Comm 181 Intro to HR Final Exam Review

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6 Dec 2013
Department
Course
Comm 181: Introduction to HR Final Exam Review
December 2013
Chapter 1
Human resources management (HRM) an integrated set of processes, programs,
and systems in an organization that focuses on the effective deployment and
development of its employees
-Successful organizations equip thei line managers with a through understanding of
HRM
-HR professionals help the line manager be a good people manager by providing
advice and direct services
Downsizing the planned elimination of jobs
Outsourcing contracting outside the organization for work that was formerly
done by internal employees. The small business owner saves money, time and
resources by outsourcing tasks such as accounting and payroll
Human resources information system (HRIS) a technology system that
provides data for purposes of control and decision making
Six Sigma a process used to translate customer needs into a set of optimal tasks
that are performed in concert with one another
ISO 9000 worldwide quality standards program
Benchmarking finding the best practices in other organizations that can be
brought into a company to enhance performance
Human capital the individual’s knowledge, skills and abilities that have economic
value to an organization
Core competencies a combination of knowledge, skills, and characteristics
needed to effectively perform a role in an organization
Talent management leveraging competencies to achieve high organizational
performance
The HR practices that need to be considered to attract, keep, and engage employees:
Leadership development
Succession planning
Career planning
Performance management
High potential employee
development
Learning & training
Competency management
Retention
Professional development
Strategic human resources management identifying key HR processes and
linking those to the overall business strategy
Processes and activities of HRM:
Organizational, work, and job design
Planning
Recruitment and selection
Training & development
Performance management
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Compensation
Occupational Health & safety
Employee and labour relations
Current Business Challenges facing organizations & the impact on people in
organizations:
Globalization is creating pressure for managers to effectively manage people
Survival of firms and business sectors will focus on maximizing utilization of
employees
Technology has enable organizations to focus on quality and customer
Environment and climate change is creating both threats and opportunities
Businesses are concerned about their human capital and talent management
Key Demographic and Employee Concerns:
Diverse and aging workforce with increased participation of women
Different generations working side by side with differing values and
expectations
Shortage of labour will occur in near future
Work landscape is changing with more part time and self employed workers
Employees have more rights
The Link between business strategy and HRM:
Business strategy involves formulation of company’s mission, goals, and
action plans
Part of any business strategy is to be competitive, to do this an organization
needs to think about its people as part of its competitive advantage
Strategic HRM focuses on linking and aligning the HRM processes to the
business strategy
Living wage enough to be above the poverty line
UNIFOR largest private sector union in Canada
The Evolution of HRM
Strategic
HR
Human
Resources
Personnel
Labour
Relations
Purchasing
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How does HR create value for an organization Service Profit Chain
3 Categories of HR work:
1. Strategic long term thinking where should the organization be in 5 years?
2. Tactical problem solving
3. Transactional processing payroll, paperwork etc.
-Think back to the hiring example from class when we discussed women who may
go on mat. Leave and the hiring process:
Strategic would be if he filled the position with long term cost/benefit analysis and
business objectives in mind
Tactical would occur if he filled it with short term cost benefit analysis only
Transactional would simply be ‘don’t break the law’
How does HR create value?
Increase efficiency training, good recruitment
Cost cutting if career development is good, can hire from within, if H&S is
good, lower legal fees etc
Better environment less turnover, organizational commitment, increased
motivation (with good compensation etc.)
Philosophical Tension
Unitarianism idea that interests of employees & organization are the same, by
serving one the other is also served
HRM
Acquiring employees
Meeting employee needs
Managing performance
Effective
Employees
Happy workers
Skilled workers
Longterm employees
Customer
Service
Strong Relationships
Repeat Business
Financial
Performance
Survival and growth
Profitability
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