Human Resources Study Guide Unit 1

Unit 1: Human Resources and Management

• Human resources encompass individuals comprising an organization’s workforce.
• Human capital refers to the collective knowledge, skills, and expertise of employees, with investment in human capital resulting in stronger organizations.

Human Resource Management (HRM)

• HRM manages organizational staffing and encompasses both operational and strategic functions.
• Operational functions handle administrative daily tasks, while strategic functions aim to align employee performance with organizational goals.
• Strategic goals contribute to an organization’s competitive advantage through defined financial and non-financial results.

Corporate Culture and Climate

• Corporate culture is the identity of an organization, influenced by leadership and HR systems, promoting core values and behavioral standards.
• Corporate climate refers to the prevailing atmosphere or vibe within the organization, shaped by leadership style, communication, and HR policies, affecting employee mood and productivity.

Benefits of HRM

• Effective HRM reduces costs by improving retention and enhancing HR systems.
• Greater employee engagement fosters emotional commitment beyond job satisfaction.
• Improved overall performance resulting in higher employee output and increased profits.

Evidence-Based HR

• Involves evaluating HR practices through research to achieve efficiencies and desired outcomes.
• Various research methods include primary studies for new information and secondary studies for existing data.

Research Methodologies

• Variables: Independent (controlled) and dependent (measured).
• True Experiments: Conducted in controlled environments with random groups.
• Quasi Experiments: Conducted in natural settings, utilizing existing groups.
• Correlation: Examines relationships between variables; not all correlations are causal.

Legal Issues in HRM

• Charter of Rights and Freedoms (1982) ensures fundamental rights, emphasizing equality and anti-discrimination.
• Human Rights Legislation prohibits unfair treatment based on personal characteristics, applicable in both employment and commercial contexts.
• Bona Fide Occupational Requirements (BFOR) allow certain discriminatory practices justified by necessity, established through criteria like the Meiorin Test.

Unit 2: Job Analysis

• Job analysis is the ongoing process of collecting detailed information about job tasks and requirements.
• Clear job descriptors aid in training, performance management, fair compensation, and effective recruitment.

Job Analysis Steps

• Step 1: Review background info utilizing tools like the National Occupational Classification and organizational charts.
• Step 2: Choose sources of job information, including incumbents, supervisors, and job analysts for diverse perspectives.
• Step 3: Gather job information through questionnaires, interviews, and direct observation.
• Step 4: Develop pivotal documents such as job descriptions (tasks and responsibilities) and job specifications (required attributes).

Competency Modelling

• An alternative to traditional job analysis that emphasizes capabilities over job specificity.
• Categories include core competencies applicable organization-wide, cross-functional competencies specific to job groups, and functional competencies for particular roles.

Job Design

• Establishes roles and responsibilities, aiming to maximize job performance, efficiency, and satisfaction through methods like job rotation and job enrichment.

Unit 3: Job Acquisition

• Recruitment focuses on attracting candidates through job descriptions and specifications, ending with an applicant pool.

Recruitment Strategies

• Internal: Promotes existing employees but may maintain the status quo.
• External: Targets outside candidates via online platforms, print media, or campus recruitment; can attract wider talent but may also have risks.

Managing Recruitment Expectations

• Managing employee expectations includes establishing a favorable employer brand and providing realistic job previews to enhance retention.

Selection Process

• Step 1: Preliminary Screening involves reviewing applications and eliminating unsuitable candidates.
• Step 2: Selection Testing assesses qualities relevant to job analysis, ensuring reliability and validity.

Types of Tests

• Cognitive Ability: Measures intelligence and decision-making abilities.
• Personality Tests: Use traits to predict job performance via the Big Five Personality Model.

Selection Interview Process

• Multi-purpose interviews assess qualifications and promote the employer brand, though biases such as halo effects and similarity biases may affect outcomes.

Background Investigation

• Validates details from candidates’ applications and requires permission for checks on education, employment history, and references, as negligent hiring can lead to legal issues.

Selection Decision Models

• Multiple cut-off and compensatory models determine candidate selection based on performance across various assessments.

This quiz covers key concepts from Unit 1 of Human Resources, focusing on the workforce, human capital, and the essential roles of human resource management. Explore the operational and strategic functions of HRM and understand the importance of investing in human capital for organizational success.