Chapter 8A Flashcards
(47 cards)
Human Resource Management (HRM)
Includes all the activities managers engage in:
* to attract and retain employees
* to ensure employees perform at a high level and contribute to the accomplishment of organisational goals
Human Resources
The people involved in producing and distributing goods and services.
Includes all members of the organisation.
Components of a HRM System
- Recruitment and selection
- Training and development
- Performance appraisal and feedback
- Pay and benefits
- Labor relations
Why is HRM important
Managers are responsible for acquiring, developing, protecting and utilising resources of an organisation
Effective managers recognise the value of human resources
Strategic Human Resource Management
The process by which managers design the components of an HRM system to be consistent with:
* each other,
* with other elements of organisational architecture,
* and with the organisation’s strategy and goals
To build the components of competitive advantage: efficiency, quality, innovation, responsiveness to customers
Equal employment opportunity (EEO)
The Legal Environment of HRM
The equal right of all citizens to the opportunity to obtain employment regardless of gender, age, race, country of origin, religion, or disabilities
Recruitment
Includes all the activities managers engage in to develop a pool of qualifies candidates for open positions
Selection
The process by which managers determine the relative qualifications of job applicants and their potential for performing well in a particular job
Before recruiting and selecting:
- Human resource planning
- Job analysis
Human resource planning
Before recruiting and selecting:
Activities that managers engage in to forecast their current and future needs for human resources
Demand forecasts
* Estimate the qualifications and number of employees needed
Supply forecasts
* Estimate availability, qualifications of current employees, & external supply of qualified workers
Sometimes leads to outsourcing
Outsourcing as a result of human resource planning
Human resource planning
Contracting external employees who are not part of the organisation
- can increase flexibility
- can reduce costs
Job analysis
Before recruiting and selecting:
Includes identifying:
* job description - tasks, duties and responsibilities that make up a job.
* job specifications - knowledge, skills, and abilities needed to perform the job
How to perform a job analysis
Before recruiting and selecting:
- Observing employees
- Collecting information - interviews/questionnaires
Advantages of External Recruiting
Advantages
* large applicant pool
* can attract people who have the skills, knowledge, and abilities an organiation needs
* bring in newcomers who may have fresh approach to problems and be up to date
Disadvantages of External Recruiting
- High cost
- May need additional training
- Uncertainty whether they will be good performers
Internal Recruiting
Managers use existing employees to fill open positions.
Employees recruited internally are either seeking:
* Lateral moves - job changes that entail no major changes in responsibility/authority
* Promotions
Advantages of Internal Recruitment
- Internal applicants are already familiar with the organisation
- Managers already know the candidates and their abilities
- Can boost morale
Disadvantages of Internal Recruitment
- Limited pool of candidates
- Candidates are set in the organisation’s ways - external recruiting may bring new ideas/approaches
- Lack of suitable candidates
The Selection Process
- Background information
- Interviews
- Paper-and-pencil tests
- Physical ability tests
- Performance tests
- References
Background information
The Selection Process
Managers obtain background information from job appilactions and resumes.
Include level of education, work experience, mastery of foreign languages
Interviews
The Selection Process
Structured interview
* Managers ask each applicant the same standard questions
Situational interview questions
* Present a scenario they would likely encounter on the job and ask how they would handle it
Unstructured interview
* More like an ordinary conversation
Paper-and-Pencil Tests
The Selection Process
Ability tests
* asess the applicants skills necessary for job performance
Personality tests
* Measure personality traits & characteristics relevant to job performance
Tools used for selection must be:
The Selection Process
Reliability
* the degree to which a tool/test measures the same thing each time it is administered
Validity
* the degree to which a tool measures what it is meant to measure
Training
Training & Development
teaching organisational members how to perform their current jobs and helping them acquire the knowledge and skills they need
used more at lower levels
