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Questions and Answers
What are the responsibilities of specialists in human resource management?
What does SHRM stand for?
Society for Human Resource Management
Employee engagement is solely based on compensation.
False
What organization focuses on talent development and offers the CPLP certification?
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Which of the following certifications is NOT provided by HRCI?
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What is the role of a Compensation and Benefits Specialist?
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___ is the discipline that manages occupational safety and health.
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What factor was identified as the number one in job satisfaction according to a 2016 SHRM survey?
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Which organization is focused on compensation, benefits, and total rewards?
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HR managers can be held personally liable for actions taken on behalf of the organization.
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What percentage of U.S. workers were engaged with their work according to a Gallup survey?
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What do today's students want courses to have?
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The role of modern managers requires them to deal with static environments.
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What are the important functions and concepts taught in this course?
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What is the primary means of creating a competitive advantage for an organization?
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Employee engagement is a combination of job satisfaction and willingness to _____ for the organization.
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What does strategic human resource management focus on?
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Which of the following skills is essential for an HR manager's success?
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Turnover is defined as the temporary absence of employees from work.
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What are line managers primarily responsible for?
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Empathy in an HR context means experiencing the same emotions as the other person.
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Interpersonal skills are solely about technical knowledge in human resource management.
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Conceptual and design skills are necessary for effective decision-making in HR management.
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HR managers are not required to work with individuals outside their organization.
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Strong people skills are essential for HR managers to be effective in their roles.
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How do HR managers contribute to enhancing productivity within an organization?
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What are the two main components of productivity that managers focus on?
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Why is it important for organizations to focus on efficiency?
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What role does motivation play in improving organizational efficiency?
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What challenge do HR managers face in influencing employee performance?
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Study Notes
The Changing Role of HR Management
- Today's business environment requires organizations to be more adaptable and productive.
- Human resources are a key source of competitive advantage for organizations.
- HR managers are shifting from a cost center to a profit center.
- The emergence of technology and data analytics are driving changes in HR management.
- Modern HR management focuses on improving organizational efficiency and profitability.
Key HR Management Challenges
- Maintaining high levels of employee engagement.
- Developing the next generation of organizational leaders.
- Maintaining competitive compensation and benefit offerings.
- Managing the loss of key workers and skills.
HR Competencies
- Business Acumen
- Understanding and applying information to contribute to the organization's strategic plan.
- Organizational Leadership and Navigation
- Directing and contributing to initiatives and processes within the organization.
- Critical Evaluation
- Interpreting information to make business decisions and recommendations.
- HR Expertise
- Applying the principles and practices of HRM to contribute to the success of the business.
Addressing HR Challenges
- Organizations are improving in areas like selection, retention, and leadership development.
- Organizations have room for improvement in business acumen and data analytics.
- HR managers are working to create strategic agility through data analysis.
Key HR Management Concepts
-
Turnover: Permanent loss of workers from an organization.
- Significantly impacts organizational productivity.
- Absenteeism: Failure of an employee to report to the workplace as scheduled.
-
Strategic HR Management:
- Moving from reactive to proactive approaches.
- Proactively seeks talent for the organization.
- Enhances other business functions to create sustainable competitive advantages.
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Sustainable Competitive Advantage:
- Creates value for customers that rivals can't match.
The Role of Social Media
- Social media platforms have significantly changed the way work is done in HR and other parts of the organization.
Essential HR Skills
- Technical Skills
- Ability to use methods and techniques to perform tasks.
- Includes knowledge of HR laws, regulations, computer skills, training, and performance appraisal processes.
- Interpersonal Skills
- Ability to understand, communicate, and work well with individuals and groups.
- Develops effective relationships both inside and outside the organization.
- Employs empathy to understand individuals' feelings and motivations.
- Includes teamwork, persuasion, conflict resolution, and information gathering.
- Conceptual and Design Skills
- Ability to evaluate situations, identify alternatives, make decisions, and implement solutions.
- Involves understanding the bigger picture and developing innovative solutions.
- Business Skills
- Knowledge of the organization's strategies and financial, technological, and other industry facets.
- Ability to manipulate large amounts of data using analytical programs and HR metrics.
Line and Staff Management
-
Line Managers:
- Create, manage, and maintain people and processes that create the organization's product or service.
- Control the actual operations of the organization.
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Staff Managers:
- Advise line managers in areas of expertise.
- Act as internal consultants.
Line Manager Responsibilities
- Understanding employment laws and regulations.
- Managing labor costs and complying with relevant laws.
- Providing motivation and leadership to employees.
- Identifying and addressing training needs.
- Conducting performance appraisals and providing feedback.
- Recommending promotions.
- Maintaining employee safety and security.
HR Specialization Areas
- Generalist: HR professionals working in multiple areas.
- Specialist: HR professionals focusing on specific disciplines.
Key HR Disciplines
-
Staffing:
- Attracting, recruiting, selecting, and onboarding employees.
-
Training and Development:
- Providing education and training opportunities for employees.
-
Employee Relations:
- Managing employee relations, including coaching, conflict resolution, counseling, and discipline.
- Leading and building teams.
-
Labor and Industrial Relations:
- Managing labor relations, including union votes, contract negotiations, collective bargaining, grievance handling, and other labor issues.
-
Compensation and Benefits:
- Developing compensation plans, conducting salary surveys, managing benefits, and implementing incentive programs.
-
Safety and Security:
- Ensuring employee safety and health through occupational safety and health programs.
Human Resources Management
- Human resource management focuses on recruitment, performance management, safety, legal compliance, compensation and benefits, and employee engagement.
- HR managers ensure ethical and responsible organizational conduct.
- They develop and enforce codes of ethics and encourage whistleblowing to report unethical behavior.
Professional Associations and Certifications
- The Society for Human Resource Management (SHRM) is the largest HR advocacy organization, representing over 285,000 members in 165 countries.
- SHRM advocates for national HR laws and policies, offers training and certification programs, and provides a platform for networking and learning.
- Other notable HR organizations include:
- The Association of Talent Development (ATD) focuses on employee development and offers the Certified Professional in Learning and Performance (CPLP) certification.
- The Human Resource Certification Institute (HRCI) provides globally recognized certifications like PHR (Professional in Human Resources), SPHR (Senior Professional in Human Resources), and GPHR (Global Professional in Human Resources).
- World at Work focuses on compensation, benefits, and total rewards and offers related certification programs.
- The future of HR involves understanding personal liability for actions taken on behalf of the organization.
- HR professionals can be held personally liable for actions taken in their role.
- Consider professional liability insurance especially for HR consulting roles.
Employee Engagement
- Employee engagement is a crucial aspect of organizational success.
- It is a combination of job satisfaction, ability, and willingness to perform at a high level over an extended period.
- Companies with engaged workforces experience higher earnings per share, increased productivity and profitability, and lower absenteeism and turnover.
- While compensation and benefits are important, they are not the only factor in employee engagement.
Enhancing Employee Engagement
- To improve engagement, focus on the following:
- Provide employees with the right tools, including mobile, social, and digital tools for immediate information and feedback.
- Build trust by following through on commitments and demonstrating transparency.
- Listen to employees and act on their feedback.
- Treat employees as individuals by offering personalized management and leadership.
- Show respect for all employees.
Agile Organizations
- Agile organizations adapt and thrive in environments of change and disruption.
- To create agile organizations, HR and line managers must:
- Develop and embrace digital culture, using mobile and on-demand technology.
- Foster a culture that embraces change and supports continuous innovation.
- Explore the benefits of on-demand workers.
- Review legacy processes and structures to ensure adaptability to the evolving workforce.
SHRM Technical Expertise Competency
- Possessing a comprehensive understanding of laws, regulations, and best practices related to HR
- Proficiency in using computer software and technology relevant to HR
- Strong knowledge of training methodologies and practices
- In-depth understanding of performance appraisal systems and procedures
- Understanding and appreciation of diverse cultures and workplace dynamics
Interpersonal Proficiency
- Demonstrating strong communication and relationship-building skills
- The ability to work effectively with individuals and teams
- Possessing skills in persuasion, conflict resolution, and negotiation
- Capacity for gathering and analyzing information collectively
Conceptual and Design Skills
- Ability to assess situations, identify and evaluate alternatives, and make informed decisions to address problems
- Understanding the overall organizational structure and how different departments interact
- Developing innovative and creative solutions to identified problems
Business Oriented Proficiency
- Possessing a solid understanding of the organization's business strategies and goals
- Knowledge of financial, technological, and industry-specific aspects of the organization
- Demonstrating proficiency in data analysis and using HR metrics
Line Managers & HR Managers
- Line managers are responsible for the direct operations and management of the organization's workforce.
- HR managers act as internal consultants, providing guidance and support to line managers in various HR areas.
Key Responsibilities of Line Managers
- Understanding and adhering to employment laws and regulations
- Managing labor costs effectively while complying with legal restrictions
- Providing motivation and leadership to employees
- Identifying and addressing training needs within the organization
- Conducting performance appraisals and providing feedback to employees
- Playing a key role in employee promotions and succession planning
- Ensuring the safety and security of the workforce
HR Specializations
- Generalist: HR professionals who work across multiple areas of human resources
- Specialist: HR professionals who focus on specific HR disciplines, such as staffing, training and development, employee relations, labor and industrial relations, compensation and benefits.
Staffing
- Identifying candidates for open positions through various recruitment efforts
- Evaluating candidates and selecting the best fit
- Onboarding new hires and easing their transition into the organization
Training and Development
- Developing and delivering training programs to enhance employee skills and knowledge
- Contributing to the growth and development of employees within the organization
Employee Relations
- Providing coaching, conflict resolution, and counseling services to employees
- Addressing disciplinary issues when necessary
- Facilitating leadership development and team building initiatives within the organization
Labor and Industrial Relations
- Navigating labor laws and regulations, including union relations
- Managing union votes, negotiations for agreements, collective bargaining, and handling grievances
Compensations and Benefits
- Developing and administering compensation plans, including salary structures and performance incentives
- Managing employee benefits packages and ensuring compliance with regulations
SHRM
- provides a curriculum guide for colleges and universities offering human resource degree programs
- identifies specific areas where HR majors should gain competence
Other HR Certification Organizations
- Association of Talent Development (ATD): offers the Certified Professional in Learning and Performance (CPLP) certification.
- Human Resource Certification Institute (HRCI): offers certifications such as PHR, SPHR, and GPHR, recognized globally.
- World at Work: focuses on compensation, benefits, and total rewards.
Importance of Professional Liability
- HR managers may be held personally liable for certain actions taken on behalf of the organization.
- Awareness of potential liability is crucial, and professionals may consider professional liability insurance, especially in consulting roles.
Employee Engagement
- It is a combination of job satisfaction, ability, and willingness to perform at a high level over an extended period.
- It is becoming increasingly critical for organizational success, as engaged employees contribute to higher profitability, productivity, and lower turnover rates.
- While compensation is important, other factors significantly influence employee engagement.
- Managers should prioritize creating a positive and respectful workplace culture.
- Providing employees with the right tools, fostering trust, and actively listening to feedback are key aspects of increasing employee engagement.
Agile Organization
- Embraces change and disruption, thriving in dynamic environments.
- HR and line managers need to adapt to mobile technology and digital culture to support organizational agility.
- Developing a culture that embraces change is essential for success in constantly evolving industries.
Productivity Centers
- Organizations are focused on profitability. This means improving the effectiveness and efficiency of their people.
- Productivity is the amount of output per unit of input.
- Modern organizations focus on being profit centers, rather than cost centers, by improving the productivity of their employees.
Human Resource Management in the 21st Century
- HR Management focuses on enhancing the efficiency of people within organizations.
- Human resource management has evolved from reactive to proactive.
- Strategic human resource management focuses on creating a sustainable competitive advantage.
- Social Media has drastically changed the way work is done in HR and other parts of the organization.
Key Skills for HR Managers
- HR managers need a mix of technical, interpersonal, conceptual, and business skills.
- The Society for Human Resource Management (SHRM) Competency Model emphasizes these four key skill sets:
- Technical skills involve the ability to use methods and techniques to perform tasks.
- Human relations skills are crucial for effective communication, collaboration, and conflict resolution.
- Conceptual and design skills are needed for problem-solving, innovation, and strategic thinking.
- Business skills include a deep understanding of the organization, its strategies, and its financial, technological, and other industry facets.
Line vs. Staff Managers
- Line managers are directly responsible for creating, managing, and maintaining the organization's processes.
- Staff managers advise line managers in specific areas of expertise.
- HR managers are typically staff managers, providing guidance and support to line managers.
Major Responsibilities of Line Managers
- Legal compliance: Line managers must understand employment laws to avoid legal violations.
- Labor cost management: Line managers must manage labor costs effectively and be aware of applicable limits.
- Motivation and Employee Leadership: Line managers are responsible for motivating staff, developing leadership skills, and supporting their growth.
- Training and Development: Line managers often identify the training needs of their teams and contribute to development programs.
- Performance Appraisals: Line managers conduct annual performance reviews and provide feedback to employees.
- Promotion Recommendations: Line managers are essential in identifying and recommending employees for promotions.
- Safety and Security: Line managers are responsible for workforce safety and security.
Key HR Disciplines
- Staffing: This includes the processes of recruiting, selecting, and onboarding talented individuals.
- Training and Development: Organizations rely on continuous training and development programs to improve skills and knowledge.
- Employee Relations: This discipline covers areas like coaching, conflict resolution, counseling, discipline, leadership development, and team building.
- Labor and Industrial Relations: This specialization focuses on labor laws, regulations, union management, collective bargaining, and grievance handling.
- Compensation and Benefits: This area manages employee rewards, including salary planning, benefits packages, incentive programs, and more.
- Safety and Security: This discipline focuses on occupational safety and health, risk management, stress management, employee assistance programs, and security measures.
- Ethics: Organizations must prioritize ethical business practices and ensure employees adhere to ethical codes of conduct.
Society for Human Resource Management (SHRM)
- SHRM is the world's largest HR professional society, providing advocacy, training, certification, networking opportunities, resources, and support for HR professionals.
Human Resource Management Challenges
- Top three challenges for HR executives:
- Maintaining high levels of employee engagement
- Developing the next generation of organizational leaders
- Maintaining competitive compensation and benefit offerings
- Top three challenges for HR managers:
- Developing the next generation of organizational leaders
- Managing the loss of key workers and skills
- Maintaining competitive benefits and compensation offerings
Human Resource Management Competencies
- Important HR competencies:
- Business acumen
- Organizational Leadership and Navigation
- Critical Evaluation
- HR Expertise
Dependent and Independent Variables
- Dependent variables are factors that can only be affected indirectly.
- Independent variables can be controlled directly and affect dependent variables
Turnover and Absenteeism
- Turnover is the permanent loss of workers from an organization.
- Absenteeism is an employee's failure to report to work as scheduled.
Strategic Human Resource Management
- Strategic human resource management aims to create sustainable competitive advantages by aligning HR practices with the organization's goals.
- It emphasizes proactive approaches to managing human resources, such as talent acquisition and development.
Social Media in the Workplace
- Social media plays a significant role in modern workplaces, impacting HR and other departments.
Management Skills for HR Managers
- Technical skills:
- Understanding and applying methods and techniques to perform tasks.
- Interpersonal skills:
- Understanding, communicating, and working effectively with individuals and groups.
- Conceptual and design skills:
- Evaluating situations, identifying alternatives, and making decisions to solve problems.
- Business skills:
- Understanding the organization's strategies and financial, technological, and industry-related facets.
Line Managers and HR Managers
- Line managers are responsible for the organization's core operations and employee processes.
- Staff managers, like HR managers, advise line managers in specialized fields.
Key Responsibilities of Line Managers
- Understanding and complying with employment laws.
- Managing labor costs efficiently and within legal limits.
- Providing motivation and leadership to employees.
- Identifying training needs by observing organizational processes.
- Conducting performance appraisals and providing feedback.
- Recommending promotions based on employee capabilities.
- Ensuring workplace safety and security.
HR Specialist Roles
- Generalist HR employees work across multiple areas.
- Specialist HR employees focus on specific HR disciplines.
- Common specialist roles include:
- Staffing
- Training and Development
- Employee Relations
- Labor and Industrial Relations
- Compensation and Benefits
Staffing
- This area focuses on attracting, selecting, and onboarding new employees.
Training and Development
- Includes education and training programs for employees.
Employee Relations
- Handles employee concerns and issues through coaching, conflict resolution, counseling, and discipline.
- Includes leadership and team-building initiatives.
Labor and Industrial Relations
- Manages labor-related legal and regulatory compliance, including relationships with unions.
Compensation and Benefits
- Handles employee compensation and benefits administration, planning, and surveys.
Strategic HR Management Importance
- HR managers must have a strategic understanding of the organization and its goals to contribute effectively.
- This includes knowing the industry, financial aspects, and using data analytics.
Line Managers and HR Policies
- Line managers must understand and follow HR policies to avoid legal issues, disciplinary actions, and potential legal consequences.
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Description
Explore the evolving role of HR management in today's dynamic business environment. This quiz delves into the key competencies and challenges HR professionals face, emphasizing the shift towards strategic leadership and data-driven decision-making. Test your knowledge on maintaining employee engagement and developing future leaders.
