Intro to HRM PDF

INTRO TO HRM​ - orienting new employees Human resource management- process of - appraising employee performance acquiring training, appraising compensating - developing employee commitment employees and attending to their labor relations...

INTRO TO HRM​ - orienting new employees Human resource management- process of - appraising employee performance acquiring training, appraising compensating - developing employee commitment employees and attending to their labor relations. ​ Development of policies and strategies for Line and stop aspect of hrm retention. ​ Authority- right to make decisions, direct ​ Goal is to rotate and foster talent. the work of others and give orders. ​ Line authority- managers right to issue Human resource development - it is not limited to orders to other managers, for line training and development managers, associated with managing ​ Focused on individual career planning, departments and superior- subordinate organizational development, performance type relationships. management and appraisal. ​ Staff authority- managers right to advise ​ Goal is to improve learning and other managers or employees, for staff performance. managers, human resources managers are usually staff manager and advisory Organization- people with formalist assigned roles relationship type. who work together to reach the organizational goals Within the department is line manager. Outside the Manager - manage the efforts of the organization's department is staff managers. - within our inside: Line managers and line people, also a person whose responsible in functions. accomplishing organization goals by the use of the - outside: Staff managers and staff functions. five basic functions of management process. Line functions - directing the activities to their 5 basic functions of the management process subordinates; within hr department. ​ Planning- establish goals, rules, standard, Staff functions - assisting and advising line plan and procedures. managers; they are also human resources ​ Organizing- delegating authority to managers; outside of the hr department. subordinates and establishing channels of communication. Human resource department - usually provides ​ Staffing- selecting type of people to hire, specialized assistance to line managers in large compensation, evaluation and training. organization. ​ Leading- need a manager to get others to get the job done, maintaining morale and Hr management specialties or position motivating subordinates. ​ Recruiter- who search for qualified job ​ Controlling- compare standard with applicants through various methods. performance of employees such as the ​ Equal employment opportunity manager set standards like sale quota, representatives/ EEO coordinator- quality and production. investigate and resolve EEO grievances, examine organization practices for Human resources management personnel - violation. related activities - managing compensation  ​ Job analyst- collects information about job Labor force trends- labor force grows more slowly duties and prepares job description. due to labor force participation rate is falling which ​ Compensation managers- develops the percent in population that want to work compensation plans and handles the declines. employee benefits program. ​ Training specialist- plan, organize and Offshoring- exporting jobs to lower-cost locations direct training activities. abroad. ​ Labor relation specialist- advice management on all aspects of Unbalanced labor force- a trend where some union-management relation. occupations unemployment rates are low while in others unemployment rates are high and can't find New approaches and organizing hr candidates while others have a wealth of Shared services agreements- create centralized hr candidates. units whose employees are shared by all departments to assist line managers. Evidence-based human resource management -scientific rigor -critical evaluation Shared hr groups - focuses on centralized call -critical evaluated research/case study center and outside vendors. -existing data - research studies -analytics Embedded hr groups/teams - directly to a department within an organization in providing Strategic human resource management- employee selection and other assistant that the formulating and executing hr policies and department needs, have an hr generalist (hr practices that produce the employee competencies business partners). and behaviors. Corporate hr groups/teams - as you stop management in top level issues. Distributed hr- involves more and more hrm task being redistributed from a central hr department. Centers of expertise - hr consulting firms within the company. 3 levels of performance- improvement effort ​ Hr department levers- ensuring that the Trends in hr (job people and global) hrm function is delivering its service Human capital- refers to the knowledge, skill and effectively. abilities of a firm worker. ​ Strategic result levers- policies and On-demand workers- where freelancers and practices that produce employee independent contractors work on when they can, competencies and skills. they want to work on, when they are needed by the ​ Employee cost levers- setting and company. controlling compensation, tips and Non traditional workers- workers with multiple jobs, benefits; also advising top management who are temporary/ part time workers. about company staffing levels. Globalization- companies extending their sales, Evidence-based hrm- using the best-available ownership and manufacturing to new markets evidence/sources (actual measurements, existing abroad. data, research) in making decisions about hrm practices. Adding value- helping workers improve in a measurable way as result of hr managers action. Sustainability- judge not in profits also in environmental and social performance. Employee engagement- psychological involved and committed to getting one's job done. Ethics- standard someone uses to decide what his/her conduction should be. Communication- competency that ability to effectively exchange information with stakeholders/higher ups.​ ​