Capitulo 1 - The HR Environment Flashcards
1. Define human resource management and explain how HRM contributes to an organization's performance. 2. Identify the responsibilities of HR departments. 3. Explain the role of supervisors in HRM 4. Describe trends in the labor force composition and how they affect HRM. 5. Explain how the nature of the employment relationship is changing (35 cards)
What is human resources Management?
Human resources management is the policies, practices and systems that influence employees’ behavior, attitudes and performance
This implies that the employees are resources of the employer
What is human capital?
Is an Organization’s employees described in terms of their:
Types of Human Capital:
- training
- experience
- judgement
- intelligence
- relationships
- insight
Behavior of Human Capital:
- motivation
- effort
What human resource management practices are relevant to company performance
- Analysis and design of work
- HR planning
- Recruiting
- Selection
- Training and development
- Compensation
- Performance management
- Employee relations (Human capital -> Type and behavior of Human capital)
How Human Resources can be beneficial to a company’s success ?
An organization can succeed if it has sustainable competitive advantage. Based on the theory resourced-based firm’s sustainable competitive advantage is based on its valuable, rare, imitable and non-substitutes.
Human Resources have the necessary qualities to help give organizations this advantage since:
- HR are valuable
- HR with needed skills and knowledge are sometimes rare.
- HR cannot be imitated.
- HR have no good substitutes.
What characteristics a human asset has?
- Cannot quit and move to a competing firm.
- Cannot demand higher or more equitable wages.
- Cannot reject the firm’s authority or be unmotivated.
- Need to be satisfied with supervision, coworkers and advancement opportunities.
What are the High-Performance work practices? And what is the positive impact? (HPWP)
The High-Performance work practices are:
- HR practices that SHRM theorists consider performance enhancing(improvement).
- Impact on employee skills and organizational structures.
- Impact on employee motivation.
Positive impact:
- Intermediate employees outcomes (turnover and productivity).
- Short- and long-term measures of corporate financial performance.
What are the High-Performance Work Systems? (HPWS)
An organisation in which technology, organisational structure, people, and processes all work together to give an organization an advantage in the competitive environment.
What are the responsibilities of HR Departments
- Analysis and design of work (work analysis; job analysis; job description)
- Recruitment and Selection (Recruiting; job postings; interviewing; testing; coordinating use of temporary labor)
- Training and development (orientation; skills training; career development programs)
- Performance management (Performance measures; preparation and administration of performance appraisals; discipline)
- Compensation and benefits (Wage and salary administration; incentive pay; insurance; vacation leave administration; retirement plans; profit sharing; stock plans)
- Employee relations (Attitude surveys; labor relations; employee hand books; company publications; labor low compliance; relocation and outplacement services)
- Personnel policies (Policy creation; policy communication; record keeping; HR information systems)
- Compliance laws (Policies to ensure lawful behavior; reporting posting information; safety inspections; accessibility accommodations)
- Support for strategy (Human resource planning and forecasting; change management)
What is job analysis?
The process of getting detailed information about jobs.
What is job design?
The process of defining the way work will be performed and the tasks that a given job requires.
What is recruitment?
The process through which the organisation seeks applicants for potential employment.
What is selection?
The process by which the organisation attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organisation achieve its goals.
What is training?
A planned effort to enable employees to learn job-related knowledge, skills, and behaviour.
What is development?
The acquisition of knowledge, skills, and behaviours that improve an employee’s ability to meet changes in job requirements and in customer demands.
What is performance management?
The process of ensuring that employees’ activities and outputs match the organisation’s goals. The human resource department may be responsible for developing or obtaining questionnaires and other devices for measuring performance.
What is the planning pay & benefits?
How much to offer in salary and wages; how much to offer in bonuses, commissions, and other performance-related pay; which benefits to offer and how much of the cost will be shared by employees.
What is administering pay & benefits?
Systems for keeping track of employee’s earnings and benefits are needed; employees need information about their benefits plan; extensive record keeping and reporting is needed.
How do we maintain positive employee relations?
Preparing and distributing employee handbooks and policies;
Dealing with and responding to communications from employees;
Collective bargaining and contracts administration.
How do we establish and administer personnel policies?
Organizations depend on their HR department to help establish and communicate policies.
All aspects of HRM require careful and discreet record keeping.
How do we ensure compliance with labor laws?
Government requirements include filling reports, displaying posters, avoiding unlawful behaviour.
How do we support the organisation’s strategy?
Human resource planing;
Change management;
Evidence-based HR.
What is human resource planning?
Identifying the numbers and types of employees the organisation will require to meet its objectives.
What is evidence-based HR?
Collecting and using data to show that human resource practises have a positive influence on the company’s bottom line or key stakeholders.
What are the roles of supervisors in HRM?
- Motivate with support from pay, benefits and other awards
- Help define jobs
- Forecast HR needs
- Provide training
- Interview (and select) candidates
- Appraise performance (avaliar desempenho)
- Recommend pay increases and promotions
- Communicate policies
