Personal Management I Flashcards
Value, System, Leadership and Organization of Human Resources Management
Value & Competitiveness:
HRM is vital for immediate value creation and maintaining long-term competitive advantage.
System & Leadership:
Focus on HRM system design and leading employees and teams effectively.
Organization-wide Responsibility:
HRM tasks are the responsibility of all company areas, emphasizing a holistic approach
Taylorism Principles
3.Workload and remuneration :
- Specialization for efficiency :
= Clear division between planning and execution tasks. - Time studies and “One Best Way”:
=Work is broken down into steps, each step is timed to find the most efficient method = enables more optimal organization of work
a. Remuneration is directly linked to workload
b. Above-average performance is rewarded = encourages productivity
ANG: HRM Stakeholder
FR: Parties prenantes de la GRH
Internal and external customers:
Managers, employees seeking human resources advice and candidates expressing interest in employment through job applications.
*Internal customers:
Employees at all levels, including industrial workers, staff, managers, trainees, freelancers and temporary workers, ( illustrates the breadth of HR’s scope).
FR : Tendances actuelles dans la Gestion des ressources humaines
ANG : Current trends in Human Resources Management
Team Networking: Emphasizes collaboration within and across teams.
Flat Hierarchies:
Focus on negotiation-oriented work, lateral leadership, and conflict management.
Flexibility:
Necessity of adapting to changes.
Diversity: Benefits from varied perspectives and backgrounds.
Globality:
Encourages cross-border work and learning.
Ethical Considerations: Importance of addressing transitional relationships, products, connections, and positioning.
FR : RH/Planification de la main-d’œuvre
ANG : HR/Workforce Planning
Concepts:
Continual Process:
Owned by the whole business, supported by HR.
Stakeholder Integration: Understanding needs and developing relationships is vital.
Agility and Analysis:
Must be flexible, evidence-based, and analytical.
Gap Identification:
Analyzing current workforce to forecast future needs.
Strategic Implementation: Solutions to meet future needs and achieve strategic goals.
HR Integration:
Connects with organizational development, talent management, recruitment, retention, succession planning, learning and development, and career development.
FR : Informations clés sur le Manpower Planning
ANG : Key infos about Manpower Planning
Must-Have Information:
Manpower Structure: Includes details on age, sex, education, qualifications/competencies, and diversity/inclusion metrics.
Absentee Rate: Monitoring absence levels.
Additional Data:
Turnover Rate: Understanding employee retention and attrition.
Hard-to-Fill Jobs: Identifying roles that are challenging to recruit for.
Exceptional Talent: Tracking standout individuals and their skills.
Training Needs: Requests for specific training programs.
Underutilized Skills: Identifying individuals trained in areas not currently utilized in their role.
Common HR Metrics
Recruitment & Selection
Recruitment
= Process of attracting individuals
On a timely basis
In sufficient numbers
With appropriate qualifications/competences
Encouraging them to apply for jobs
Sélection
= Process of choosing the individual best suited for
particular position and organization from a group of
applicants.
− Goal is to properly match people with jobs and organization
Internal vs. External Recruitment
Internal recruitment:
Modify existing employment through transfers or task changes.
Methods: Job offers, direct approach, discussions/career planning, staff development.
Advantages/disadvantages: Improves morale, less costly, shorter adaptation periods compared to a limited reserve, potential internal competition.
External recruitment:
This involves hiring new contracts, trainees or temporary workers.
Methods : Job advertisements, employment agencies, direct search, recruitment agencies, online job boards, on-campus recruitment, networking.
Advantages/disadvantages: contribution of new skills, larger pool of candidates versus higher costs, longer integration period.
Job Advertisement Checklist
Organization Details: Include the name and a brief overview of the company.
Job Role and Duties: Describe the position and its responsibilities.
Training Offered: Specify any provided training.
Competency Profile: Highlight essential skills and qualifications.
Salary Information: Mention compensation details.
Application Instructions: Provide clear directions for applying.
FR : Définition : Marque de l’employeur et image de l’employeur
ANG: Definition : Employer Brand and Employer Branding
Employer Brand: Represents a company’s identity as an attractive employer, combining authenticity, credibility, relevance, distinctiveness, and aspiration to appeal to potential and current employees.
Employer Branding: The strategy of promoting a company as the preferred employer to a specific target group, aiming to attract and retain the talent that the company most desires and needs.
FR : Déploiement des employés
ANG : Deployment in HRM
Staff deployment = enables employees to be matched to tasks for optimum use of resources, governed by employment contracts.
ANG : Personnel Deployment
FR : Déploiement du personnel
Includes :
- Assignment of an activity to an employee
- Job design: Structure and scope of tasks, including autonomy (horizontal/vertical).
- Establishing/finding a work location: Specific place where work is performed.
- Setting working hours: Hours between the start and end of work, excluding breaks, with variations such as fixed, flexible and dynamic schedules.
- Recruitment: Filling a vacancy by optimizing job requirements and employee skills for effective staff deployment.
FR: Voix des employés
ANG Employee Voice
Definition of employee expression: Covers processes and structures enabling employee participation in decision-making.
= It enables employees to contribute directly and indirectly, and sometimes gives them the means to do so.
= Involves two-way communication processes and systems.
= Because it is conceived to ensure bottom-up communication by giving them a voice.
FR : Différents types d’entretiens avec le personnels
ANG: Different types of employee interviews
- Introduction Interview: Welcoming new employees.
- Leadership Interview: Discussions on motivation, criticism, or conflicts.
- Performance Interview: Assessing employee achievements.
4.Evaluation Interview: Formal appraisal discussions.
- Counseling and Development Interview
- Guidance and growth opportunities
- Goal-Setting Interview: Establishing objectives.
- Problem-Solving Interview: Addressing and resolving issues.
- Exit Interview: Feedback upon leaving the company.
- Compensation Interview: Conversations about pay.
- Group Discussions: Modern approach involving various group interview formats.
