Podcast
Questions and Answers
What is the primary focus of holistic HRM?
What is the primary focus of holistic HRM?
- Alignment of HR processes with corporate strategies (correct)
- Individual performance metrics
- Reducing recruitment costs
- Employee satisfaction alone
Which element is NOT a part of the HR structures in holistic HRM?
Which element is NOT a part of the HR structures in holistic HRM?
- Clear responsibilities
- Reporting lines
- Organizational configuration
- Diverse employee benefits (correct)
What is the goal of staff strategy within HR?
What is the goal of staff strategy within HR?
- Eliminating teamwork from processes
- Ensuring effective employee recruitment and development (correct)
- Maximizing operational costs
- Focusing solely on upper management
How are HR processes designed in holistic HRM?
How are HR processes designed in holistic HRM?
Which of the following is a component of the organizational configuration in HRM?
Which of the following is a component of the organizational configuration in HRM?
What does strategic HR aim to achieve?
What does strategic HR aim to achieve?
Which process is involved in the employment of staff?
Which process is involved in the employment of staff?
What does effective alignment of HR processes imply?
What does effective alignment of HR processes imply?
What role do clear responsibilities play in HR structures?
What role do clear responsibilities play in HR structures?
How does HR development contribute to holistic HRM?
How does HR development contribute to holistic HRM?
What is a key reason for the importance of HR Management in organizations?
What is a key reason for the importance of HR Management in organizations?
Which of the following is not a challenge for managers regarding HR Management?
Which of the following is not a challenge for managers regarding HR Management?
Why should managers understand HR Management?
Why should managers understand HR Management?
How can HR Management contribute to a company's performance and profitability?
How can HR Management contribute to a company's performance and profitability?
What aspect of HR Management is especially vital for entrepreneurs and start-ups?
What aspect of HR Management is especially vital for entrepreneurs and start-ups?
Which of the following does NOT pertain to the nature of HR Management?
Which of the following does NOT pertain to the nature of HR Management?
What is one of the primary goals of HR in terms of employee assessment?
What is one of the primary goals of HR in terms of employee assessment?
In HR Management, why is employee retention emphasized?
In HR Management, why is employee retention emphasized?
Which of the following is NOT a media where chatbots can be utilized?
Which of the following is NOT a media where chatbots can be utilized?
What is a significant challenge faced by organizations using chatbots in recruiting?
What is a significant challenge faced by organizations using chatbots in recruiting?
Which statement best describes the objective of candidate placement?
Which statement best describes the objective of candidate placement?
What does the term 'job fit' refer to in the selection process?
What does the term 'job fit' refer to in the selection process?
Which organization is mentioned as pioneering the use of recruitment chatbots?
Which organization is mentioned as pioneering the use of recruitment chatbots?
What is the primary purpose of forecasting in workforce planning?
What is the primary purpose of forecasting in workforce planning?
Which of the following is NOT a judgmental method for forecasting?
Which of the following is NOT a judgmental method for forecasting?
What is the focus of short-range planning in workforce metrics?
What is the focus of short-range planning in workforce metrics?
What defines the planning period of long-range plans?
What defines the planning period of long-range plans?
Which qualitative approach helps in understanding employee capabilities?
Which qualitative approach helps in understanding employee capabilities?
In terms of job audits, which of the following factors is crucial for future organizational strategies?
In terms of job audits, which of the following factors is crucial for future organizational strategies?
Which of the following is a key component of the qualitative approach in workforce planning?
Which of the following is a key component of the qualitative approach in workforce planning?
What does the productivity ratio measure in workforce planning?
What does the productivity ratio measure in workforce planning?
What is required before hiring in companies with more than twenty employees eligible to vote?
What is required before hiring in companies with more than twenty employees eligible to vote?
What is a psychological contract?
What is a psychological contract?
What happens if the works council denies consent for a hiring decision?
What happens if the works council denies consent for a hiring decision?
What type of employment contract is considered more challenging to prove?
What type of employment contract is considered more challenging to prove?
What is the employee obligated to do under an explicit employment contract?
What is the employee obligated to do under an explicit employment contract?
An implicit employment contract is based on which of the following?
An implicit employment contract is based on which of the following?
Which of the following components is NOT part of the hiring process in the legal framework?
Which of the following components is NOT part of the hiring process in the legal framework?
What is a main responsibility of employers under an employment contract?
What is a main responsibility of employers under an employment contract?
What is the first step in making a job offer to a candidate?
What is the first step in making a job offer to a candidate?
Why is it crucial for the selected candidate to sign an acceptance of the offer?
Why is it crucial for the selected candidate to sign an acceptance of the offer?
What could lead to an employee leaving shortly after being hired?
What could lead to an employee leaving shortly after being hired?
What does the term 'working time' refer to in the context of employment?
What does the term 'working time' refer to in the context of employment?
What factor can contribute to employee demotivation during the onboarding process?
What factor can contribute to employee demotivation during the onboarding process?
What is a common consequence of a 'sink-or-swim' strategy in onboarding?
What is a common consequence of a 'sink-or-swim' strategy in onboarding?
In the context of onboarding, what does 'overload of onboarding' refer to?
In the context of onboarding, what does 'overload of onboarding' refer to?
What is a potential issue with the 'going easy' strategy in onboarding?
What is a potential issue with the 'going easy' strategy in onboarding?
Flashcards
Importance of HR Management
Importance of HR Management
HR Management is crucial for organizations, managers, and employees. It ensures mutually beneficial and productive work relationships, boosts organizational performance and profitability, and upholds legal compliance.
HR's role in company strategy
HR's role in company strategy
HR plays a significant part in aligning work practices with corporate goals, leading to improved performance and profitability.
Managerial HR Challenges
Managerial HR Challenges
Managers and executives face challenges like maintaining employee motivation, recognizing employee potential, preventing poor performance, and ensuring employee retention, while complying with legal standards.
HR Management for Organizations
HR Management for Organizations
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Why study HR?
Why study HR?
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HR Strategy
HR Strategy
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Corporate Strategy
Corporate Strategy
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Staff Strategy
Staff Strategy
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HR Processes
HR Processes
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HR Structures
HR Structures
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Alignment (HR)
Alignment (HR)
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Holistic HRM
Holistic HRM
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Chatbot Recruiting
Chatbot Recruiting
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Chatbot Recruiting Challenges
Chatbot Recruiting Challenges
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Candidate Placement
Candidate Placement
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Competency Profile
Competency Profile
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Job Fit
Job Fit
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"First-class managers..."
"First-class managers..."
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Consent Works Council
Consent Works Council
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Forecasting
Forecasting
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Formal Employment Contract
Formal Employment Contract
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Judgmental Methods
Judgmental Methods
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Implicit Contract
Implicit Contract
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Delphi Technique
Delphi Technique
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Mathematical Methods
Mathematical Methods
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Explicit Contract
Explicit Contract
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Psychological Contract
Psychological Contract
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Statistical Regression
Statistical Regression
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Simulation Models
Simulation Models
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Contract of Service
Contract of Service
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Works Council's rights
Works Council's rights
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Productivity Ratio
Productivity Ratio
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Staffing Ratio
Staffing Ratio
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Consent Denial Procedure
Consent Denial Procedure
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Short-range Plans
Short-range Plans
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Intermediate-range Plans
Intermediate-range Plans
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Long-range Plans
Long-range Plans
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Quantitative approach
Quantitative approach
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Qualitative approach
Qualitative approach
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Offer Letter
Offer Letter
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Legal Counsel Review (Offer)
Legal Counsel Review (Offer)
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Acceptance of Offer
Acceptance of Offer
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Personnel Files
Personnel Files
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Onboarding Success
Onboarding Success
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Employee Onboarding Disappointment
Employee Onboarding Disappointment
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Managerial Conduct in Onboarding
Managerial Conduct in Onboarding
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Working Time
Working Time
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Study Notes
Bachelor of Science - International Management (English Trail)
- Course: Business Administration 4, Human Resources Management (B4-1)
- Semester: Winter 2024
- Instructors: M. Schlesinger (Berlin), M. Knappstein (Dortmund), F. Nickel (Frankfurt), A. Sinha (Hamburg), J. Reay (München), J. Lang (Stuttgart)
Human Resources Management Module & Course & Exam
- Module covers Organizational Theory and Organizational Structures in enterprises as well as Human Resources Management, taught based on "Introduction to Business Studies".
- Lectures focus on theory and its implementation in companies.
- Course introduces HR management, HRM concepts in companies, and how HR strategies contribute to company strategy.
- Topics covered include HR planning, staff attraction, assessment, deployment, development, retention, and termination/transition.
- Course also includes basics of labor law in English.
- Exam: Written exam (120 minutes), covering both HRM and Organization in equal portions.
Literature
- Recommended:
- Cascio, W.F. (2013): Managing Human Resources. Boston: McGraw-Hill.
- Mathis, J.; Jackson, J. & Valentine, S. (2014). Human Resources Management. Boston: Cengage
- Mello, J.A. (2010): Strategic Human Resources Management. 3rd ed., Boston: Cengage
- Additional Literature:
- Daft, R. (2015). Organization, Theory, and Design. Boston: Cengage.
- Torrington, D., et al. (2014): Human Resources Management. 9th ed., Harlow: Pearson.
- Wilton, N. (2016): Human Resources Management, 3rd ed., London: Sage
Content
-
- Human Resources Management:
- 1.1 Nature of HR
- 1.2 Strategic HR
- 1.3 Workforce Planning and Metrics
-
- Resourcing:
- 2.1 Recruiting
- 2.2 Selection
- 2.3 Legal Framework of Work
-
- Performance and Talent Management:
- 3.1 Performance Management
- 3.2 Talent Management
-
- Remuneration:
- 4.1 Systems / Setting Pay
- 4.2 Incentives, Benefits, Total Reward
-
- Transition / Exit:
- 5.1 Ending the contract
- 5.2 Separation Management
- 5.3 Collective Labor Law
Additional Notes
- Additional information, exercises, and discussion points are given in various sections on company-specific examples, legal considerations, and specific HR processes.
- Topics include, but aren't limited to:
- Importance of HR for organizations, managers, and employees
- History of HR development
- Defining "Human Resource(s) Management"
- Scope of human resources
- Key roles of HR department
- Different types of job fits
- Methods of candidate screening, interviewing, and evaluation
- Ethical recruiting practices
- Modern recruiting technologies
- Determining work processes and their measurable outputs
- Performance standards and measurement methods
- Performance improvement planning
- Talent Inventory Grid
- Types of performance information
- Minimum wage laws and practices in different countries
- Career planning and succession strategies
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