Human Resource Management

Front 1

Human Resource Management

Back 1

Designing management systems to ensure that human talent is used effectively & efficiently to accomplish organizational goals.

Human Talent is needed its not all about technology. Creative development, people are in demand.

Front 2

Human Capital

Back 2

The collective value o the capabilities, knowledge, skills, life experiences, & motivation of an organizational workforce.

Front 3

Core Competency

Back 3

A unique capability that creates high value and differentiates an organization from its competition.

Front 4

Human Resources as Successful Competencies

Back 4

Productivity, Quality/Service, Employee Skills, Innovative Operations

Front 5

Productivity

Back 5

A measure of the quantity & quality of work done, considerin the cost of the resources used.

Front 6

Unit Labor Cost

Back 6

A measure of HR productivity computed by dividing the average cos of workers by their average levels of output.

Front 7

Restructing the Organization

Back 7

Revising organizational structure, reducing staff, aiding in mergers & acquisitions.

Front 8

Re-designing work

Back 8

Changing workloads & combining jobs, reshaping jobs due to technology changes.

Front 9

Alligning HR Activities

Back 9

Attracting & retaining employees, training, developing, and evaluating employees, compensating employees & other HR activities.

Front 10

Outsoucing

Back 10

Using domestic vendors/contractors instead of employees, outsourcing operations internationally.

Front 11

What should you do to reduce the liklihood of illegal & unethical behaviors?

Back 11

Have a written code of ethics & conduct standards.
Provide ethical behavior training & advice.
Establish confidential reportin systems for ethical misconduct.

Front 12

What are some HR Management challenges?

Back 12

Organizational costs, economies & job changes, Workforce demographics & diversity, globalization of organizations and HR.

Front 13

What are HR Management roles?

Back 13

Administrative, Operational & employee advocate, and strategic.

Front 14

Core competency

Back 14

Unique capability. Make your product different from other peoples product with a creative design.

ex. toothpaste. The opening has gotten bigger thru the years. It looks better but you use more toothpaste so you have to buy it more often.

Front 15

Allocating resources

Back 15

If you dont have he resources your dead in the water. If it's not in the budget it can't be done. You need resources to execute your plans.

Front 16

When is job sharing easier?

Back 16

It is easier when you have a lot of part time people. Especially for jobs when the turnover rate is high maning a lot of high stressed jobs. A bunch of ppl sharing a job & sometimes its difficult because the ppl dont get along.

Front 17

What is the shortfall to job rotation?

Back 17

When a company is cutting jobs because when you train someone your job youdont want that person to better at your job so you might leave out key things they need to know. It's nice for management but not for the person being rotated.

Front 18

What do all businesses strive for?

Back 18

Motivation, performance, & satisfactions. You cant force people to be motivated and you cant force ppl to perform a the top. The majority of ppl in this world arnt satisfied with their job. But a co. still strives to succeed.

Front 19

Why are generation of owners not always a good thing?

Back 19

Increasing probability of someone geting hurt which would mean workers comp. will go up.

Front 20

Why should you get to know the people you work with?>

Back 20

If there is a new job opening in your department your more likely to get the job if they know you better, because they know how you are as a workers and they know what to expect out of you.