Chapter 1: Overview Flashcards
(50 cards)
The process of acquiring, training, appraising, compensating employees, attending to their labor relations, health and safety, and fairness concern.
HRM (Human Resource Management)
Involves various functions that help organizations manage their workforce effectively.
HRM (Human Resource Management)
(6) Functions of Human Resource Management
-Staffing
-Performance Management
-Human Resource Development
-Compensation
-Employee and labor relation
-Safety and health
[HRM Function]
The process through which an organization ensures that it always has the power number of employees with the appropriate skills in the right job, at the right time, to achive organzational activities.
Staffing
[HRM Function]
Goal-oriented process that is directed toward ensuring that organizational processes are in the place to maximize the productivity of employees, teams, and ultimately, the organization.
• Performance Management
[HRM Function]
Major HRM function consisting not only yraining and development but also of career planning and development activities, organization development, and performing management and appraisal.
Human Resource Development
[HRM Function]
Includes the total of all rewards provided to employees in return for their services.
Compensation
[HRM Function]
Refers to the relationship between employers and employees, particularly regarding work-related matters. It involves managing the dynamics, interactions, and agreements that govern how employees are treated and how they contribute to the organization.
Employee and labor relations
[HRM Function]
Refers to the practices, policies, and procedures put in aplace by an organization to ensure that employees work in a safe and healthy environment. It is a critical aspect of HR management aimed at preventing workplace injuries, illnesses, and promoting overall employee well-being.
Safety and health
[Staffing]
The systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization. It impacts virtually every aspects of HRM, including planning, recruitment, and selection.
Job analysis
[Performance Management]
Formal system of review and evaluation of individual or team task performance. It affords employees the opportunity to capitalize on their strengths and overcome identified deficiencies, thereby helping them to become more satisfied and productive employees.
Performance Appraisal
[Human Resource Development]
Designed to provide learners with knowledge and skills needed for their present jobs.
Training
[Human Resource Development]
Involves learning that goes beyond today’s job and has a more long-term focus.
Development
[Human Resource Development]
Planned and systematic attempts to change the organization (corporate culture), typically to a more behavioral environment. ____ applies to an entire system, such as a company or a plant.
Organizational Development (OD)
[Human Resource Development]
Ongoing process whereby an individual sets career goals and identifies the means to achieve them.
Career Planning
[Human Resource Development]
Formal approach used by the organization to ensure people with the right qualifications and experiences are available when needed.
Career Development
[Compensation]
Pay that a person receives in form of wages, salaries, commissions, and bonuses.
Direct Financial Compensation (Core Compensation)
[Compensation]
All fimamcial rewards that are not included in direct compensation, such as paid vacation, sick leave, holidays, and medical insurance.
Indirect Financial Compensation (employee benefits)
[Compensation]
Satisfaction that a person receives from the job itself or from the psychological or physical environment in which the person works.
Non-financial Compensation
[Employee and Labor Relations]
Focuses on the relationship between the organization and labor unions (if they exist). It involves negotiating collective bargaining agreements (CBAs), handling disputes, ensuring compliance with labor laws, and addressing issues like wages, working, conditions, and employee rights.
Labor
[Employee and Labor Relations]
Deals with the relationship between the employer amd individual employees, focusing on creating a positive work environment. This includes managing conflict resolution, ensuring fair treatment, addressing grievances, and maintaining morale.
Employee Relations
[Safety and Health]
Refers to the policies, procedures, and practices put in place to ensure the physical, mental, and environmental well-being of employees and others in the workplacr. It involves creating an emvironment that mimimize the risk of accidents, injuries, illness, and other hazards while promoting a culture of safety awareness.
Workplace Safety
[Safety and Health]
Conducting health assessments, preventing illness and injuries, and supporting mental health.
Occupational Health
[Safety and Health]
Adhearing to legal safety standards and maintaining documentation.
Compliance
