BDO EXAM M1, U1 Flashcards
3 Approaches to Human Resource Management
- Scientific management approach
- Human Relations approach
- Human Resource approach
Scientific approach
Uses the time motion studies and believes in the employee output, ignoring employees feelings. Believes that employees are motivated by economic gain and uses the concept of economic man.
Human Relations approach
Uses Hawthorne studies and acknowledges that employees have feelings and emotions. Focuses on the work environment as it impacts productivity and the concept of visible growth of unions is seen.
Human Resource approach
A new approach the highlights that orgs benefit in 2 ways:
1. An increase of organisation effectiveness and satisfaction of employees.
2. Organisational goals and employees seen as mutually important.
Has 4 Principles of HR approach:
1. Long term investment in employees
2. Policies, programs and procedures
3. HR programs and practices
4. Creating best working environments
HR APPROACH DIAGRAM (FLOWCHART)
EMPLOYEE TOP LEFT, EMPLOYER BOTTOM LEFT
1. Higher employee motivation and applied ability
2. Greater quality and quantity of work
3. Higher organisational productivity profile
4. Greater employee rewards and recognition
Strategic Human Resource Management
The integrated focus of all HR policies with each other and the overall strategy and direction of the organisation.
Strategic HR problems a responsibility of every manager within their respective department.
Strategic HRM
-Participate in the overall formulation of the strategic plan and aligning HR functions with company strategy
-Top HR Officer /Director has full authority and high status.
-Concerned with all mangers and employees
-Involved when making strategic decisions
-Fully integrated with organisational functions like marketing and finance
-Coordinate all HRM functions
Traditional HRM
-Only involved in operational planning
-HR Officer/director has medium status and authority
-concerned with hourly, operational and clerical employees.
-Only involved when making operational decisions
-Moderate to little integration with organisational functions.
-Does not coordinate all HR functions.
Career planning
Process by which an individual sets career goals and develops a plan on how to achieve them.
Functions of HR
- Job analysis and design
-Absenteeism
-Turnover - Recruitment, selection, organizing, orientation and internal staffing.
-Orientation
-Onboarding - Performance appraisal, training and development, career management.
-Employee performance appraisal
-Development process
-Career management - Labor relatIons
- Compensation and Health
- HRIS
Departmental roles of HRM
- Organisation Success
- HR Polices
-HR committees
-Line Function - Critical policies issues
-Employees influence
-Personnel flow
-Compensation and work systems - Communication
-Downward Communication
-Upward communication - Advice and service
- Control Function
- Policies and procedures
Challenges in HRM
- Employee productivity
-It is the ability of ees to take input (instructions) and turn it into output. Sa has lowest productivity rate with salaries increasing whilst productivity has dropped.
Approaches used:
-Self managed and virtual teams implemented
-Alternative work space (telecommuting) - Quality improvement
Argues that excellence should be the norm not the exception.
Characteristics:
-Education/training
-Teamwork
-Employee involvement - Downsizing, delayering, decruiting
Firms cut down on payrolls due to
-plant and store closing
- As cost cutting measures
-Restructuring
-Slowdowns (Military programs) - Employee loyalty
- The changing workforce
- Global economy
- Impact of the government
- Quality of working life
- Technology and training
