Human Resource Management

Front 1

Business functions

Back 1

Process that is performed routinely to carry out a part of the organization's mission

Front 2

5 key business function

Back 2

1. Human Resource Management

2. Information and technology management

3. Finance and Accounting

4. Marketing

5. Operations

Front 3

HRM is the process of determining human resource needs and then - list 7

Back 3

- recruiting

- selecting

- developing

- motivating

- evaluating

- compensating

- scheduling

Front 4

One reason why human resources management is receiving increased attention is:

Back 4

Major shift from traditional manufacturing industries to service

Front 5

Determining HR needs - chart

Back 5

Front 6

5 steps to determining HR needs and developing a HRM strategy (preparing and assess)

Back 6

- prepare HR inventory

- prepare job analysis

- assess demand

- assess supply

- establish an HR plan

Front 7

HRM strategy plan

Step 1. Preparing a human resource inventory of the organization employees (where are you now?)

Back 7

This inventory should include;

- ages

- names

- education

- training

Front 8

HRM strategy plan

Step 2. Preparing a job analysis

Job analysis:

Back 8

A study of what is done by employees who hold various job titles

Front 9

HRM strategy plan

Step 3. Assessing future human resources demand (alignment to strategic plan)

Back 9

Because technology changes rapidly, training programs must be stated long before the need is apparent

Front 10

HRM strategy plan

Step 4. Assessing future recourses supply

Back 10

The labour force is constantly shifting;

- getting older

- becoming more technically oriented

Front 11

HRM strategy plan

Step 5. Establishing an HR strategic plan

Back 11

The plan must address:

- recruitment

- selection

- training and development

- evaluation

- compensation

- scheduling

- career management for the labour force

Front 12

Recruiting

Back 12

Set of activities used to obtain a sufficient number of the right people at the right time

Front 13

Challenges when recruiting

List 2

Back 13

- organizational policies

- corporate culture

Front 14

Organizational policies

Back 14

Demand promotion from within, operate under union contracts, or offer low wages

Front 15

Corporate culture

Back 15

Emphasis on corporate culture, teamwork, and participate management makes it important to hire people who are not only skilled but also fit in with the culture and leadership style of the organization

Front 16

Selecting

Back 16

Process of gathering information and deciding who should be hired, under legal guidelines

Front 17

Contingent workers

Back 17

Workers who do not have regular, full time employment

Example: part time employees, temp workers, contractors

Front 18

A typical selection process invovles 5 steps

Back 18

1. Obtaining complete application forms

2. Conducting initial and follow up interviews

3. Giving employment tests

4. Confirming background information

5. Establishing trail periods

Front 19

Training and development

Back 19

Training and development include all attempts to improve productivity by increasing an employees ability to perform

Training: short term skills

Development: long term abilities

Front 20

Training and development programs include 3 steps

Back 20

1. Assessing the needs of the organization and the skills of the employees

2. Designing training activities to meet the identified needs

3. Evaluating the effectiveness of the training

Front 21

Some common training and development activities are:

Back 21

- employee orientation

- on-the-job training

- apprenticeship programs

Front 22

Management development

Back 22

Process of training and educating employees to become good managers and monitoring their progress over time

Front 23

Managers need special training in areas of:

List 4

Back 23

- Communication

- Time management

- Human Relations

- Planning

Front 24

Performance appraisal 📌 HALF WAY

Back 24

Evaluation process in which performance level is measured against an established standard

Used to:

- assess training needs

- assess promotion

Front 25

Performance appraisal process includes 6 steps:

Back 25

1. Establish standards

2. Communicate standards

3. Evaluate performance

4. Discuss results

5. Take corrective action

6. Use results to make decisions

Front 26

Compensation

Back 26

One of the main marketing tools that companies use to attract and retain qualified employees

Front 27

Compensation programs have several objectives

List 3

Back 27

- attract and retain right employees

- provide employees with incentives to work effectively

- maintain a competitive position in marketplace

Front 28

Overall compensation takes many forms

List 4

Back 28

- pay equity

- pay systems

- team compensation

- fringe benefits

Front 29

Pay equity

Back 29

Equal pay for work of equal value.

4 neutral factors:

- skill

- effort

- responsibility

- working conditions

Front 30

Pay systems

Back 30

The way an organization chooses to pay its employees.

Pay systems can include:

- Salary

- Hourly wage

- Commission

Front 31

Fridge benefits

Back 31

Compensation beyond base wages

Example:

- sick leave

- vacation pay

- health plan

Front 32

Scheduling

Back 32

Different ways that an organization can schedule work

Includes:

- flex time

- compressed work week

- telecommuting

Front 33

Flex time

Back 33

Work schedule that gives employees some freedom to choose when to work as long as they work the required number for hours

Front 34

Compressed workweek

Back 34

Work schedule that allows employees to work a full number of hours per week but in less days

Front 35

Telecommuting

Back 35

Commuting to and from work is reduced by carrying out their work away from a normal place for business

Front 36

Job sharing

Back 36

Arrangement where 2 part time employees share one full time job

Front 37

Career management

Back 37

Involving the movement of employees through promotion, reassignment, termination or retirement

Front 38

Terminating employees

Back 38

Terminating employees due to downsizing, reconstructing caused by competition and technology

Front 39

Retiring employees

Back 39

Another tool used to downsize companies to offer early retirement benefits to entice older workers to retire

Front 40

Losing employees

Back 40

Learning about an employees reasons for leaving can be invaluable in preventing the loss of other good people

Front 41

Legal issues - Provincial (acts & rights)

- list 4

Back 41

1. Workers compensation

2. Human rights

3. Labour standards

4. Trade union act

Front 42

Legal issues - Federal (Government)

- list 3

Back 42

1. Industrial relations

2. Occupational health and safety

3. Canadian human rights act

Front 43

The Canadian Human Rights Act

Back 43

The act requires that every employer ensure equal opportunities and that there is no discrimination

Front 44

Provincial matters include:

(What all provinces must include in their organization)

List 4

Back 44

- minimum wage

- hours of work

- statutory holidays

- overtime

- employment of people under the age of 18 years

Front 45

The Management process includes:

(Manager)

List 4

Back 45

Planning

Leading

Organizing

Controlling

Front 46

Departmentalization

Back 46

Dividing an organization into separate units.

Based on similar skills, expertise or resources use

Front 47

Departmentalization Advantages

Back 47

- Employees can develop skills in depth

- Good coordination within the function

Front 48

Departmentalization Disadvantages

Back 48

- may be a lack of communication amoung the different departments

- people in the same department tend to think alike