stutz031

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stutz031
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2012-02-07 15:39:33
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HR Chpt. 1
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  1. Human Resource Management
    the policies, practices, and systems that influence employees behavior, attitudes, and performance.
  2. HR Functions (8)
    • analysis and design of work
    • planning
    • recruiting
    • selection
    • training and development
    • compensation
    • performance management
    • employee relations
  3. Strategic HRM External fit
    the purpose of HR strategy is to deliver the skills and behaviors that are required to enable the business strategy. Therefore HR strategies must be carefully aligned with the business strategy.
  4. Strategic HRM Internal Fit
    HR strategies (policies and practices) must also support each other
  5. Value of people
    HRM has traditionally been viewed as an expense, rather than a source of value to the organization
  6. Human Capital
    an organizations employees described in terms of their training, experience, judgement, intelligence, relationships, and insight

    Ex: HR are valuable, rare, can't be imitated, and have no good substitutes
  7. High Performance Work System
    an organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment
  8. Job Analysis
    process of getting detailed information about jobs
  9. Job Design
    process of defining the way work will be performed and the tasks that a given job requires
  10. Recruitment
    process through which the organization seeks applicatns for potential employment
  11. Selection
    The process where the organization attempts to identify applicants with necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
  12. Training
    a planned effort to enable employees to learn job-related knowledge, skills, and behavior
  13. Development
    The acquisition of knowledge, skills, and behaviors that improve an employees ability to meet changes in job requirements and in customer demands
  14. Performance Management
    process of ensuring that employees activities and outputs match the organization's goals. (HR dept. may be responsible for developing and obtaining questionnaires for measuring performance)
  15. Planning Pay + Benefits (3)
    • -how much to offer in salary+wages
    • -how much to offer in bonuses, commisions, and other performance related pay
    • -which benefits to offer + how much of the cost will be shared by employees
  16. Administering Pay + Benefits (3)
    • -systems for keeping track of employees earnings and benefits are needed
    • -employees need information about their benefits plan
    • -extensive record keeping + reporting is needed
  17. Maintaining Positive Employee Relations (3)
    • 1)preparing + distributing
    • -employee handbooks + policies
    • -company publications and newsletters
    • 2)dealing with + responding to communications from employes
    • -?'s about benefits + company policy
    • -?'s about possible discrimination, safety hazards + harrassment
    • 3)collective bargaining + contract administration
  18. Establishing + Administering Personnel Policies (2)
    • 1) Org. depend on their HR Dept. to help establish and communicate policies related to: hiring, discipline, promotions, benefits
    • 2)All aspects of HRM require careful and discrete record keeping
  19. Ensuring Compliance With Labor Laws (3)
    • 1) Govt. requirements: filing reports and displaying posters, avoiding unlawful behavior
    • 2)Managers depend on HR professionals to help them keep track of these requirements
    • 3)Lawsuits that will continure to influence HRM practices concern job security
  20. Supervisors Involvement in HRM (8)
    • 1)define jobs
    • 2)forecast HR needs
    • 3)provide training
    • 4)interview + select candidates
    • 5)appraise performance
    • 6)recommend pay increases + promotions
    • 7)communicate policies
    • 8)motivate with pay, benefits + rewards
  21. Ethics
    fundamental principles of right and wrong
  22. Employee Rights (5)
    • 1)Right of free consent
    • 2)Right of privacy
    • 3)Right of freedom of conscience
    • 4)Right of freedom of speech
    • 5)Right to due process
  23. Summary (4)
    • 1)human capital brings values to organizations
    • 2)HR Depts. have responsibility for a variety of functions related to acquiring + managing employees
    • 3)Non-HR managers must be familiar with the basics of HRM and their own role with regard to managing HR
    • 4) HRM decisions should be ethical

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