HRM Attracting Talent and Managing Performance Flashcards

1
Q

What is HRM (3 points)

A
  1. HRM needs to be aligned with the business plan and business strategy.
  2. All elements of HRM need to be consistent with each other.
  3. It is about managing People (the human side of management) and getting the right people for the right job, at the right time. Takes care of people, by keeping workers performing and motivated, while taking care of the company. It is a dual responsibility done through people.
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2
Q

What do we want in HRM?

A

Guarantee the entry of high-quality individuals, develop, and retain them, through recruitment and selection; appraisal, training and development; and management of rewards.

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3
Q

How is the Process for Attracting Talent?

A
  1. HR Planning
  2. Jon Analysis and Design
  3. Recruitment and Selection
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4
Q

What is HR Planning?

A

How organization assess the supply and demand for human resources and eliminate the gap between them.

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5
Q

What is Job Analysis and Design?

A

Process to obtain detailed information about the job and the process. To make correct hiring decisions, HR understands the workflow and evaluates performance, since as the job’s changes, job analysis also changes.

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6
Q

Inside the Job analysis and Design are 2 processes, explain.

A

Job Description: information about the tasks, duties, and responsibilities.
Job Specification: information about the knowledge, skills, and abilities needed.

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7
Q

How does Recruitment about?

A

Aims to increase the pool of job candidates, with the minimum cost. It is about having the highest number of people, considering the capabilities that we have.

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8
Q

Explain the Recruitment methods available:

A

Recruitment Methods: for internal sources (actual employees) the methods are job posting (intranet); career planning; referrals. For external sources (external candidates) the methods are advertising; internet; job fairs; open houses; internships.

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9
Q

What is Selection about?

A

Is about selecting the right person for the task (qualified candidates), following legal and justice criteria, and matching the company to the individual needs.

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10
Q

Explain the Selection Criteria.

A

Selection Criteria: relevant aspects of the job that differentiate good and bad performance.

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11
Q

How do Selection Methods work?

A

Instruments to assess candidates’ performance, through different stages, such as Application/CV; interview; tests; reference checking; follow-up interview; medical exams; analysis and decision (hire or not); notify candidate.

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12
Q

How does Managing Performance works?

A

Through performance appraisal, training and development, and compensation.

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13
Q

The 3 types of Performance Appraisal are:

A

a) Strategic: links individual job behaviours to strategic objectives
b) Development: improves performance, motivation, and develops skills, by identifying individuals’ potential.
c) Administrative: compensation.

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14
Q

How is Appraisal Criteria done?

A

Done through different evaluators: immediate supervisor; subordinate; colleagues; self; clients.

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15
Q

Explain the Appraisal Instruments.

A

Attribute scales (based on the Peter Principle – promotion done until people become incompetent), behavioural scales, and results. You must evaluate not only results, but behaviours

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16
Q

What is 360º Appraisal/Feedback about?

A

Everyone assesses you and you assess everyone. It helps to give and unbiased perception.

17
Q

How to give feedback?

A

a) Focus on behaviours and business outcomes; don’t focus on personality.
b) Maintain feedback related with job objectives on team and business.
c) Should be timely, at the right time.
d) Should assure comprehension of both sides and questions should be asked.
e) If negative, make sure that it is something that he can fix.
f) Must be adapted to the person.
g) Should be explicit on what needs to be changed.

18
Q

With which purposes is Training and Development used for?

A

a) Facilitate the entry of new employees.
b) Improve productivity.
c) Adapt to new competitive conditions.
d) Introduce new technologies and develop skills needed for it.
e) Improve communication.
f) Reduce turnover and absenteeism.

19
Q

What is Career Management?

A

Refers to internal mobility, succession planning and identification of potential.

20
Q

What is the purpose of Compensation?

A

a) Attract and retain qualified personnel.
b) To motivate.
c) To reinforce organizational culture.
d) To maintain competitiveness.

21
Q

Which are the 3 types of equity?

A
  • External Equity: Wage “surveys”
  • Internal Equity: Job evaluation (ex.point method)
  • Individual Equity: Performance appraisal
22
Q

What is the Mission of HRM?

A

Contribute to business improvement, by becoming a strategic partner.

23
Q

Types of HRM:

A
  1. Intended HRM: HR professionals.
  2. Actual HRM: implementation by line managers.
  3. Perceived HRM: by employees.
24
Q

Explain the challenges on transitioning to working away from the office.

A
  1. Decide the role of the office itself. Returning to the office must not be just a matter of simply opening the door. Companies must think of what the office exactly brings to the organization.
  2. Adapt the workforce to the requires of automation and technology.