Midterm Flashcards
Strategic HRM
Linked to the strategic needs of an org (corporate business and functional levels) must be consistent with org goals
Steps in Strategic Management
- Environmental Scan
- Organizational missions and goals analysis
- Analysis of organizational character and culture
- Analysis of organizational strategies
- Choice and implementation of HR strategies
- Review and evil of HR strategies
Economic force
Economic cycles, global trade, productivity improvement and global competitivness
Technological forces
Flexible work design, info sharing and knowledge management, automation
Demographic forces
Gender balance, shift to knowledge workers, aging population, generational shift
Cultural forces
Diversity and ethics
Cost leadership strategy
Aims to gain competitive advantage throw lower costs
Differentiation strategy
Focuses on creating a unique product
Focus strategy
Concentrates on segment marketing
Job analysis
Systematic study of a job to discover its specifications and skill requirements used for wage setting, recruitment, training or job simplification
Steps in Job analysis: phase one
Preparation for job analysis :
Familiarize with the org and its jobs
Determine uses of data
Identify jobs to be analyzed
Steps in job analysis phase 2
Collection of job analysis information:
Determine source of data (human or nonhuman source)
Data collection instrument design
Choice of data collection method
Steps in job analysis phase 3
Use of info:
Job description, job specifications, performance standards, job design
Job description
A recognized list of functions/duties /task/accountabilities/working conditions and competencies for a particular occupation of job Job identity Job summary Working conditions Approvals
Job specifications
Written statement that explains what a job demands and mans skills and factors requires
Key considerations of job design
Organizational
Ergonomic
Environmental
Employee
Optimal job specialization advantages
Increases productivity
Take less time to learn, frustration decreased and feedback increased
Provides jobs to those with limited skills
Optimal job specialization disadvantages
Employee satisfaction drops
Boredom causes errors or resignations
Human Resource Planning
Forecasts org’s future demand for and supply of employees and matches supply with demand
Ensures organization has the right people with the right kills at the right time
Human resources planning process
Step 1 - forecast demand for resources Step 2 - assess supply of resources Step 3 - develop HR objectives Step 4 - design and implement programs to balance supply and demand Step 5 - establish program Evaluation
Causes of demand for HR
- external : economic developments, social legal challenge, technological changes and competitors
- organizational: strategic plan, budgets, sales forecast, new ventures, org and job design
- workforce - retirements, resignations, deaths, leaves
Nominal group technique
Individual experts brainstorm and then discuss and vote on ( forecasting HR needs)
Delphi technique
Solicits estimates from a group of experts until opinions converge
Extrapolation
Extending past rates of change into the future
Indexation
Matching employment growth with an index
Human resource information system
Used to collect, record, store, analyze and retrieve data
The recruitment process
Identify job openings -> identify job requirements ->determine recruitment methods -> obtain applications
What is HRM.
Leadership and management of people within an organization using systems, methods, processes and procedures that enable employees to optimize contributions to org goals
