COHRA1-33 2024 Wrap-up Slides PDF

Human Resource Management 1 – (COHRA1-33) Let’s get ready to WRAP-UP Get your Textbook. Pen and paper ready? We will start at 12:00 Please test your speaker and microphone Human Resource Management 1 COHRA1 Eduvos (Pty) Ltd (formerly...

Human Resource Management 1 – (COHRA1-33) Let’s get ready to WRAP-UP Get your Textbook. Pen and paper ready? We will start at 12:00 Please test your speaker and microphone Human Resource Management 1 COHRA1 Eduvos (Pty) Ltd (formerly Pearson Institute of Higher Education) is registered with the Department of Higher Education and Training as a private higher education institution under the Higher Education Act, 101, of 1997. Registration Certificate number: 2001/HE07/008  THE QUESTION PAPER INITIAL EXAM / SUMMATIVE ONLY Paper Layout Section A – (25) – Multiple Choice Section B – (20) – True and False Section C – (35) – Short Questions Section D – (20) – Long Questions *The SCENARIO should have been shared by your lecturer. SCENARIO SCENARIO (Continue) WHEN and TYPE of SUMMATIVE? Full Time: 12 September @ 09:00 Face 2 Face Pen and Paper (Invigilated on campus) Important to compare the date and time with MyLMS – mydocuments - assessments In PREPARATION Please visit the Exam Prep Tile on the COHRA1 Assessment Tile. Do the Mock Exam! / Previous Exam IMPORTANT NOTE: APPLICATION When receiving an application question… Example: Discuss and proof the advantage of… Remember to: 1. Name the advantage 2. Describe the meaning of it in detail 3. Apply the theory (link it to the scenario) IMPORTANT: The Let’s take a Textbook walk is your through MAIN our study Textbook! source! We did complete the following Chapters: Ch 1, 2, 3, 4, 5, 6, 7, 8, 9, 13, 14 and 15 We did not do Ch 10, 11 and 12 *Consult your Module Guide  CHAPTER 1 INDIVIDUAL DIFFERENCES 1.1 The origin of behaviour differences 1.1.1 Heredity and environment Genotype Phenotype 1.2 Differences in work behaviour 1.2.1 Factors that lead to differences in work behaviour 1.3 Selection and placement 1.3.1 Differences in work potential 1.3.2 Economic, personal, social and legal considerations  CHAPTER 2 HUMAN ABILITIES  CHAPTER 3 PERSONALITY The BIG 5 Personality Model - OCEAN Openness to experience Conscientiousness Extraversion Agreeableness Neuroticism  CHAPTER 3 PERSONALITY CHAPTER 3 (Continue) PERSONALITY  CHAPTER 4 FRUSTRATION AND CONFLICT There are different combinations of conflict patterns and result in 4 types: Approach–approach conflict Avoidance-avoidance conflict Approach-avoidance conflict Multiple approach-avoidance conflict  CHAPTER 4 (Continue) FRUSTRATION AND CONFLICT 4.3 Types of conflict 4.3.1 Substantive 4.3.2 Affective 4.4 What causes conflict? 4.5 Conflict resolution  CHAPTER 5 STRESS, ALCOHOLISM AND DRUG ABUSE Chapter 5 – Stress, alcoholism and drug abuse 5.1 Definition 5.2 Dynamics of stress 5.2.1 Causes of stress 5.2.2 Moderators 5.2.3 The effects of stress 5.2.4 Coping strategies Individual and emotion-focused strategies (diet, exercise, training, self-help) Organisational strategies (Selection, training, job re-design, flexi-time) 5.3 Alcohol abuse 5.3.1 Description of alcoholism and alcohol dependency 5.3.2 Short-term physiological effect 5.3.3 Long-term effects of alcohol abuse 5.3.4 Treatment of alcoholics 5.3.5 Role of the employer 5.4 Drug abuse 5.4.1 Definition 5.4.2 Role of the employer  CHAPTER 6 PERCEPTION  CHAPTER 6 (Continue) PERCEPTION The Information Processing Model of Perception 1. Short-term Sensory storage Extend the physical stimulus for a short while after the stimulus has ended 2. Perception Stimulus is recognized, identified and categorized by comparing to related data 3. Decision and choice of response Choose what to do with the info 4. Execution of the response After decision of cause of action, the message must be transmitted 5. Feedback Visual 6. Attention On remaining info that needs action CHAPTER 6 (Continue) PERCEPTION  CHAPTER 7 THE LEARNING PROCESS AND MEMORY  CHAPTER 8 ATTITUDE 8.1 The components of attitude 8.1.1 Multiple definition Evaluative, emotional & Feeling Cognitive Behaviour 8.1.2 Simple definition (P160) 8.2 Attitudes and behaviour 8.3 The origin and development of attitudes 8.3.1 Psychodynamic approach 8.3.2 Learning theory Classical conditioning Modelling 8.3.3 Familiarity and exposure 8.3.4 Personal experience  CHAPTER 8 (Continue) ATTITUDE 8.4 Changing attitudes 8.4.1 Persuasion Components Traditional Modern 8.4.2 Cognitive dissonance (what it is) P170 8.4.3 Other attitude-changing techniques 8.5 Measuring attitude 8.5.1 Dimensions of attitude measurement 8.5.2 Methods of measuring attitudes 8.5.3 Measuring instruments 8.6 Application of attitudes scales  CHAPTER 9 SOCIAL PERCEPTION  CHAPTER 9 (Continue) 9.1 SOCIAL PERCEPTION Impression formation 9.1.1 Definition – Process of Form impression of other people 9.1.2 Development and use of impression formation First impression Central and peripheral characteristics (difference) Criteria, Positive characteristics, Expectations 9.2 Attribution 9.2.1 Definition 9.2.2 The attribution process Criteria: (Distinctiveness – Consensus, Consistency) 9.3 Non-verbal communication 9.3.1 Facial expressions 9.3.2 Eye contact 9.3.3 Body language 9.3.4 Paralanguage 9.3.5 Proximity behaviour Intimate distance Personal distance Social distance Public distance 9.3.6 Multiple communication channels 9.3.7 Deception  CHAPTER 9 (Continue) SOCIAL PERCEPTION 9.4 Perceptual errors 9.4.1 Insufficient information 9.4.2 Manipulation 9.4.3 Stereotyping 9.4.4 Prejudices 9.4.5 Projection 9.4.6 Halo effect  CHAPTER 13 THE NATURE OF HR MANAGEMENT Chapter 13 – The nature of human resource management 13.1 The evolvement of personnel and human resource management Milestone in the development in HR 1986 - Current 13.2 Scientific management 13.3 Early industrial psychology Psychometric testing 13.4 Personnel departments 13.5 The human relations movement The Hawthorne Experiment 13.6 The human resource approach 13.7 The behavioural sciences Organisational Behaviour 13.8 Human resource management 13.9 HRM Trends during the last decade (Remote working, upskilling, Virtual Teams, HRIS)  CHAPTER 14 THE HUMAN RESOURCE ROLE  CHAPTER 14 (Continue) THE HUMAN RESOURCE ROLE 14.1 Human resource functions 14.2 Staffing 14.2.1 Human resource planning The External Environmental factors that influence PR Planning (PEST or PESTLE) Advantages of effective HR planning 14.2.2 Job analysis, job design and evaluation Uses for Job Descriptions Job design Recruitment Interviews Orientation etc…. 14.2.3 Recruitment Internal External 14.2.4 Selection  CHAPTER 14 (Continue) THE HUMAN RESOURCE ROLE 14.3 Training and development Benefits of Training and development: *key competencies *meeting long term objectives *equipping employees etc… Difference between Education, Training and Development Education: Knowledge, skills and moral values from childhood Training: Narrow focus in transferring skills in specific jobs Development: Ongoing and planned learning 14.4 Performance management 14.5 Compensation and rewards Extrinsic & Intrinsic Direct financial and Indirect financial Non- Financial (Job of Environment) 14.6 HR research and HR information systems 14.7 Health and Safety (OHSA) 14.8 Employment relations (Tripartite relationship – State, Employer, Employee)  CHAPTER 15 CURRENT AND FUTURE TRENDS  CHAPTER 15 (Continue) CURRENT AND FUTURE TRENDS 15.1 Change management (PEST) 15.1.1 Political and legal environment 15.1.2 Economic environment Downsizing & re-engineering 15.1.3 Sociocultural environment Stakeholders and the Demography 15.1.4 Technological environment 15.2 Management of diversity Individual level Interpersonal level Organisational level Environmental level Benefits Societies reflected more accurately Improve service and relations Wider range of skills 15.3 Productivity 15.3.1 Unemployment  CHAPTER 15 (Continue) CURRENT AND FUTURE TRENDS 15.4 The changing role of human resource management 15.4.1 Strategic human resource management 15.4.2 Organisational culture 15.4.3 Globalisation 15.5 The learning organisation  All of the best with your studies! It’s going to be worth it!  SOURCES: Janie Steyn, Basic Psychology for Human Resource Practitioners, 4th edition. Cape Town: Juta and Co Pexel.com