Ch.1 Managing HR Flashcards
(13 cards)
What is Human Resource Management (HRM)?
HRM refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance.
It also reflects the idea that employees are valuable resources of the employer.
Study Figure 1.1 (HRM Practices): list and describe the steps.
(A porcupine really scared the penguine causing emotions)
- Analysis and Design of Work: analyzing work & designing jobs (HR planning)
- HR Planning: determining how many employees with specific knowledge and skills are needed
- Recruiting: attracting potential employees
- Selection: choosing employees
- Training and Development: teaching employees how to perform their jobs and preparing them for the future
- Performance Management: evaluating their performance
- Compensation: rewarding employees
- Employee Relations: creating a positive work environment
How does Human Resource Management (HRM) contribute to an organization’s performance?
Effective HRM leads to higher employee and customer satisfaction, greater innovation, increased productivity, and a stronger reputation in the community.
Key HRM decisions—like hiring, compensation, training, and performance evaluation—directly impact employee motivation and ability to deliver valuable goods and services
What is human capital?
(Sounds like a name of someone, TEJIRI)
Human capital refers to an organization’s employees, described in terms of their:
- Training
- Experience
- Judgment
- Intelligence
- Relationships
- Insight
HRM views employees as valuable resources that contribute to organizational success.
- Study Figure 1.2 (Impact of HRM)
What is a sustainable competitive advantage, and how does HR contribute to it?
A sustainable competitive advantage means an organization is better than its competitors and can maintain that edge over time.
HR contributes to this by providing human resources that are:
* Valuable – Perform critical functions and provide needed services.
* Rare – Skilled, knowledgeable employees are not easily found.
* Inimitable – Competitors can’t easily copy the people or systems behind high performance.
* Non-substitutable – No alternative resource can match well-trained, motivated employees.
What is a high-performance work system?
(TOPP)
A high-performance work system is an organization where technology, organizational structure, people, and processes work together seamlessly to provide a competitive advantage.
What are HR’s three primary product lines?
Administrative Services and Transactions – Efficiently handling tasks like hiring and benefits with quality and expertise.
Business Partner Services – Creating HR systems that support the organization’s goals for attracting, retaining, and developing talent. Requires a strong understanding of the business.
Strategic Partner – Shaping company strategy by aligning HR practices with business goals to gain a competitive advantage. Involves deep knowledge of the company, industry, and competitors.
What are the main responsibilities of HR departments? (Based on Table 1.1)
HR departments are responsible for the following areas:
Analysis and Design of Work
* Job analysis, job design, and job descriptions.
Recruitment and Selection
* Finding and selecting candidates with the right skills (recruiting, interviewing, testing).
Training and Development
* Training: Job-related knowledge and skills.
* Development: Preparing for future roles (career growth, leadership).
Performance Management
* Aligning employee performance with organizational goals; includes appraisals, feedback, and coaching.
Compensation and Benefits
* Planning and administering wages, incentives, insurance, retirement, and wellness programs.
Employee Relations
* Maintaining positive relationships, handling grievances, distributing handbooks, and internal communications.
Personnel Policies
* Creating, communicating, and enforcing fair policies on hiring, discipline, promotion, and benefits.
Employee Data and Information Systems
* Record keeping, HRIS (Human Resource Information Systems), and using workforce analytics to support decisions.
Compliance with Laws
* Ensuring lawful behavior related to EEO, safety, compensation, privacy, and other labor regulations.
Support for Strategy
* HR planning, talent management, and change management aligned with business goals.
* Includes evidence-based HR, sustainability, and focus on stakeholder interests.
- Study Figure 1.3 (Competencies for HR Professionals) *Note the four colors used to organize the nine competencies into four clusters/types. In addition to being able to list the nine competencies, be able to list the four clusters, and know which competencies correspond to each cluster.
Technical Competency Cluster (Yellow)
* HR Expertise: Knowledge of HR functions like recruitment, training, compensation, HR tech, policies, and laws.
Interpersonal Competency Cluster (Blue)
* Relationship Management: Building trust, respectful treatment, and customer service.
* Communication: Clear expression, feedback, and listening skills.
* Global Mindset: Respecting diverse perspectives, cultural awareness, inclusion, and conflict resolution.
Leadership Competency Cluster (Green)
* Leadership and Navigation: Leading HR functions in alignment with company culture and goals.
* Ethical Practice: Acting with integrity, accountability, confidentiality, and promoting ethics.
* Diversity, Equity & Inclusion (DE&I): Supporting and advocating for a diverse and equitable workforce.
Business Competency Cluster (Orange)
* Business Acumen: Understanding business operations and how HR supports strategy.
* Consultation: Coaching, providing advice, and designing strategic solutions.
* Analytical Aptitude: Data gathering, statistical analysis, and evidence-based decision making.
Study Figure 1.4 (Supervisors’ Involvement in HR).
What is ethics in HRM, and what employee rights are associated with ethical behavior?
Ethics in HRM refers to the fundamental principles of right and wrong, and ethical behavior aligns with those principles.
HRM must protect employee rights, including:
* Right of Free Consent – Employees must be informed and voluntarily agree to how they are treated (e.g., knowing job details upfront).
* Right to Privacy – Employees control personal information; employers must keep personnel data confidential.
* Right of Freedom of Conscience – Employees can refuse tasks that violate their moral beliefs (e.g., unsafe or unethical practices).
* Right of Freedom of Speech – Employees may speak out against unethical behavior without infringing on others’ rights; many companies provide complaint hotlines or policies.
* Right to Due Process – Employees have the right to a fair and impartial hearing if they believe their rights are violated.
What are the three basic ethical standards in HRM?
HRM practices must result in the greatest good for the largest number of people.
Employee practices must respect basic human rights: privacy, due process, consent, and free speech.
Managers must treat employees and customers equitably and fairly.
