HR-Chapter 1

Question 1

Service profit chain

Answer 1

The way to generate revenue growth and profits is to build the kind of working working environment that provides internal service quality to its people, resulting in employee loyalty and productivity and external service quality to customers
Diagram

Question 2

Intellectual capital

Answer 2

The ability of employees to apply and to transform their knowledge and understanding into something of value to their jobs and the organization
Human ,relational, structural capital

Question 3

Human capital

Answer 3

An individual-level construct consisting of employee capability, satisfaction and sustainability

Question 4

Relational capital

Answer 4

The capabilities that arise in an organization through the network of relationships between employees, customers and the community

Question 5

Structural capital

Answer 5

Formal organizational arrangements that an organization adopts to facilitate human and relational capital, includes:
-the culture that is created
-organization processes and IS
-the management of intellectual property (including patents or trademarks)

Question 6

HRM function

Answer 6

HRM function is one of the subsystems within an organization, and is often organized into a department (also often referred to as a division or section). In smaller organizations, the responsibility for establishing and maintaining the HRM function is typically the sole responsibility of the person accountable for the overall management of the business
Dave Ulrich says that effective HRM function fulfils multiple roles

Question 7

HRM now vs then

Answer 7

-Traditionally, the function was referred to
as ‘personnel management’, which was seen as a separate function disconnected from the actual work of the organization
There is now pressure on the HRM function within organizations to become fully integrated with the other functions, such as finance, marketing and production (horizontal integration), and to legitimize itself by ensuring the direct contribution of people to the
achievement of strategic objectives (vertical integration)

Question 8

HR architecture includes:

Answer 8

HR value chain:
-HR function/department
-HR system
-Behavior or performance of employees

Question 9

HRM roles

Answer 9

-Strategic partner
-Change agent
-Admin expert
-Employee champion
Diagram

Question 10

Strategic partner

Answer 10

One role that HR has to fulfil is that of a strategic partner , in strategy formulation, HRM informs relevant human resource opportunities and threats in the external environment, and helps identify the strengths and weaknesses, which are derived from HRM practices

Question 11

Change agent

Answer 11

HRM initiates and facilitates changes within the organization that are necessary for strategy execution, HRM facilitates changes in organizational systems, processes, procedures and practices and more to capitalize on future change

Question 11

Admin expert

Answer 11

HRM needs to be an administrative expert. HRM is expected to streamline its own systems ,procedures and processes for improved functioning , as well as those of the organization, this is to improve the way in which the work of the org is organized and completed

Question 12

Employee champion

Answer 12

Employees to be fully engaged and to deliver results they need to feel valued .HRM needs to support the employee cause and therefore it needs to fulfill the role of employee champion.