Prelims Flashcards
HR is planned based on the current life cycle of the company
Organizational Life Cycle Theory
Focuses on the leader of the org.
Strategic Contingency Theory
What are the stages of a company?
- Birth of the org.
- Growth & Development
- Maturity (peak)
- Decline
- Death (bankruptcy)
All units within the organization are essential. Relies on synergy, interrelations and interdependence between subsystems for success.
General Systems Theory
Costs will arise when you get someone else to do something. Save as much as money as possible. Minimize costs of exchanging resources.
Transaction cost theory
Process of assessment of the current manpower
Human Resource Planning
Basis for recruitment, training and development of staff. Detailed picture of the job.
Job Analysis
Forms the basis of wage and salary determination.
Job Evaluation
Identifies the requirement of personnel and explores resources. Right person is selected and put to work.
Recruitment and Selection
Evaluating performance of employees
Performance Appraisal
Makes employees excel in their present post as well as make them competent for future higher job responsibilities.
Training & Development
Determines the pay structure for employees on the basis of their qualification, efficiency, experience and nature of job
Employee compensation
Encouragement of employees through rewards
Employee motivation
Providing canteen facilities and rest rooms etc
Employee welfare
Addressing grievances of employees
Industrial relation
Ensures healthy intra and inter unit relationship
Organizational development
Assuring alignment of management
Career development
Defines tasks, authority, systems of a job
Job design
Ensures linkages between individual and organizational goals
Performance Management systems
Provides problem solving or counselling to individual employees
Employee assistance
Aims to create an environment of industrial peace and harmony
Labor relations
Ensures a reliable and full proof HR information base
HR research and Information Systems and Audit
Upward mobility of personnel via promotions / move up the ladder of the org.
Succession planning
Implementing policies and procedures that make the work more rewarding for the employee
Quality of working life
Improving performance of managers by giving them stimulating opportunities for growth and development
Personnel welfare
Planning of how you achieve goals inside a company through steps.
Career path
Analysis of a company with other companies and apply their processes, identify the best solutions and apply the formula.
Benchmarking
What are the HR roles?
- Recruitment and Employment
- Interviewing, testing, recruitment, and temporary employment
- Labor coordination
- Training and Development
- Wage and Salary Management
- Benefits administration
- Employee service and recreations
- Community relations
- Record management
- Health & Safety
Plans, organizes, directs, controls and coordinates the activities of the department
Supervisor
Conducts or directs certain personnel activities as provided in the policies and programs entrusted to the department
Administrative official
Serves as counselor, guide, and confidante to management supervisor and employees
Adviser
Brings into action all activities, regulates and combines diverse efforts into harmonious whole and gets together and harmonizes the work of various personnel in the department and related function in other departments
Coordinator
Attends negotiations with unions in advisory capacity. Understanding nature, significance and methods of collective bargaining.
Negotiator
Involved in the management of employee development programs of the organization
Educator
Helps employees obtain facilities, government agencies like SSS, Mesicare, Philhealtj etc.
Provider of services
HR manager’s knowledge and training in human relations and behavioral sciences
Employee counselor
CSR ( Corporate Social Responsibility )
Promoter of Community Relations
Assisting with interviews, scoring test results
Entry level (PA)
Manpower planning, interpreting results
Supervisor Level
a) leadership & conceptual ideas visioning
b) analysis of the facts for decision making
c) compliance administration and control
d) interpersonal teamwork
Managerial level
Stages of career path
- Entry Level (PA)
- Supervisor Level
- Managerial Level
4 main theories of HR
- Organizational Life Cycle Theory
- Strategic Contingency Theory
- General Systems Theory
- Transaction cost theory
Roles of Personnel or HR Manager
- Supervisor
- Administrative official
- Adviser
- Coordinator
- Negotiator
- Educator
- Provider of services
- Employee counselor
- Promoter of Community Relations
Scopes of HR
- HRP
- Job Analysis
- Job Evaluation
- Recruitment & Selection
- Performance Appraisal
- Training & Development
- Employee compensation
- Employee Motivation
- Employee welfare
- Industrial relation
- Organizational development
- Career development
- Job design
- Performance Management Systems
- Employee assistance
- Labor relations
- HR Research and Information Systems and Audit
- Succession planning
- Quality of working life
- Personnel welfare
