HRM Techniques II - Unit 1

<p>They must be implemented consistently and fairly (C)</p> Signup and view all the answers

<p>Attitude surveys (B)</p> Signup and view all the answers

<p>To convert espoused values into values in use throughout the organization. (C)</p> Signup and view all the answers

<p>They may be viewed as inflexible and constrictive. (B)</p> Signup and view all the answers

<p>They can be used to define and shape corporate culture over time. (B)</p> Signup and view all the answers

<p>To create a more consistent approach as they grow. (C)</p> Signup and view all the answers

<p>They must align with both internal changes and competitive practices. (A)</p> Signup and view all the answers

<p>Striving for domination and control over subordinates (D)</p> Signup and view all the answers

<p>Role orientation (A)</p> Signup and view all the answers

<p>They offer guidelines for how to treat employees fairly. (D)</p> Signup and view all the answers

<p>Authority based on knowledge and competence (B)</p> Signup and view all the answers

<p>People orientation (A)</p> Signup and view all the answers

<p>By fostering a culture of trust and inclusion (A)</p> Signup and view all the answers

<p>Legal claims against the organization (B)</p> Signup and view all the answers

<p>Task orientation (D)</p> Signup and view all the answers

HR Policies guide how to handle employee matters while aligning with company values. They help to implement and demonstrate company values, guide decision-making, and empower employees.

Formalized policies, though consistent, can sometimes be seen as inflexible or constricting.

Formal policies provide consistency in dealing with people issues within an organization. They can also help with employee induction and understanding the organization's philosophy and values.

HR policies must reflect and follow legal requirements and case laws, business strategies, people management best practices, and address organizational changes.

HR policies should be adaptable and responsive to changes in the business, legislation, or other factors such as operating in different international markets or internal organizational changes.

The process of creating HR policies that address employee management, and other related issues.

Collecting the opinions of employees to ensure HR policies are fair and consistently implemented.

Line managers are key in implementing HR policies effectively.

Clearly explaining HR policies to employees and managers, offering guidance on implementation, and using training to support their application

The HR department communicates policies, convinces line managers of their necessity, and provides training and support for effective implementation.

The shared values, beliefs, behaviors, and assumptions within an organization.

An organizational culture where power and control are emphasized, with a hierarchical structure.

An organizational culture focused on legality, legitimacy, and responsibility, with a clear hierarchy.

An organizational culture prioritizing task completion, with authority based on knowledge and competence.

An organizational culture focused on serving the needs of its members, fostering mutual influence, and support.

Guidelines on managing people, defining philosophies and values for employee treatment.

To support fairness, consistency, and protect the organization from legal issues, supporting a positive culture.

Positive impact on employee motivation, organizational reputation, talent attraction/retention, sustainable performance, creating mutual benefits for employees & organizations.