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21 Cards in this Set
- Front
- Back
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What are the responsibilities of the Job Function...
Analysis and Design of Work |
Work analysis; job design; job descriptions
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What are the responsibilities of the Job Function...
Recruitment and Selection |
Recruiting; job postings; interviewing; testing; coordinating use of temporary labor
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What are the responsibilities of the Job Function...
Training and development |
Orientation; skills training; career development programs
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What are the responsibilities of the Job Function...
Performance management |
Performance measures; preperation and administration of performance appraisals; discipline
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What are the responsibilities of the Job Function...
Compensation and benefits |
Wage and salary administration; incentive pay; insurance; vacation leave administration; retirement plans; profit sharing; stock plans
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What are the responsibilities of the Job Function...
Employee relations |
Attitude surveys; labor relations; employee handbooks; company publications; labor law compliance; relocation and outplacement services
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What are the responsibilities of the Job Function...
Personnel Policies |
Policy creation; policy communication; record keeping; HR Information systems
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What are the responsibilities of the Job Function...
Compliance with laws |
Policies to ensure lawful behavior; reporting; posting information; safety inspections; accessibility accommodations
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What are the responsibilities of the Job Function...
Support for strategy |
HR planning and forecasting; change management
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What is human resource planning
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Identifying the numbers and types of employees the organization will require to meet its objectives.
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Summarize the types of skills needed for human resource management
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Human Relations skills,
Decision making skills, Leadership skills, Technical skills |
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Right of free consent
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— People have the right to be treated only as they knowingly and willingly consent to be treated. An example that applies to employees would be that employees should know the nature of the job they are being hired to do; the employer should not deceive them.
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Right of privacy
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— People have the right to do as they wish in their private lives, and they have the right to control what they reveal about private activities. One way an employer respects this right is by keeping employees’ medical records confidential.
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Right of freedom of conscience
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— People have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms. A supervisor who demands that an employee do something that is unsafe or environmentally damaging may be violating this right if it conflicts with the employee’s values. (Such behavior could be illegal as well as unethical.)
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Right of freedom of speech
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— People have the right to criticize an organization’s ethics, if they do so in good conscience and their criticism does not violate the rights of individuals in the organization. Many organizations address this right by offering hot lines or policies and procedures designed to handle complaints from employees.
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Right to due process
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— If people believe their rights are being violated, they have the right to a fair and impartial hearing. As we will see in Chapter 3, Congress has addressed this right in some circumstances by establishing agencies to hear complaints when employees believe their employer has not provided a fair hearing. For example, the Equal Employment Opportunity Commission may prosecute complaints of discrimination if it believes the employer did not fairly handle the problem.
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Human resources have these necessary qualities:
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Human resources are VALUABLE.
• Human resources are RARE • Human resources CANNOT BE IMITATED. • Human resources have NO GOOD SUBSTITUTES. |
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Human resources are VALUABLE.
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High- quality employees provide a needed service as they perform many critical functions.
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Human resources are RARE
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in the sense that a person with high levels of the needed skills and knowledge is not common. An organization may spend months looking for a talented and experienced manager or technician.
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Human resources CANNOT BE IMITATED.
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To imitate human re-sources at a high- performing competitor, you would have to figure out which employees are providing the advantage and how. Then you would have to recruit people who can do precisely the same thing and set up the systems that enable those people to imitate your competitor.
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Human resources have NO GOOD SUBSTITUTES.
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When people are well trained and highly motivated, they learn, develop their abilities, and care about customers. It is difficult to imagine another re-source that can match committed and talented employees.
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