Textbook Notes (280,000)
CA (170,000)
U of G (10,000)
MGMT (100)
Chapter 8

MGMT 1000 Chapter Notes - Chapter 8: Human Resource Management, Job Performance, The Foundations

Course Code
MGMT 1000
Kathleen Rodenburg

This preview shows page 1. to view the full 4 pages of the document.
Human resource management (HRM): set of organizational activities directed at attracting,
developing, and maintaining an effective workforce
Human Resource Planning:
- Job Analysis:
- Job description: lists the duties of a job; it's working conditions; and the tools,
materials, and equipment used to perform
- Job specification: lists the skills, abilities, and other credentials needed to do the job
Forecasting HR Demand and Supply:
Forecasting labour involves two tasks
- Forecasting Internal Supply:
the number and type of employees will be in the firm at some
future date
Replacement Charts:
- Lists each important managerial position, who occupies it and how long they
will have it for, who is qualified now,
Skill Inventories:
Employee information systems (skills inventories):
- Computerised and contain information on each employee’s education
skills, work experience, and career aspirations.
- Forecasting external supply:
the number and type of people who will be available for hiring
from the labour market at large
Matching HR Supply and Demand:
- If a shortfall is predicted, new employees can be hired, present employees can be retrained
and transferred to understaffed areas
- If organization needs to hire: external labour-supply forecast
Recruiting Human Resources:
Recruiting: is the process of attractive qualified people to apply for available jobs
Internal recruiting: means considering present employees as candidates for openings
External recruiting: Attracting people outside the organization to apply for jobs
Selecting Human Resources:
- Application forms
- Tests
You're Reading a Preview

Unlock to view full version