Human Resources Management Overview

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Questions and Answers

What is the primary focus of Human Resource Management (HRM)?

  • Influencing employee behavior, attitude, and performance to achieve organizational goals. (correct)
  • Managing the financial assets of an organization.
  • Overseeing the production and distribution of goods.
  • Developing marketing strategies and promotional campaigns.

Which of the following best describes the role of HR policies, practices, and systems?

  • To dictate employee behavior and ensure uniformity.
  • To influence employee behavior, attitude, and performance. (correct)
  • To maintain legal compliance with employment regulations only.
  • To ensure managers have complete control over employees.

What is identified as key to successful implementation of HR?

  • Having upper management support HR processes.
  • Developing extremely detailed HR policies and procedures.
  • Focusing primarily on legal compliance and avoiding risks.
  • The way policies, practices, and systems are communicated and executed. (correct)

According to the content, what is a crucial element in achieving career goals?

<p>Gaining and learning from a variety of experiences, including mistakes. (A)</p> Signup and view all the answers

What steps should individuals take to close the gap between themselves and the position requirements?

<p>Document all current skills and the requirements, then devise strategies (C)</p> Signup and view all the answers

Which of the following best describes the role of HR professionals in an organization?

<p>To formulate policies, ensure legal compliance, act as internal consultants and support and retain talented employees. (B)</p> Signup and view all the answers

How do managers typically interact with the HR function within an organization?

<p>They inform HR about the competencies needed to implement the organization’s strategy. (D)</p> Signup and view all the answers

According to the concept of 'fit' in HRM, which of the following must HR activities align with?

<p>Company strategy, internal and external environment and they must also be interrelated . (B)</p> Signup and view all the answers

In the context of HR, what constitutes the 'operational and administrative' role?

<p>Managing daily HR activities and operations. (B)</p> Signup and view all the answers

In the video mentioned, what primary role does Toby, the HR practitioner, play?

<p>A typical HR manager, acting on the administrative and operational level. (A)</p> Signup and view all the answers

What is the primary goal of linking HR functions with an organization's strategic objectives?

<p>To improve overall organizational performance. (B)</p> Signup and view all the answers

Which of the following best describes human capital?

<p>The collective knowledge, skills, and motivation of an organization’s workforce. (B)</p> Signup and view all the answers

What is a 'sustainable' competitive advantage, as related to human resource management?

<p>A long-term advantage based on unique, valuable, and hard-to-copy employee skills and culture. (B)</p> Signup and view all the answers

According to the presented material, what is one key characteristic of a resource that creates a competitive advantage?

<p>It is a combination of rare, value-adding, and inimitable qualities. (B)</p> Signup and view all the answers

What does it mean for an organizational culture to be 'inimitable'?

<p>It is a culture that is impossible or very difficult for competitors to copy. (B)</p> Signup and view all the answers

Based on the model discussed, how should companies manage groups of employees?

<p>Manage employee groups differently according to their contribution to strategy and uniqueness. (C)</p> Signup and view all the answers

What is suggested about administrative HR functions in relation to the strategic contribution model?

<p>They can be outsourced due to not being core to the strategic advantage of the company. (C)</p> Signup and view all the answers

According to the model, where should companies invest most heavily in terms of employees?

<p>In key employee groups that are both high-value and unique. (A)</p> Signup and view all the answers

Flashcards

HR Roles

HR professionals are involved in creating company policies and procedures, ensuring legal compliance, acting as internal consultants, and supporting employee development and well-being.

Strategic HRM

Strategic HRM focuses on linking HR practices with organizational goals to improve overall performance and achieve a competitive advantage.

Administrative HR Role

This involves managing daily HR operations, like handling payroll and employee benefits.

Strategic HR Role

This involves aligning HR practices with the company's strategic objectives and vision to drive long-term success.

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Environmental Influences on HR

Internal influences refer to factors within the organization, such as company culture, management style, and employee morale. External influences consist of factors outside the organization, such as economic trends, competition, and government regulations.

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What is HRM?

Human Resource Management (HRM) involves all policies, practices, and systems that impact employee behavior, attitudes, and performance. Its primary goal is to ensure these factors contribute to achieving organizational goals.

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Basic HR Activities

HRM encompasses the various activities that an organization undertakes to manage its workforce. These commonly include recruiting, training, performance management, compensation, and employee relations.

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Who is responsible for HRM?

HR is not just a department; it's a shared responsibility across an entire organization. Every manager, leader, and employee contributes to HR effectiveness.

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How is HR implemented?

HRM involves a focus on how HR policies and practices are implemented. This includes communicating them clearly, ensuring consistency, and empowering employees to understand and apply them.

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What is strategic HRM?

Strategic HRM aligns HR practices with the overall business strategy. This means setting HR policies and goals that directly support the organization's mission, vision, and objectives.

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Strategic Human Resource Management (SHRM)

The process of strategically aligning HR functions with an organization's goals, aiming to improve overall performance.

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Human Capital

The collective knowledge, skills, motivation, and expertise of an organization's workforce.

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Sustainable Competitive Advantage

A competitive advantage that is difficult for rivals to copy or imitate.

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Core, Value-Added Employees

Employees who deliver exceptional value to the company, often with rare skills or knowledge. They are crucial for achieving sustainable competitive advantage.

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HRM for Sustainable Advantage

The practice of using human resource management (HRM) strategies to attract, develop, and retain employees, ultimately contributing to a sustainable competitive advantage.

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Strategic Employee Grouping

Managing employees in different ways based on their contribution to company strategy and their uniqueness (rare & valuable).

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Investing in Key Employee Groups

Investing in key employees with high value and unique skills to ensure long-term competitive advantage.

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Outsourcing of Administrative HR Functions

Understanding the value and uniqueness of employees helps explain why certain HR functions (such as administration) are often outsourced.

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Study Notes

Human Resources Management

  • Human Resources Management (HRM) involves policies, practices, and systems that influence employee behavior, attitudes, and performance to achieve organizational goals.
  • HRM includes managing people within organizations.
  • Effective communication and execution of HRM policies and practices are crucial.

Agenda

  • Topics include career goals, fundamental HR concepts, an office clip, and HR team activity.

Career Goals

  • Reflect on what has been read and how to progress in the field.
  • Identify experiences, knowledge, and skill development.
  • Include lessons learned from mistakes and actions taken.
  • Evaluate current abilities and the position's requirements.
  • Determine the gap between the requirements and current abilities.
  • Identify ways to close identified gaps.

What is HRM? (continued)

  • HR professionals formulate policies, procedures, and ensure legal compliance.
  • HR acts as internal consultants and change agents, supporting the attraction, engagement, and retention of skilled employees.
  • Managers inform HR about the necessary competencies to align with the organization's strategy.
  • Employees play a vital role in training, supporting coworkers, and managing personal careers.

Typical HR Activities

  • Legal compliance, job analysis, recruitment, and selection.
  • Training and development, performance management and compensation, health and safety, and support/discipline of employees.
  • Strategic HRM is a key activity.

"Fit"

  • HR activities must be interconnected and fit together.
  • Consideration is needed to ensure alignment with company strategy and environment.

Environmental Influences on HR

  • Internal environmental factors (within the organization)
  • External environmental factors (outside the organization)

HRM Roles

  • Operational and administrative roles focus on managing daily activities and operations.
  • Strategic roles focus on achieving organizational results.

HR Management Roles Example (Video)

  • A manager plans an event; an HR professional manages the event.
  • HR professional's role is operational and administrative.

What is Strategic HRM?

  • Linking HR functions to strategic organizational objectives.
  • A goal to enhance performance.
  • HR aids organizational success.
  • Human capital encompasses the knowledge, education, training, skills, motivation, and expertise of the workforce.

"Sustainable" Competitive Advantage

  • Core employees who are a source of added value, and rare employees impact gain of competitive advantage.
  • An inimitable aspect of the workforce, such as a unique company culture, is difficult to copy.
  • Classifying employees based on uniqueness and value relative to company strategy.
  • Implications for managing employee groups and career paths.
  • Reasons for outsourcing administrative HR functions are possible.

CHRP Designation

  • Certified Human Resources Professional (CHRP).
  • HR professional certification encompassing coursework, certification exams, and other criteria.
  • Increased demand for certified professionals.
  • Increased pay and promotion opportunities are associated with the designation.

Additional Questions

  • What is HRM?
  • Who is responsible for HRM in organizations?
  • What are the basic HR activities?
  • What environmental factors impact HRM decisions?
  • What are the roles HR practitioners must perform?
  • How can a company use HRM strategically?

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