrich Model :
Focus on FUTURE/STRATEGIC FOCUS
vs day-to-day operational focus
Focus could be on PROCESSES ad well as PEOPLE
F/Strat + Processes : Mngmt of Strategic Human Ressources
F/strat + People : Mngmt of Transformation and Change
What is succession planning in HRM?
Why is it important? (2 points)
WHAT
Step-by-step
1. Identitfy important positions in your company
2. Asses employees and Evaluate their capabilities
3. Identify employees thah can fill the needed position
4. Begin developing employees
5. Evaluate and repeat the cycle as needed
The 7 R’s of Workforce Planning
1. Right People
2. Right Skills
3. Right Shape
4. Right Size
5. Right Time
6. Right Place
7. Right Cost
WHY
Execute and Monitor, for what?
* Performance of implemented workforce
* Impact on the gaps
* Impact on succession planning
* Effectiveness of exercise (feedback loops)
* Strategic direction/workforce supply/demand changes
* Environmental/economic changes
* Organizational changes
* Adjustments needed
extra :
Workforce action planning: putting into action!
* HR action plan : scope of actions based on strategic business plan
* Identify when reductions in staff costs can be made if needed (downsizing)
* Decide on any recruitments needed and when
* Decide on roles
Remuneration is an important function for HRM. What are the different forms of remuneration?
What should be taken into account when establishing levels of remuneration? (2 points)
Types and different forms
- Direct : salary, bonuses
- Indirect : luncheon vouchers, paid vacation, paid sick leave, health club subscription, company car, housing, etc
- Fixed : salary
- Variable : bonuses, profit-sharing schemes, stock options
- Individual versus collective
- Immediate versus deferred
Variations in remuneration
* Sector/business
* Depending on the individual: level of qualification, education, qualities, performance (reputation), level, age, experience
* Role : level of responsibility, functions, contribution to company performance
* Current and potential capacity : competencies, expertise, immediate results, etc.
* Company policy and company culture
* Salary grid
* Geographical area and local economy
* Legal implications
The employment contract binds both the employee and the employer to certain obligations.
Give a brief overview of the i) employee obligations ii) employer obligations.
(2 points)
Employee obligations
* Respect of the contract and employer’s directives (personal and conscientious execution of the work inlaid out in the contract : respect internal regulations, general work hours. …………to fisnish(etc!)
* Obligation of loyalty
o Contract executed in good faith
o Refrain from action against the company’s interest
* Obligation of discretion
o Do not disclose info about the company or employees
Employer obligations :
* Fulfill contract and respect rules (carried out in good faith)
* Respect the employment contract
* Provide the intended work
* Provide necessary tools to do work
* Pay the agreed salary
* Apply the collective agreements, current practice and respect the regulations currently in effect
* Assure employees can adatp to their work position (professional training)
* Respect the right and liberty of the employee
o Forbidden to take any discriminatory measures, respet equal treatment
o Respect personal life
o Respect the inviolation of private life
o Freedom of expression
o Freedom to wear what they want (except jurisprudence)
o Freedom of opinion and religion etc.
* Respect the employee’s dignity (moral and sexual harassment)
What is the purpose of the annual staff appraisal/review?
What does this process involve? (2 points)
PURPOSE :
In support of accomplishing the strategic objectives of the organization. The communication process includes clarifying EXPECTATIONS, settings OBJECTIVES, identifying GOALS, providing FEEDBACK, and REVIEWING results (Berkley)
Helps develop productive employees:
* Establish objective performance standards (in relation to strategic goals)
* Communicate objectives/standards to employee clearly and concisely (with feedback)
* Measure actual PERFORMANCE and compare (COMPETENCIES – job function)
* How? Personal observation, stats, financial reports, client feedback, written reports, project success, etc.
* Any deviation?
* Review with employee during the appraisal process
* Initiate corrective action if necessary
* Can be very sensitive (contribution/ability : self-esteem)
INVOLVES :
(interview)
3 steps :
1. Review of previous period
2. Analysis of needs (need/comptencies, wishes)
3. Possible solutions (project, evolution, dev plan)
Annual appraisal
* Analysis of the year
* Consideration of the future (short, medium or long term)
* Based on (SMART) objectives
* Training to be undertaken
* Behaviour/competencies/potential
* 180 degrees feedback (Manager, colleagues)
* 360 degrees feedback
What is talent management?
Why is talent management considered as being
important? (2 points)
Proposed model for talent management
* Attract
* Recruit
* Retain
* Develop
* Recognize
* Comparing management practices
Talent managemen : anticipating risks
* Portfolio : insufficient talent to meet business objectives
* Transition : risk of inadaptation in new role
* Vacant roles : risk that the leadership strategic roles are vacant
* Inadequacy : risk of having incompetent successor
RECRUIT & RETAIN
Why important :
Benefits ?
- Challenges/differents work/new projects/new opportunities/new responsibilities
- Positive feedback
- Teaching/training others
- Being used full potential
+ recognize talent
+ classify talent
+ develop talent
+ retain talent
What are the dangers of ineffective communication in the workplace?
What role can
HRM play in improving communication? (3 points)
Ineffective communication may:
- Increase the chances for misunderstandings
- Damage relationships
- Break trust
- Increase anger and hostility
- Demotivate
- Lead to higher staff turnover
- Damage the employer brand
Communication strategy
- Highly effective strategies that are often top-down, with senior management setting the tone for a cascading series of messages.
- A budget: for various types of
communication vehicles
depending on the message to be delivered and any unique
issues associated with it. - A process: leaders evaluate a situation that drives the need to communicate, and from which key messages will emerge.
- A method: for generating feedback and using it to shape follow-up messages.
- A customized delivery approach with communication materials that are easy to
understand
What are the main sources of psychosocial risks in the workplace?
What are the
consequences of such risks?
How can HRM help ensure the prevention of these risks?
(3 points)
Psychosocial risks arise from:
- Poor work design
- Organisation and management
- Poor social context of work
- Unfair treatment at work
May result in negative psychological, physical and social outcomes such as work-related stress, burnout or depression.
HRM can prevent by :
* Reinstate or improve social dialogue and communication (AUTHENTIC DIALOGUE)
* CHANGE MANAGEMENT in groups
* SMART
* Identify information, social and emotional RESOURCES that are available or possible and adapt according to situation
* REPORTING SYSTEM in place where people can share issues in all security/confidentiality
* CSE/WORK DOCTOR/management/HR/SPECIALISTS
