Human Resource Management Functions and History Quiz

Study Notes

HR Management Functions

Planning/forecasting is a key function of Human Resource Management
Recruitment is a crucial aspect of HRM
Training, performance, health & safety, empowerment, law, and labor relations are other essential functions of HRM
Compensation and benefits are also a vital part of HRM

History of HRM

In the early 1900s, employees developed distrust in management, leading to the need for HRM
HRM was non-existent in the 1900s
In the 1930s, legislation was enacted, including minimum wage, unemployment insurance, and union rights
In the 1970s and 1980s, the government began passing employment legislation focusing on human rights, wages, benefits, work conditions, and health and safety
In the 1980s and 1990s, companies started outsourcing operational HR activities

Strategic Plan

A strategic plan matches internal strengths and weaknesses with external opportunities and threats
It reinforces, adjusts, or redirects the organization's present culture, fostering values like customer focus, innovation, growth, and cooperation
A strategic plan helps identify the difference between "where we are today" and "where we want to be"
Examples of strategic planning tools include strategic maps, balanced scorecards, and dashboards

HR Activities and Processes

Transactional/Operational HR activities include benefit administration, records, and employee services (65-75%)
Traditional/Tactical HR activities include recruitment, training, performance, compensation, and employee relations (15-30%)
Transformational/Strategic HR activities include knowledge management, cultural change, and management development (5-15%)

Venture Teams

Venture teams consist of representatives from R&D, marketing, sales, manufacturing, engineering, and finance
Venture teams drive innovation and motivation through project-based work

HR Problem Scenarios

Scenarios include a lack of research and development, a need for greater cooperation among employees, and the need to identify, encourage, and financially support new ventures
Another scenario is expanding the demographic customer base

Canadian Employee Statistics

In Canada, 18.6 billion people are employed
The primary sector employs 4% of the workforce, including mining, agriculture, fishing, and forestry
The secondary sector employs 17% of the workforce, including manufacturing and construction
The tertiary/service sector employs 79% of the workforce, including public administration, personal/business services, finance, trade, utilities, transportation, and communication

Organizational Culture

Organizational culture refers to the core, widely shared values, beliefs, and assumptions that influence communication, loyalty, consistency, and norms within an organization

Environmental Influences on HRM

Labour market issues include changes to the workforce composition and designated groups
Diversity, equity, and inclusion (DEI) are crucial aspects of environmental influences on HRM
Other influences include non-standard work, mental health, hostile work conditions, flexibility, and turnover
Economic conditions, technology, government, and globalization also impact HRM

Evidence-Based HRM

Evidence-based HRM relies on data, facts, analytics, rigor, and research
It involves actual measurements, such as surveys to track employee satisfaction, and existing data to evaluate program implementation

Description

Test your knowledge on the functions of HR management including planning, recruitment, training, performance evaluation, health & safety, empowerment, laws, labour relations, compensation, and benefits. Learn about the history of HR from its non-existence in the early 1900s to the development of legislation in the 1930s and onwards.