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Comm 181 Intro to HR Final Exam Review
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Department
Commerce
Course
COMM 181
Professor
Christine Coulter
Semester
Fall

Description
Comm 181 Introduction to HR Final Exam Review December 2013Chapter 1 Human resources management HRMan 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 Downsizingthe planned elimination of jobs Outsourcingcontracting 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 HRISa technology system that provides data for purposes of control and decision making Six Sigmaa process used to translate customer needs into a set of optimal tasks that are performed in concert with one another ISO 9000worldwide quality standards program Benchmarkingfinding the best practices in other organizations that can be brought into a company to enhance performance Human capitalthe individuals knowledge skills and abilities that have economic value to an organization Core competenciesa combination of knowledge skills and characteristics needed to effectively perform a role in an organization Talent managementleveraging competencies to achieve high organizational performance The HR practices that need to be considered to attract keep and engage employeesLeadership developmentLearningtrainingSuccession planningCompetency managementCareer planningRetentionPerformance managementProfessional developmentHigh potential employee developmentStrategic human resources managementidentifying key HR processes and linking those to the overall business strategyProcesses and activities of HRMOrganizational work and job designPlanningRecruitment and selectionTrainingdevelopmentPerformance managementCompensationOccupational HealthsafetyEmployee and labour relations Current Business Challenges facing organizationsthe impact on people in organizationsGlobalization is creating pressure for managers to effectively manage peopleSurvival of firms and business sectors will focus on maximizing utilization of employeesTechnology has enable organizations to focus on quality and customerEnvironment and climate change is creating both threats and opportunitiesBusinesses are concerned about their human capital and talent management Key Demographic and Employee ConcernsDiverse and aging workforce with increased participation of womenDifferent generations working side by side with differing values and expectationsShortage of labour will occur in near futureWork landscape is changing with more part time and self employed workersEmployees have more rights The Link between business strategy and HRMBusiness strategy involves formulation of companys mission goals and action plansPart of any business strategy is to be competitive to do this an organization needs to think about its people as part of its competitive advantageStrategic HRM focuses on linking and aligning the HRM processes to the business strategy Living wageenough to be above the poverty line UNIFORlargest private sector union in CanadaThe Evolution of HRM Strategic Human LabourPersonnel Purchasing HR Resources Relations How does HR create value for an organizationService Profit ChainAcquiring employeesMeeting employee needsHRM Managing performanceHappy workersSkilled workers EffectiveLongterm employees Employees Strong RelationshipsRepeat Business CustomerServiceSurvival and growth ProfitabilityFinancial Performance3 Categories of HR work 1 Strategiclong term thinkingwhere should the organization be in 5 years 2 Tacticalproblem solving 3 Transactionalprocessing payroll paperwork etcThink 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 costbenefit analysis and business objectives in mind Tactical would occur if he filled it with short term cost benefit analysis only Transactional would simply be dont break the lawHow does HR create valueIncrease efficiencytraining good recruitmentCost cuttingif career development is good can hire from within if HS is good lower legal fees etcBetter environmentless turnover organizational commitment increased motivation with good compensation etc Philosophical Tension Unitarianismidea that interests of employeesorganization are the same by serving one the other is also served
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