INTRO TO HRM Flashcards by Aerish Sison

Q

A group consisting of people with formally assigned roles who work together to achieve the organization’s goals.

A

Organization

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Q

Someone who is responsible for
accomplishing the organization’s goals,
and who does so by managing the efforts of the organization’s people.

A

Manager

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Q

What does the manager do in one word

A

Managing

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Q

Managing involves how many basic function?

A

5

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Q

What are the five basic functions of managing or management process?

A

Planning
Organizing
Staffing
Leading
Controlling

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Q

One of the five basic functions of management process that includes:

Establishing goals and standards
Developing rules and procedures
Developing plans and forecasts

A

Planning

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Q

One of the five basic functions of management process that includes:

Giving each subordinate a specific task
- Establishing departments
- Delegating authority to
subordinates
- Establishing channels of authority
and communication
- Coordinating the work of
subordinates

A

Organizing

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Q

One of the five basic functions of management process that includes:

Determining what type of people
should be hired
Recruiting prospective employees
Selecting employees
Setting performance standards
Compensation
Evaluating performance
Counseling employes
Training and Developing
employees

A

Staffing

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Q

One of the five basic functions of management process that includes:

Getting others to get the job done
Maintaining morale
Motivating Subordinate

A

Leading

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Q

One of the five basic functions of management process that includes:

Setting standards such as sale
quotas, quality standards, or
production levels
Checking to see how actual
performance compares with
these standards
Taking corrective action as
needed

A

Controlling

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Q

The five basic functions of planning, organizing, staffing, leading and controlling.

A

Management Process

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Q

The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and
fairness concerns.

A

Human Resource Management

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Q

Every manager needs to perform the “people” or personnel, aspects of management. These include:

A

○ Conducting Job Analysis
○ Planning Labor needs and Recruiting Job
Candidates
○ Selecting Job Candidates
○ Orienting and Training New Employees
○ Managing Wages and Salaries
(Compensation)
○ Providing Incentives and Benefits
○ Appraising Performance
○ Communicating (Interviewing,
Counseling, Disciplining)
○ Training employees and Developing
managers
○ Building employee relations and
engagement

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Q

What every manager should know about:

A

○ Equal opportunity and Affirmative Action
○ Employee Health and Safety
○ Handling grievances and Labor relations

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Q

The right to make decisions, to direct
others’ work, and give orders.

A

Authority

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Q

Type of Authority that traditionally gives managers the right to issue orders to other managers or
employees.
Creates a superior (order giver)–
subordinate (order receiver) relationship.

A

Line Authority

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Q

A type of authority that gives a manager the right to advise other managers or employees. Creates an advisory relationship.

A

Staff Authority

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Q

Staff Authority or Staff manager is also known as

A

HR manager

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Q

A manager who is authorized to direct
the work of subordinates and is responsible for accomplishing the organization’s tasks.

A

Line manager

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Q

A manager who assists and advises line
managers.

A

Staff Manager

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Q

In small organizations, line managers may carry out all these personnel duties unassisted. But for larger firms, the __________________ provides such specialized assistance.

A

human resource department

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Q

Examples of Job duties in HR department

A

Recruiters
Equal Employment Opportunity (EEO) representatives or Affirmative Action Coordinator
Compensation Manager
Training Specialist
Job Analysts
Labor Relation Specialist

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Q

Type of job duty in HR department that use various methods
including contacts within the community, print and online media to search for qualified job applicants.

A

Recruiters

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Q

Type of job duty in HR department that investigate and resolve EEO grievances, examine organizational practices for potential violations, and compile and submit EEO reports

A

Equal Employment Opportunity (EEO) Representatives or Affirmative Action Coordinators

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Type of job duty in HR department that collect and examine detailed information about job duties to prepare job descriptions

Job Analysts

Type of Job duty in HR department that develop compensation plans and handle the employee benefits program

Compensation Managers

Type of Job duty in HR department that Plan, organize, and direct training activities

Training Specialists

Type of job duty in HR department that advise management on all aspects of union-management relations

Labor relations specialists

What are the new approaches to organizing HR?

Shared Services Shared Services HR Teams Specialized Corporate HR teams Embedded HR teams Center of Expertise

Create centralized HR units whose employees are shared by all the companies’ departments to assist the departments’ line managers in human resource matters.

Shared Services

Generally offer their services through intranets or centralized call centers; they aim to provide managers and employees with specialized support in day-to-day HR activities (Such as discipline problems)

Shared Services HR teams

These assist top management in to-level issues such as developing the personnel aspects of the company’s long-term strategic plan.

Specialized Corporate HR teams

Have HR generalists (also known as relationship managers” or “HR Business partners”) assigned to functional departments like sales and production. They provide the employee selection and other assistance the departments need.

Embedded HR teams

● Basically specialized HR consulting firms within the company. ● For example: One might provide specialized advice in areas such as organizational change to all the company’s various units.

Center of Expertise

What are the trends that shapes HR management

- Workplace Demographics and Diversity Trends - Trends in Jobs people do - Technology trends - Globalization - Economic Trends

This is a trend where: ○ Continue to be more diverse; with more women, minority group, and older workers ○ Many employers call “the aging workforce” a big problem; there aren’t enough younger workers to replace the projected number of baby boom-era older workers.

Workforce Demographics and Diversity Trends

This is a trend where: Work has shifted from manufacturing to service. Has On-Demand Workers and Human Capital

Trends on Jobs People do

Freelancers and independent contractors– who work when they can, on what they want to work on, when they are needed.

On Demand Workers

More jobs are becoming “high tech” - Adjusting how you select, train, and engage employees– technology is useless without skilled workers.

Human Capital

refers to companies extending their sales, ownership, and/or manufacturing to new markets abroad. ○ Has boomed for the past 50 years and so. ○ More __________ meant more competition → More competition meant more pressure to be “world class” to lower costs, to make employees more productive, and to do things better and less expensively.

Globalization

Export jobs to lower-cost locations abroad

Offshoring

Trends under Economic trends

Labor force trends The unbalanced labor force

Baby Boomers aging, the “Labor force participation rate” is falling. The percent of the population that wants to work is way down.

Labor Force Trends

Always short for people; they can’t find enough skilled workers. People working today are in jobs “below” their expertise – kaya halos 70% psychologically disengaged sa work

Unbalanced labor force

[Technology trend] Technology is changing human resource management in two main ways:

- Nature of the job - changing how employees get their HR tasks or duties done.

This is the use statistical techniques, algorithms, and problem solving to identify relationships among data for the purpose of solving particular problems (such as how can I tell in advance which of my best employees are likely to quit?).

Data Analyctics

Data Analytics when applied to HRM is called?

Talent Analyctics

This basically means using computers to do tasks in human-like ways.

Artificial Intelligence (AI)

This transforms huge amounts of data and superimposes digital summaries and images on the physical world

Augmented Reality (AR)

Long term second pillar of HR department

Strategic human resource management

Process of formulating and executing human resource policies and practices that produce the employee competencies, and behaviors the company needs to achieve its strategic aims.

Strategic human resource management

What are the three lever that HR can apply when doing strategic HRM?

HR department lever Employee cost lever Strategic result lever

Type of lever where the HR Managers ensure that the HRM function is delivering services efficiently. Example: Outsourcing activities, and using technology to deliver services more cost-effectively.

HR department lever

Type of lever where the HR manager takes a prominent role in advising top management about the company’s staffing levels, and in setting and controlling the firm’s compensation, incentives, and benefits policies.

Employee cost lever

Type of lever where HR Manager puts in place the policies and practices that produce the employee competencies and skills the company needs to achieve its strategic goals.

Strategic results lever

The use of data, facts, analytics, scientific rigor, critical evaluation, and critically evaluate research/case studies to support human resource management proposals, decisions, practices, and conclusions.

Evidenced-based Human Resource Management

To add value by boosting profits and performance

HR value propositions

This means helping the firm and its employees improve in a measurable way as a result of the human resource manager’s actions; it does not just mean cutting costs. It entails improving the company’s processes, aligning HR’s activities with the company’s strategy, and fostering employee engagement.

Adding Value

Companies’ efforts should be “__________,” by which they mean judged not just on profits, but also on their environmental and social performance as well.

Sustainable/Sustainability

● The extent to which an organization’s employees are psychologically involved in, connected to, and committed to getting their jobs done. ● Engaged employees = high level of connectivity with their work tasks; work hard to accomplish their task-related goals ● Vital to employers today because it drives performance.

Employee Engagement

The principles of conduct governing an individual or a group; specifically, the standards you use to decide what your conduct should be.

Ethics

● Competency model ● Itemizes the competencies, skills, and knowledge, and expertise human resource managers need

Society for Human Resource Management (SHRM) Body of m Competency and Knowledge

In SHRM what does HR managers should exhibit?

Leadership and navigation Ethical Practice Business Acumen Consultation Relationship management Communication Critical Evaluation Global and Cultural Effectiveness

This is the ability to direct and contribute to initiatives and processes within organization

Leadership and navigation

the ability to integrate core values, l integrity, and accountability throughout all organizational and business practices

Ethical Practice

The ability to understand and apply information with which to contribute to the organization’s strategic plan.

Business Acumen

The ability to manage interactions to provide service and to support the organization

Relationship management

The ability to provide guidance to organizational stakeholder

Consultation

The ability to interpret information with which to make business decisions and recommendations

Critical Evaluation

The ability to value and consider the perspectives and backgrounds of all parties

Global and Cultural Effectiveness

The ability to effectively exchange information with stakeholders

Communication l

To demonstrate their mastery of contemporary human resource management knowledge and competencies

Certification

At least two testing processes to achieve certification:

The HR Certification (HRCI) SHRM Certified Professionals and SHRM Senior Certified Professionals