MT chpt 2 Flashcards
- Administering of policies
- Stand-alone programs, such as training
- Personnel department responsible for managing people
- Creates a cost within an organization
Personnel Management Focus
- Helping to achieve strategic goals through people
- HRM training programs that are integrated with company’s mission and values
- Line managers share joint responsibility in all areas of people hiring and management
- Contributes to the profit objectives of the organization
HRM Focus
is an elaborate and systematic plan of action developed by a human resource department. This definition tells us that an HR strategy includes detailed pathways to implement HRM strategic plans and HR plans.
Human resource strategy
is a plan like the major objectives the organization wants to achieve. (short term objectives)
HRM strategic plan
the plan that’s specific activities/plans carried out to achieve the strategic plan. (long term goals)
HR Plan
Past name of HR department, they focused more into administrative aspects
Personnel Departments
five main areas of HR (Ulrich Model) ; must only be implemented knowing the company obj, probs, challges, opportntis.
- Strategic partner.
- Change agent.
- Administrative expert and functional expert.
- Human capital developer.
- Employee advocate.
Partnership with the entire organization to ensure alignment of the HR function with the needs of the organization.
Strategic partner
The skill to anticipate and respond to change within the HR function, but as a company as a whole.
Change agent
The ability to understand and implement policies, procedures, and processes that relate to the HR strategic plan.
Administrative expert and functional expert
Means to develop talent that is projected to be needed in the future.
Human capital developer
Works for employees currently within the organization.
Employee advocate
Examples of Dynamic External Environment of HRM
Labor Market Changes, Society, Economic, Technology, Shareholders, Customers.
Four Aspect to create a good HRM strategic plan
- Make it applicable.
- Be a strategic partner.
- Involve people.
- Understand how technology can be used.
Conduct a Strategic Analysis
A strategic analysis looks at three aspects of the individual HRM department:
- Understanding of the company mission and values.
- Understanding of the HRM department mission and values.
- Understanding of the challenges facing the department.
refers to the “introduction, growth, maturity, and decline” of the organization, which can vary over time. For example, when the organization first begins, it is in the introduction phase, and a different staffing, compensation, training, and labor/employee relations strategy
Organizational Life Cycle
The six parts of the HRM plan include the following
- Determine human resource needs.
- Determine recruiting strategy.
- Select employees.
- Develop training.
- Determine compensation.
- Appraise performance.
pHRM plan; This part is heavily involved with the strategic plan. What growth or decline is expected in the organization? How will this impact your workforce? What is the economic situation? What are your forecasted sales for next year?
Determine human resource needs
pHRM plan; Once you have a plan in place, it’s necessary to write down a strategy addressing how you will recruit the right people at the right time.
Determine recruiting strategy
pHRM plan; The selection process consists of the interviewing and hiring process.
Select employees.
pHRM plan; Based on the strategic plan, what training needs are arising? Is there new software that everyone must learn? Are there problems in handling conflict? Whatever the training topics are, the HR manager should address plans to offer training in the HRM plan.
Develop training
pHRM plan; In this aspect of the HRM plan, the manager must determine pay scales and other compensation such as health care, bonuses, and other perks.
Determine compensation
pHRM plan; Sets of standards need to be developed so you know how to rate the
performance of your employees and continue with their development.
Appraise performance
is an important job of the HR manager. Knowing how many people to hire, what skills they should possess, and hiring them when the time is right are major challenges in the area of recruiting.
Recruit
