Prelim Flashcards
Is the organizational function of managing and handling one of the most valuable assets of the organization-its employees. It tackles various undertakings performed by a business firm to make certain that workers are handled and managed as human beings worthy of respect and compassion throughout their employment life (i.e., from entry to separation).
Human Resource Management
embraces a wide range of basic business ideas that include recruitment, selection, training and development, performance appraisal, Compensation, safety and health, and other productivity improvement programs. It is important even to non-HR personnel such as employees, supervisors, and leaders.
Importance of HRM
They have to meet a lot of challenges in handling and managing their workers, especially in training, designing a compensation structure, or building a friendly company culture. Thus, the study of human resource management will give these enterprising individuals useful insights and a thorough understanding of the employment cycle, and a broader idea about various human resource practices in order to meet present and future challenges head on.
Entrepreneur
They understand HR management so they may gain a better understanding of their rights and privileges as thinking, feeling, and doing individuals in an organization.
Employees
a good boss should always bear in mind that every HR decision they make and policies they formulate should be anchored to what the job requires and not on certain biases. Thus, studying HR management can provide supervisors and leaders a competitive edge, especially in the aspect of recruitment.
Supervisors and leaders
BEST FEATURES OF HUMAN RESOURCE MANAGEMENT
- It is prevalent in nature
- It is dynamic
- It is individually-oriented
- It is forward looking
- It is employee-oriented
- It is growth-oriented
3 stages of Employment
- Pre-Hiring
- Hiring
- Post-Hiring
Planning Techniques in HR management
- Skills inventory
- Ratio analysis
- Cascade approach
- Replacement approach
- Commitment Planning approach
- Successor planning approach
This approach involves the listing of all the skills possessed by the workforce and they are made to relate to the requirements of the organization. This technique requires detailed information of the experience and training of every individual in the organization.
Skills inventory
This is a technique wherein the personnel who are promotable to the higher positions are identified together with their backup or understudy. There should be a ratio that will ensure that promotions will not create any void. To accomplish this, recruitment must support the backup requirements. At the same time, training must be done to develop the backup ratio.
Ratio analysis
Under this approach the setting of objectives flows from the top to bottom in the organization so that everyone gets a chance to make his contribution. This approach results in the formulation of a plan wherein the objectives of the rank and file get included in the blueprint for action. The plan is then a participatory planning outputs.
Cascade approach
Under this approach, HRP is done to have a body of manpower in the organization that is ready to take over existing jobs on a one-to-one basis within the organization. This approach calls for year-round acceptance of applications for possible replacements.
Replacement approach
This technique involves the supervisors and personnel in every component of the organization on the identification of manpower needs in terms, skills, replacements, policy, working conditions and promotion so that human resource in the organization may be up to the challenge of current and future operations. The units thus become conscious of their needs and aware of the ways the human resource requirements carn be met.
Commitment Planning approach
The approach known as successor planning takes into consideration the different components of the old plan and increase them proportionately by the desired expansion rate stated by management as to the total manpower needs.
Successor planning approach
Common weakness in Resource Planning approach
- Over planning
- Technique overload
- Bias of quantitative
- Isolation of the planners
- Isolation from organizational objectives
- Lack of line supervisor’s inputs
A plan is likely to fail through an inherent weakness of having covered too many aspects of personnel management at the very early stage of HkP in the firm or government office.
Over planning
The use of so many techniques sometimes leads to the gathering of so much information. Then the techniques do not get to be applied effectively. This makes the techniques serve as a trap rather than a means for action.
Technique overload
There are planners in HRP who sometimes make the mistake of being drawn towards emphasizing the quantitative aspects of personnel management to the neglect of the qualitative side.
Bias for the quantitative
When top management has a low regard for human resource activities and for the HR staff, they give little encouragement to HRP activities, ignore the plan and withdrawn support for plan implementation.
Isolation of the planners
When HRP is pursued for its own sake or for narrow viewpoint of concentrating on HRD, the effort leads to the formulation of a plan that does not interphase with organizational development.
Isolation from organizational objectives
Any plan to develop the personnel and to improve the conditions of work must use the feedbacks from the line supervisors, since they are the ones who are handling the personnel in the organization.
Lack of line supervisor’s inputs
4 basic terms of manpower forecasting
- Long-term trend
- Cyclical variations
- Seasonal variations
- Random variations
Long term forecasting is usually done for a period of five years or more depending on the company operations and customer demands.
Long-term trend
This refers to reasonable and predictable movement that occur over a period of one year or more. This cyclical movement may be due to economic conditions, political instability, peace and order, loss in customer demands and societal pressures, These variations typically last for one to five years.
Cyclical variations
This is a reasonable prediction change over a period of one year. This covers firms who manufacture seasonal products and hie temporary workers for temporary increase in demand, like Christmas and other special occasions.
Seasonal variations
This is one occasion where there is no special pattern and it is quite difficult to predict or determine. The HR practitioner must be careful in his manpower forecast especially in the hiring of employees. Along this line, temporary workers are hired instead of regular workforce.
Random variations
Changes in work schedules
- Compressed workweek
- Flexible time
- Job sharing
- Telecommuting
This is an alternative work schedule where the standard five-day workweek is reduced to a lesser number of days, but with longer working hours. The regular work hours is eight hours a day on a five-day workweek. In a compressed workweek, employees may opt to work on a four-day, ten-hour schedule, also referred to as 4/10 or 4/40, Both employers and employees may decide to choose another option as long as the employee renders a total of forty hours in a week.
Compressed workweek
also called Flextime, gives workers leeway in selecting their daily time-in and time-out schedule on the condition that they work a definite number of hours in a day or in a week. In flexible time, the the total number of nours employees are obliged to work are similar as that under the regular work time. Flexible time gives employers and employees further information about the job and might include performance standards and possible training and development required by the job.
Flexible time
is a job arrangement where two employees with temporary or part-time status perform a job that otherwise can be done by a full-time employee. Since a job position is shared, compensation is divided between the two employees, thus reducing their income. It is suitable in a situation where one of both spouses wishes to work only part time. It is more convenient for older workers who are retiring as they will have more time to rest.
Job sharing
Globalization and technology are drastically changing the future of work, that is, how we do our jobs and where in telecommuting, employees connect with employers, co-workers, and Customers via electronic gadgets and other telecommunication channels. Another form of telecommuting is mobile telecommuting where employees, whose jobs require them to be in other places, can use cell phones and broadband connection to be in contact with their home company.
Telecommuting
Types of Pre- employment tests
- Polygraph test
- Honesty and integrity test
- Graphology
- Physical aptness
- Medical
- Drug test
- Personality and interest inventories
is a type of instrument specifically used to interrogate and investigate an applicant about certain events and determine whether if the individual is telling the truth or lying when responding to questions. Polygraph test is sometimes called a truth verification exam and questions normally focus on use of drugs, theft or other crimes. The moment the polygraph machine detects significant changes like unusual heart and pulse rates, severe perspiration or remarkable hand and body movements, the machine will indicate that the person is lying. There is so much bias with it because most people react indifferently to situations, hence, a polygraph test may not be ideal in detecting lies.
Polygraph test
This type of pre-employment test- is meant to identify and measure an applicant’s honesty, dependability, and even work ethic. Typical questions cover views regarding the frequency of bad behavior and attitude toward work. Honesty and integrity tests are usually administered to applicants whose job includes handling money, or those the banking industry or sales and marketing.
Honesty and Integrity Tests
refers to the analysis of the handwriting of a person and is now also used to interpret a person’s character, personality, and emotional and intellectual capacity. An expert obtains a handwriting sample and assesses certain features such as slopes, size, and how the letters are positioned. From the results of the assessment, the graphologist can form a conclusion about a person’s overall personality.
Graphology
Besides knowing a person’s personality traits, managers also demand the assessment of an individual’s physical strength. Practices from the past note that employers put more emphasis on stamina, vigor, height, and weight as essential job requirements. This is a disadvantage for women and disabled persons, leading to lawsuits. After a Dial Corp. plant in Fort Madison, lowa, began using a strength test in 2000, the company found itself subject to such a lawsuit. Prior to the tests, nearly 50% of the people hired at the plant were women. Once the test was implemented, the percentage dropped dramatically. An appeals court subsequently ruled the test had a disparate impact on women because although injuries at the plant fell, they actually began doing so after the company instituted new safety rules, which was years before the strength test was implemented.
Physical Aptness
The Philippine law explicitly states that all pre-employment examinations should be rightfully relevant to the needs of the job. The medical test should only be performed after the job offer has been made. In addition, the examinations must be required for all candidates offered the job.
Medical
are randomly administered to applicants who belong to specific occupations like transportation, military defense, and in the aviation industry. Urine, hair, saliva, and sweat testing are commonly used to detect signs of drug use. Hair drug test for instance, can detect drug use. A saliva e drug test is perfect during accidents met by employees if a urine test is not possible Sweat drug test is effective when administered to employees reporting back towork after testing positive.
Drug test
.The aim of this pre-employment test is to gauge the person’s overall personality and behavioral traits.
Personality and Interest inventories
