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32 Cards in this Set

  • Front
  • Back
what is teacher name
danielson
HRM: Policies, practices, and systems that influence
Employees behavior, attitudes and performance
Abbreviations
P=performance,
PA= performance appraisal
EE=Employee, ER Employer
ORGN: organization
Talent is a
key competitive advantage.
"Can't be copied"
Functional Areas of HR (a)
1. Strategic Planning
2. Analysis and design of work
3. Talent Managment
4. Training and development
5. Peformance Managment
Functional Areas of HR 2 (b)
6. Compensation & Benefits
7. EE Relations (griev, unions)
8. EE Services
9. Personnel records
10. Helath, safety, well being
Only Recently have companies looked at HRM as a meaas to contribute to
1 Profitablity
2 quality
3 other biz goals.
by supporting operations.
Employment and recruiting
interviewing, recruiting, testing, temp labor coordinating
Training and Development
Orientation, performance managment skills training, productivity enhancement
Compensation
Wage and salary, job descritpions, executive comp, incentive pay, job evaluation
Benefits
Insurance , vacation leave, retirement plans, profit sharing, stock plans
Employee services
Employee assistance, relocation, outplacement
Employee and community relations
Attitude surveys, labor relations, labor law compliance, discipline
Personnel recoreds
Information systems, records
Health and safety
safety inspection, drug testing, health, wellness
Strategic planning
International HR, forecasting, planning, M&A's
Average Ratio of HR staff to employees
1 to 93 employees

HR Expediture per employee $1,409
Traditional Role of HR
Administrative Services and transactions
New HR Product/Role
-Business Partner services
-Strategic Partner role
Administrative Services & Transactions
Compensation, hiring, and staffing
Emphasis: Resource efficiency and service quality
Business Partner Services
Developing effective SYSTEMS implement biz PLANS, TALENT mgmnt
Emphasis: Knowing the biz, problem solving, designing effective systems to ensure needed competencies
Strategic Partner
Strategic Partner: Contributing to business strategy based on considerations of human capital, business capabilities, readiness, and developing HR practices as strategic differentiators • Emphasis: Knowledge of HR and of the business, competition, the market, and business strategies
HR as Strat Partner: Sysco example of providing differentiation as value in customer service
Do this by stressing companies Mission, values, goals, clear expectiations of EE and EY's
Role of HR Changing more stratgic and
Evidence based partner
Evidence based partner
Positive influence on company's bottom line or key stakeholders via analytics balanced scorecard
Balanced Scorecard
Looking at the company from the perspective of internal and external customers, employees and shareholders.
Sustainablity
Changes in employment expectations
Ability of a corp to survive and succeed in dymamic competiive enviornment
Sustainablity
Changes in employment expectations
Ability of a corp to survive and succeed in dymamic competiive enviornment
Changing demographics
different ages, communicating effectivfly coaching and develping others.one workplace many generations
Changing demographics
different ages, communicating effectivfly coaching and develping others.one workplace many generations
Legal and Ethical issues
Equal employment opportunity legislation
Employee safety and health
Employee pay and benefits
Employee privacy
Job security
Legal and Ethical issues
Equal employment opportunity legislation
Employee safety and health
Employee pay and benefits
Employee privacy
Job security