Chapter 1 - The Strategic Role of Human Resources Management Flashcards Preview

Management of Human Resources: The Essentials > Chapter 1 - The Strategic Role of Human Resources Management > Flashcards

Flashcards in Chapter 1 - The Strategic Role of Human Resources Management Deck (35)
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1

 

What is the GOAL of HRM?

  • Attract; 
  • Engage / Develop;
  • and Retain.

  The right mix of talented people to enable the organization to achieve its goals. 

2

Definition:

Human Resources Management (HRM)

 

The management of people in organizations (HR)

to drive successful organizational performance and achievement of strategic goals. (HRM)

3

 

Definition:

Balanced Scorecard

 

Measurement system that translates an organizations strategy in to a comprehensive set of performance measures.

4

List and describe:

2 categories HR activities fall into

Administrative (traditional operational)

  • HR hires and maintains employees and also manages employee separations.

Strategic (more recent)

  • HR focused on ensuring the company is staffed with the most effective human capital to achieve its strategic goals.

5

Describe the transformation that HR has undergone over the years.

needs an answer

6

Discuss how changes in internal and external factors have contributed to the evolution of HR.

needs and answer

7

Describe how the

external environment influences HR.

needs an answer

8

Organizational Culture

vs

Organizational Climate

Organizational Culture:

The core values, beliefs, and assumptions thar are widely shared by members of an organization. Often conveyed through a "mission statement". Shapes EE's attitudes, creates a sense of identity, fosters EE loyalty and commitment.

Organizational Climate:

The prevailing atmosphere that exists in an organization and its impact on employees.  Major influances are management leadership style, HR policies and practices, amount and style of organizational communication. Climate reflected by EE motivation, job satisfaction, performance, and productivity.

9

Discuss:

multiple jurisditions related to employment legislation affecting HRM in Canada

14 jurisdictions: Federal, 10 Provinces, 3 Territories.

Each province and territory has its own legislation around Human Rights, Employment Standards, Labour Relations, Health and Safety, and Worker's Compensation.  (90% of employment relationships)

EE's of Province and Provincial Public Sector.  Businesses that operate normally within the province and DO NOT HAVE an inter-provincial component

Companies with EE's in more than one jurisdiction = different rules apply to different EE's.

 

Federal jurisdiction is covered by federal legislation. (approx 10% of work force)

Federal Gov't, Crown Corps, Companies with an Inter-provincial component (Banks, Transportation, RCMP, Telecom etc).

10

List and describe:

6 core competencies required of

HR professionals

  1. Credible Activist - (Relationships) a respected, trusted person who is active in thier role by taking a position and challenging assumptions.  Qualities help optimize value added from its HR.
  2. Culture and Change Steward (Organization Capabilities) understanding, communicating and forstering change in the corporate culture - helps engage employees which boosts productivity.
  3.  

11

Note how the 6 core competencies are also in the roles of Line managers, Sr managers, and C-level executives.

needs an answer

12

Explain how HR has become professionalized and the value of this professionalization.

needs an answer

13

Critical Thinking

A firm has requested your assistance in ensuring that its multigenerational workforce functions effectively as a team.  What strategies or programs would you recommend?  Why?

needs an answer

14

Definition:

certification

Recognition for having met certain professional standards.

15

Definition:

change agents

Specialists who lead the organization and its employees through organizational change.

16

Definition:

contingent / non-standard workers

workers who do not have regular full-time employment status

17

Definition:

employee engagement

the emotional and intellectual involvement of employees in their work, and

the intensity, focus, and involvement they bring to their jobs and organizations

18

Definition:

empowerment

providing workers with the skills and authority to make decisions that would traditionally be made by managers

19

Definition:

environmental scanning

identifying and analyzing external opportunities and threats that may be crucial to the organization's success

20

Definition:

human capital

the knowledge, education, training, skills, and expertise of an organization's workforce

21

Definition:

human resources movement

a management philosophy focusing on concern for people and producivity

22

Definition:

metrics

statistics used to measure activities and results

23

Definition:

organizational climate

the prevailing atmosphere that exists in an organization and its impact on employees

24

Definition:

organizational culture

the core values, beliefs, and assumptions that are widely shared by members of an organization

25

Definition:

outsourcing

practice of contracting with outside vendors to handle specified business functions on a permanent basis

26

Definition:

primary sector

jobs in... 

  • agriculture,
  • fishing and trapping,
  • forestry,
  • and mining

27

Definition:

productivity

the ratio of an organization's outputs (goods & services) to its inputs (people, capital, energy, materials)

ratio:  (outputs/inputs) x 100 = ?%

 

28

Definition:

scientific management

process of "scientifically"

  • analyzing manufacturing processes,
  • reducing production costs,
  • and compensating employees based on their performance levels

29

Definition:

secondary sector

jobs in...

  • manufacturing
  • construction

30

What does HRM do?

and

How do they do it?

They assist supervisors and managers in achieving organizational results by ensuring that:

  • the right people
  • with the motivation and skills
  • are in the right roles
  • at the right time

To do that, HRM will be involved in:

  • Developing policies
  • Measuring results
  • Assisting in people development
  • Ensuring compliance with the law relating to employment