Chapter 9 Quiz Flashcards
(44 cards)
primarily work for the organization or company that employs them. Their role is to manage various aspects of employee relations, including recruitment, training, benefits, performance management, and compliance with labor laws, all with the goal of supporting the organization’s success.
For example, in a company like Google, they work for Google to ensure that the company hires the best talent, fosters a positive work culture, provides necessary training and development opportunities, and handles employee concerns. While they work on behalf of the organization, they also support employees by addressing their needs and ensuring their well-being at work.
bridge between the employees and the employer, balancing both interests
Who do Human Resources work for? Give an example
Human Resources(sometimes just … person in a … company)
1
200+
Top 2 Responsibilities of HR
Recruitment
Salaries and Benefits
Recruitment, Induction, Training, Assessment, Salaries And Benefits, Worker Retention, Policy Formulation, Conflict Resolution
Key Responsibilities of the HR Management Team
Purpose: To attract and hire the best talent for the organization.
Key Activities:
Posting job openings, screening resumes, interviewing candidates, and selecting employees.
Ensuring the process aligns with the company’s needs, values, and culture.
Building a pipeline of candidates to fill positions quickly when needed.
Managing employer branding efforts to attract top talent.
Recruitment
Purpose: To help new employees integrate smoothly into the organization.
Key Activities:
Providing an introduction to the company culture, values, and policies.
Conducting orientation sessions to familiarize new hires with their roles and teams.
Ensuring that new employees understand their benefits, company rules, and expectations.
Introducing them to necessary tools, systems, and any ongoing support or training
Induction
Purpose: To ensure employees have the skills and knowledge to perform their jobs effectively and grow in their careers.
Key Activities:
Identifying skills gaps and providing learning opportunities through workshops, seminars, or e-learning.
Offering professional development programs to enhance both technical and soft skills.
Managing leadership training, mentoring, and career advancement opportunities.
Assessing the effectiveness of training programs and adjusting them as needed.
Training
Purpose: To evaluate employee performance and identify areas for improvement.
Key Activities:
Conducting performance reviews, feedback sessions, and self-assessments.
Setting clear, measurable goals and tracking progress toward them.
Offering constructive feedback to employees to guide their growth.
Using assessments to inform decisions on promotions, raises, and further training needs.
Assessment
Purpose: To ensure employees are compensated fairly and that benefits packages are competitive.
Key Activities:
Managing payroll, including calculating salaries, bonuses, and overtime.
Offering competitive benefits, such as health insurance, retirement plans, vacation time, and other perks.
Conducting salary reviews to ensure compensation is in line with industry standards.
Ensuring compliance with laws related to pay, taxes, and benefits.
Salaries And Benefits
Purpose: To reduce turnover and keep valuable employees within the organization.
Key Activities:
Analyzing employee satisfaction and engagement through surveys and feedback.
Identifying and addressing factors that may contribute to dissatisfaction or high turnover rates.
Implementing retention strategies such as recognition programs, career development, and work-life balance initiatives.
Developing a positive workplace culture that fosters employee loyalty and commitment.
Worker Retention
Purpose: To create and enforce organizational policies that ensure a fair, compliant, and productive work environment.
Key Activities:
Developing and updating employee handbooks, codes of conduct, and workplace safety guidelines.
Ensuring compliance with labor laws, health and safety regulations, and ethical standards.
Communicating policies clearly to all employees and ensuring adherence.
Reviewing policies regularly to ensure they meet the evolving needs of the organization and its workforce.
Policy Formulation
Purpose: To address and resolve workplace conflicts in a fair and efficient manner.
Key Activities:
Mediating disputes between employees or between employees and management.
Offering guidance on how to resolve conflicts professionally and constructively.
Investigating complaints and taking appropriate disciplinary actions if needed.
Promoting a culture of open communication to prevent conflicts from escalating.
Conflict Resolution
HR is driven by the company’s … …
employee strategy
HR is more than just an administrative function. It’s a strategic partner that shapes and drives the workforce to meet the company’s business objectives. When HR is aligned with the company’s employee strategy, it helps ensure that the organization has the right …, with the right … and …, to achieve its goals. This alignment also ensures that HR initiatives—whether related to recruitment, development, compensation, or culture—are focused on fulfilling the company’s …-… …
people
skills
mindset
long-term vision
Do they have the Knowledge, Skills, Abilities?
Person-Job Fit
Can the manager sync with the hire?
Person-Manager/ Group Fit
Will our values and goals align?
Person-Organization Fit
HR has to consider if … … a … …?
they are
good fit
The best match is a combo of a person-…-fit, person-…-fit, person-…-fit
job
group
organization
….: Essential resource for HR professionals
SHRM
SHRM
Society for Human Resource Management
offering tools, education, legal resources, networking, and advocacy that help them excel in their roles, supports your growth and ensures you stay up-to-date with the latest trends and best practices
SHRM
Pre-employment interview structure: … vs …
Standardized
Unstandardized
follows a consistent, structured format where all candidates are asked the same set of predefined questions in the same order. This approach is designed to minimize bias and ensure that the interview process is fair and objective
best for roles that require a clear, measurable set of skills and qualifications. They are useful in large-scale recruitment where fairness and consistency are priorities.
Pre-employment: Standardized
