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Study Guide

[MHR 523] - Final Exam Guide - Everything you need to know! (25 pages long)


Department
Human Resources
Course Code
MHR 523
Professor
Pat Sniderman
Study Guide
Final

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Ryerson
MHR 523
FINAL EXAM
STUDY GUIDE

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Human Resources Management
Week 1 Lecture/Textbook Notes
The Strategic Role of Human Resources Management
human resources management - the management of people in organizations to drive
successful organizational performance and achievement of the organization’s
strategic goals
human capital - the knowledge, education, training skills and expertise of an
organization’s workforce
Organizational and Strategic Aspects of Human Resources Management
authority - the right to make decisions, direct others’ work and give orders
line authority - exerted by an HR manager by directing the activities of the people in
his/her own business unit, department or service area; give direction, hire and fire
staff authority - gives the manager the right to advise other managers or employees;
give advice, develop policies and practices that line managers follow
line manager - a manager authorized to direct the work of subordinates and is
responsible for accomplishing the organization’s tasks
staff manager - a manager who assists and advises line managers
Example
Today’s HR Professional
enormous growth in the number of HR managers, directors, VPs and Senior VPs
there are 3 levels of HR Professional Certifications
1. Certified HR Professional - entry level designation
2. Certified HR Leader - professional designation
3. Certified HR Executive - executive designation
Characteristics of HRM Professions
1. A common body of knowledge
2. benchmarked performance standards
HR Department (Staff)
Marketing Manager (Line)
-meets with manager to get input for job
description
-recruits for job applicants and does
initial screening
-designs performance appraisal
document and trains manager
-provides input to human resources for
job description
-interviews final three applicants and
makes selection decision
-completes performance appraisal forms
and conducts PA interview
-obtains help from HR when needed
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3. A representative professional association
4. External perception as a profession
5. A code of ethics
6. Required training credentials
7. An ongoing need for skill development
8. Maintenance of professional competence
HR Competencies and Model
credible activist - respected, listened to, trusted, takes a position and challenges
assumptions
culture and change steward - the ability to appreciate, help share and articulate an
organization’s corporate culture includes understanding, guiding and reacting to both
internal and external stakeholder expectations
talent manager and organizational designer - recruit effectively, reduce turnover and
redesign structure
strategy architect - identity, forecast, and facilitate organizational responses to an
ever-changing internal workforce and often volatile external pressures
operational executor - act as change agents who lead the organization ad its
employees through organizational change
business ally - act as a consultant and ally to non-HR managers and work with them
on environmental scanning, which involves identifying and analyzing external
opportunities and threats that may be crucial to the organization’s success
Organizational
1. Workforce planning and talent
manager
2. Labour and employee relations
3. Total rewards
Team Based
4. Professional practices
5. Organizational effectiveness
6. Labour and employee relations
Individual
7. Learning and development
8. Health, wellness and safe workplace
9. HR metrics, reporting and financial
management
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