Psychology PSY 202: Human Resource Management

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Questions and Answers

What is the definition of Human Resources Management?

Human Resources Management (HRM) is the policies, practices, and systems that influence employees' behavior, attitudes, and performance.

What are the key principles of scientific management as summarized by Frederick W. Taylor?

Efficiency, Effectiveness, Productivity, Optimization

Innovation, Creativity, Collaboration, Leadership

Science, Harmony, Cooperation, Maximum Output (correct)

Planning, Organizing, Staffing, Directing

The Hawthorne studies primarily focused on determining the effects of illumination on workers and their output.

False (B)

Which of the following options is NOT a response to job dissatisfaction, as per the EVLN model?

Accomodation (E) Signup and view all the answers

What is the definition of Organizational Development?

Organizational Development (OD) is a planned process of developing an organization to be more effective in accomplishing its desired goals. Signup and view all the answers

Which of the following is NOT a characteristic of HR?

Imitable (A) Signup and view all the answers

Which of the following is NOT a responsibility of HR?

Financial Planning (C) Signup and view all the answers

What is a 'high-performance work system'?

A high-performance work system is an organization where technology, organizational structure, people, and processes work together to achieve a competitive advantage. Signup and view all the answers

What are the four C's that HR policies need to achieve?

The four C's that HR policies need to achieve are Commitment, Congruence, Competence, and Cost Effectiveness. Signup and view all the answers

How do employee expectations change as workers become better educated?

Better-educated employees often have higher expectations for their work, demanding not only financial compensation but also fulfilling work environments, professional development opportunities, and a strong voice in organizational decision-making. Signup and view all the answers

Which of the following is NOT a key skill for HR professionals?

Financial Management Skills (E) Signup and view all the answers

Attitudes are generally more stable than emotions, which tend to be fleeting.

True (A) Signup and view all the answers

Define Emotional Intelligence.

Emotional Intelligence is the ability to perceive, understand, and manage emotions, both in oneself and in others. Signup and view all the answers

What are two types of organizational commitment?

The two main types of organizational commitment are affective commitment, based on emotional attachment, and continuance commitment, driven by the perceived benefits of staying within the organization. Signup and view all the answers

Which of the following is NOT an employee right?

Right to Union Representation (F) Signup and view all the answers

Study Notes

Introduction to HRMD

The course is PSY 202: Human Resource Management & Development
The presenter is Ariane Marie P. Zarate, a professor at the College of Arts & Sciences.
CEFI (Calayan Educational Foundation, Inc.) is now ready.

Lesson Objectives

Understand the concept of Human Resource Management (HRM)
Learn the history of HRM
Understand the importance and functions of Human Resource Personnel

Human Resource Management (HRM)

HRM includes policies, practices, and systems that affect employee behavior, attitudes, and performance.
HRM is part of management studies, focusing on attracting, hiring, training, motivating, and retaining employees.
The goal of HRM is to make workers satisfied and productive, and the company's philosophy, culture, and orientation reflect this.

What is Unique About HRM?

HRM is a multidisciplinary field that combines economics (wages, resources), psychology (motivation), sociology (organizational structure), and law (e.g., labor laws).
HRM is integrated into the work of all managers to ensure things are done correctly.

Personnel Management vs. Human Resource Management

Personnel management focuses on managing the people employed
Human resource management focuses on managing employee skills, abilities, knowledge, and aptitudes.
In personnel management, employees are seen as a commodity.
In Human Resource management, the emphasis is on treating employees as resources for the organization's benefit.

Importance of HRM

Attracting and retaining talent
Training employees for challenging roles
Developing employee skills and competencies
Promoting team spirit and loyalty
Increasing productivity and profits
Improving job satisfaction
Enhancing standard of living
Providing employment opportunities
Fostering trust and respect within the organization

Brief History of HRM

The Chinese used employee screening techniques in 1115 B.C.
The apprentice system was used in ancient Greece and Babylon.
HRM gained momentum in the 1960s and 1970s due to various acts.
HRM's roots are in England with craftspeople's guilds.
The Industrial Revolution caused a gap between workers and owners, creating complex social patterns.
Scientific management (Frederick Winslow Taylor) emphasized science, harmony, cooperation, and maximum output.
Industrial psychology (1913) focused on the worker, differences between individuals, and the well-being of workers.
The Hawthorne studies (1924-1933) highlighted the importance of social interaction on worker output.
The Human Relations Movement emphasized the worker's need for recognition, security, and belonging
Peter F. Drucker is known for coining the term "knowledge worker".
Hugo Munsterberg, a pioneer of industrial psychology, focused on the application of psychological findings to practical issues.
Douglas McGregor introduced Theory X (authoritarian, control-oriented management) and Theory Y (empowering, developmental management).

HR Functions

Analyzing work and designing jobs
Recruiting
Selection
Training and Development
Performance Management
Compensation
Employee Relations
HR planning and change management

Characteristics of HR

Valuable (high-quality employees fulfill critical functions)
Rare (specialized skills are not easily found)
Cannot be imitated (unique skills and abilities)
No good substitute (well-trained, motivated employees are difficult to replace)

HR Support in Creating a High-Performance Work System

Strategic objectives guide HRM processes.
An HRM department works with training and recruitment.

HR Responsibilities

Work analysis and job design
Recruiting and selection
Training and development
Employee relations
Performance management
Compensation
Policies and compliance
Support for strategy

HR Planning

Identifying the necessary number and type of employees to meet organizational objectives.
Handling layoffs proactively

Ethics

Basic principles of right and wrong behavior within HR

Skills of HR Professionals

Human Relations Skills (understand and work well with others)
Decision-Making Skills (make decisions that affect employees and organizational success)
Leadership Skills (manage organizational changes)
Technical Skills (use the latest practices and resources)

Attitudes vs. Emotions

Attitudes are judgments about objects (stable over time)
Emotions are experiences related to objects (rapidly changing over time)

Job Satisfaction

A person's overall judgment of their job and workplace.

EVLN Responses

Exit (leaving the situation)
Voice (changing the situation)
Loyalty (waiting for the situation to improve)
Neglect (reducing work effort)

Organizational Commitment

Affective commitment (emotional attachment)
Continuance commitment (benefits of staying with the organization)

Employee Rights

Right of free consent
Right of privacy
Right to freedom of speech
Right of freedom of conscience
Right to due process

Organizational Development (OD)

A planned approach to developing the effectiveness of organizations.

Emerging Issues in HRM

Increasing workforce size
Workforce composition (gender, diversity)
Employee expectations
Technological advancements
Lifestyle changes
Environmental challenges
Personnel function adjustments

Quote

" I emphasize this – No matter how good and successful you are or how clever or crafty. Your business and its future are in the hands of the PEOPLE YOU HIRE.”– Akio Morita, Co-founder, Sony.

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Description

Explore the fundamentals of Human Resource Management (HRM) in this PSY 202 course. Discover its history, importance, and the key functions of HR personnel. This course provides a multidisciplinary perspective combining elements from economics, psychology, sociology, and law.