18 Questions
What is the primary focus of Human Resource Planning?
Attracting qualified persons to apply for jobs
What is the main purpose of internal recruiting?
Considering present employees as candidates for openings
What is the impact of increased legal complexities on HRM?
Increasing the importance of HR in strategic planning
What is the primary role of the Legal Environment in HRM?
Regulating various aspects of employee-employer relations
What is the main objective of Recruiting in HRM?
Attracting qualified persons to apply for jobs
What is the strategic importance of HRM in an organization?
Having a substantial impact on the bottom-line performance
What is the primary purpose of the Realistic Job Preview (RJP)?
To provide the applicant with a realistic picture of the job
What is the main purpose of application blanks in the selection process?
To gather information about the applicant's previous work history and educational background
What type of benefits are Flexible Work Arrangements and Transportation Benefits?
Indirect compensation
What is the primary aspect of diversity in a community of people?
Demographic differences
What is the primary purpose of wage-level decision?
To determine the wage structure
What is the purpose of interviews in the selection process?
To assess the applicant's fit with the organization
How can diversity be a competitive advantage in an organization?
By improving productivity and attracting quality employees
What is the main purpose of job evaluation in the compensation process?
To determine the wage structure
What is the key to successfully managing knowledge workers?
Developing the skills to manage them effectively
What is a characteristic of a contingent worker?
They work on something other than a permanent or full-time basis
Why is it important for organizations to update their skills in managing knowledge workers?
To remain competitive and avoid losing competitiveness
What is an important step in managing contingent workers?
Assessing the real cost of using them
Study Notes
Environmental Context of HRM
- The strategic importance of HRM is increased due to legal complexities and substantial impact on the bottom-line performance.
- HRM involves integrating with strategic planning activities and establishing performance appraisal policies and procedures.
Legal Environment of HRM
- Various laws regulate employee–employer relations, including equal employment opportunity, compensation and benefits, labor relations, and occupational safety and health.
Attracting Human Resources
- Human resource planning involves determining the number and type of employees needed.
- Recruiting involves attracting qualified persons to apply for jobs, including internal recruiting (considering present employees for openings) and external recruiting (attracting persons outside the organization).
- The Eealistic Job Preview (RJP) provides applicants with a real picture of the job.
Selecting Human Resources
- Application blanks gather information about the applicant’s previous work history, educational background, etc.
- Tests are used to assess ability, skill, aptitude, or knowledge relevant to the job.
- Interviews are assessed by several trained observers, usually managers several levels above the job.
Maintaining Human Resources
- Determining compensation involves wage-level decisions and wage structure decisions (job evaluation).
- Benefits are things of value other than compensation, including:
- Healthcare
- Retirement plans
- Paid time off (PTO)
- Flexible work arrangements
- Employee assistance programs (EAPs)
- Education assistance
- Wellness programs
- Transportation benefits
- Employee discounts
- Recognition programs
- Insurance benefits
Managing Workforce Diversity
- Diversity exists when community members differ from one another, often referring to demographic differences such as gender, age, ethnicity, etc.
- Diversity can be a competitive advantage (increases productivity, attracts quality, and understands various market segments) or a source of conflict (environment of fear, distrust, or individual prejudice).
- Managing diversity involves individual strategies (understanding, communication) and organizational approaches (policies, response to problems, multicultural training).
New Challenges in The Changing Workplace
- Knowledge workers require skilled management to determine a firm's success in the future.
- Contingent and temporary workers require careful planning, acknowledging advantages and disadvantages, and assessing the real cost of using them.
Test your knowledge of the human resources selection process, including realistic job previews, application blanks, tests, and interviews. Learn how organizations assess applicants for a particular job.
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