HRM Techniques II

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Questions and Answers

What is the primary goal of HR policies as emphasized in the content?

To communicate and interpret policies for all employees

To convince line managers of their necessity and equip them for implementation (correct)

To avoid involvement with union representatives

To ensure policies are implemented solely by upper management

Which group is identified as having a key role in the implementation of HR policies?

Front line managers (correct)

Union representatives alone

Upper management only

Human Resources department exclusively

Which action is NOT part of the process for formulating HR policies?

Consulting with employees via surveys

Seeking views from union representatives

Communicating policies with guidance notes

Drafting policies based solely on management’s opinions (correct)

What aspect is emphasized regarding the implementation of HR policies?

They must be implemented consistently and fairly Signup and view all the answers

When gathering views on HR policies, which method is suggested for employee feedback?

Attitude surveys Signup and view all the answers

What is a primary function of HR policies in relation to corporate values?

To convert espoused values into values in use throughout the organization. Signup and view all the answers

Which of the following best describes a disadvantage of formalized HR policies?

They may be viewed as inflexible and constrictive. Signup and view all the answers

How can HR policies influence organizational culture?

They can be used to define and shape corporate culture over time. Signup and view all the answers

What is one reason smaller organizations may choose to formalize HR policies?

To create a more consistent approach as they grow. Signup and view all the answers

Which of the following is an important aspect of HR policies supporting business strategy?

They must align with both internal changes and competitive practices. Signup and view all the answers

What aspect primarily defines power orientation in organizational culture?

Striving for domination and control over subordinates Signup and view all the answers

Which orientation emphasizes the importance of hierarchy and legitimacy?

Role orientation Signup and view all the answers

How do HR policies contribute to organizational culture?

They offer guidelines for how to treat employees fairly. Signup and view all the answers

What is a key characteristic of task orientation?

Authority based on knowledge and competence Signup and view all the answers

Which orientation suggests that the organization primarily serves the needs of its members?

People orientation Signup and view all the answers

In what way do HR policies impact employee motivation?

By fostering a culture of trust and inclusion Signup and view all the answers

What can be a consequence of poorly developed HR policies within an organization?

Legal claims against the organization Signup and view all the answers

Which category emphasizes task accomplishment and the authority of knowledge?

Task orientation Signup and view all the answers

Study Notes

HRM Techniques II - Unit 1

Organizational Culture: A pattern of values, norms, beliefs, and assumptions that shape how people and organizations behave.
It's not dynamic and constantly changing
It's multi-dimensional and challenging to define precisely
Leaders form the culture, through visionaries
Culture develops from effective relationships and creates values/expectations
Culture is influenced by the environment
There can be variations of cultures within organizations in different departments
Organizational cultures have different components, including:
- Values (beliefs about what's good for the organization)
- Norms (unwritten rules on how to behave)
- Artefacts (tangible aspects like environment, tone, language)
- Leadership style (e.g., charismatic, enabling, autocratic, transactional)

HRM Techniques II - Unit 1, Organizational Culture Continued

Classifying organizational culture: Different models for classifying cultures exist (Harrison, Handy, Schein, Williams, Dobson & Walters)
Harrison: Power-orientated, People-orientated, Task-orientated, Role-orientated
Handy: Power, Role, Task, Person
Schein: Power, Role, Achievement, Support
Williams, Dobson and Walters: Power, Role, Task, Person

HRM Techniques II - Unit 2

HR Policies: Continuing guidelines for how the organization manages its people.
- Define philosophies and values on how people should be treated
- Establish principles for managers when handling personnel matters.
- HR policies are written guidance for diverse situations
Purpose of HR policies: Support cultures of trust, fairness, and inclusion. Impacts talent attraction and retention, employee motivation. Supports sustainable performance
Formalization of HR policies: Useful in induction, team leader/management training and communicating policies within the organization.
Reason for introducing/reviewing policies: Internal change, reflecting legislation, to support business strategy, following latest developments in employee management, to comply with head office policy, operating in wider markets

HRM Techniques II - Unit 3

HR Policy Areas: Overarching policy that encompasses varied specific policies.
- Issues covered include substance abuse, equal opportunity, age and employment, managing diversity, promotion, employee development, work/life balance, new technologies, health & safety, sexual harassment, bullying and employee relations.
Formulating and implementing policies:
- Understanding corporate culture & values
- Analyzing existing policies (written, unwritten, implicit)
- Assessing external influences (national/EU legislation, professional codes)
- Gathering manager and employee feedback
- Consulting with unions
- Developing draft policies
- Approving and communicating policies (with training materials)
Implementing policies requires the participation of line managers.

HRM Techniques II - Unit 4

Communication in Companies: Communication happens between employees, company parts, and managers.
- Communication process: Sender → Encoding → Message → Decoding → Receiver
Types of communication: Downward (management to employees), upward (employees to management), horizontal (collaboration between different parts within an organization)
Informal communication: Communication without strict formal channels (e.g., gossip).
Importance of communication for organizational success: Building a transparent & positive culture, engaging employees regarding organizational priorities, empowerment/involvement, improving employee retention/motivation
Forms of communication:
- Formal networks (chain, wheel, Y, circle, star)
- Informal networks (gossip, clusters)

HRM Techniques II - Unit 5

Case Study: Nestlé HR Policies: Focus is on policies to manage people in a large global organization.
Additional data on this topic is required for further study.

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Description

Explore the intricacies of organizational culture in HRM Techniques II. This unit examines the values, norms, and beliefs that shape behavior within organizations, as well as the impact of leadership and environment. Delve into the classification of different organizational cultures and their components.