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32 Cards in this Set
- Front
- Back
what is teacher name
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danielson
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HRM: Policies, practices, and systems that influence
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Employees behavior, attitudes and performance
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Abbreviations
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P=performance,
PA= performance appraisal EE=Employee, ER Employer ORGN: organization |
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Talent is a
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key competitive advantage.
"Can't be copied" |
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Functional Areas of HR (a)
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1. Strategic Planning
2. Analysis and design of work 3. Talent Managment 4. Training and development 5. Peformance Managment |
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Functional Areas of HR 2 (b)
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6. Compensation & Benefits
7. EE Relations (griev, unions) 8. EE Services 9. Personnel records 10. Helath, safety, well being |
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Only Recently have companies looked at HRM as a meaas to contribute to
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1 Profitablity
2 quality 3 other biz goals. by supporting operations. |
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Employment and recruiting
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interviewing, recruiting, testing, temp labor coordinating
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Training and Development
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Orientation, performance managment skills training, productivity enhancement
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Compensation
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Wage and salary, job descritpions, executive comp, incentive pay, job evaluation
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Benefits
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Insurance , vacation leave, retirement plans, profit sharing, stock plans
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Employee services
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Employee assistance, relocation, outplacement
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Employee and community relations
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Attitude surveys, labor relations, labor law compliance, discipline
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Personnel recoreds
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Information systems, records
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Health and safety
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safety inspection, drug testing, health, wellness
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Strategic planning
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International HR, forecasting, planning, M&A's
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Average Ratio of HR staff to employees
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1 to 93 employees
HR Expediture per employee $1,409 |
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Traditional Role of HR
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Administrative Services and transactions
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New HR Product/Role
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-Business Partner services
-Strategic Partner role |
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Administrative Services & Transactions
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Compensation, hiring, and staffing
Emphasis: Resource efficiency and service quality |
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Business Partner Services
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Developing effective SYSTEMS implement biz PLANS, TALENT mgmnt
Emphasis: Knowing the biz, problem solving, designing effective systems to ensure needed competencies |
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Strategic Partner
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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
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HR as Strat Partner: Sysco example of providing differentiation as value in customer service
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Do this by stressing companies Mission, values, goals, clear expectiations of EE and EY's
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Role of HR Changing more stratgic and
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Evidence based partner
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Evidence based partner
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Positive influence on company's bottom line or key stakeholders via analytics balanced scorecard
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Balanced Scorecard
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Looking at the company from the perspective of internal and external customers, employees and shareholders.
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Sustainablity
Changes in employment expectations |
Ability of a corp to survive and succeed in dymamic competiive enviornment
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Sustainablity
Changes in employment expectations |
Ability of a corp to survive and succeed in dymamic competiive enviornment
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Changing demographics
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different ages, communicating effectivfly coaching and develping others.one workplace many generations
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Changing demographics
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different ages, communicating effectivfly coaching and develping others.one workplace many generations
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Legal and Ethical issues
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Equal employment opportunity legislation
Employee safety and health Employee pay and benefits Employee privacy Job security |
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Legal and Ethical issues
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Equal employment opportunity legislation
Employee safety and health Employee pay and benefits Employee privacy Job security |