The Summary contains the chapters 1,4,5,6,7,8,9,10. So all that will be asked in the exam. The entire theory of the slides is summarized in detail and supplemented with theories from the book.
Test Bank for Human Resource Management 16th Edition by Gary Dessler
Summary of Human Resource Management, Global Edition (ISBN: 9780135172780)
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Hanzehogeschool Groningen (Hanze)
International Business And Management Studies
Human Resources Management (PTM2HRM1)
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HR-Management, Dessler – Exam Preparation
Inhaltsverzeichnis
Chapter 1 – Introduction to HR-Management .................................................................................................... 4
Learning Objectives ............................................................................................................................................. 4
1.1 Explain What Human Resource Management Is and How It Relates to the Management Process .............. 4
1.2: Briefly Discuss and Illustrate the Important Trends Influencing Human Resource Management .............. 5
1.3: Briefly Describe Important Components or Pillars of Human Resource Management Today .................... 6
1.4: List at Least Four Important Human Resource Manager Competencies ..................................................... 7
Chapter Section Summaries ................................................................................................................................. 8
Chapter 4 – Job Analysis & The talent management process ............................................................................ 9
Learning Objectives ............................................................................................................................................. 9
4.1 The talent management process ..................................................................................................................... 9
4.2 Job analysis .................................................................................................................................................... 9
4.3 Collecting job analysis information ............................................................................................................. 11
4.4 Writing a job description ............................................................................................................................. 11
4.5 Writing a job specification ........................................................................................................................... 11
4.6 Using competencies Models ......................................................................................................................... 12
Chapter Section Summaries ............................................................................................................................... 13
Chapter 5 – Personnel Planning & Recruiting .................................................................................................. 14
Learning Objectives ........................................................................................................................................... 14
5.1: Define Workforce Planning, and Explain How to Develop a Workforce Plan .......................................... 14
5.2: Need for Effective Recruiting and How to Make Recruiting More Effective ............................................. 16
5.3: Discuss the Main Internal Sources of Candidates...................................................................................... 17
5.4: Describe How to Use to Recruiting to Improve Employee Engagement .................................................... 17
5.5: Discuss the Main Outside Sources of Candidates, and Create an Employment Ad ................................... 17
5.6: Explain How to Recruit a More Diverse Workforce .................................................................................. 19
5.7: Discuss Practical Guidelines for Obtaining Application Information ....................................................... 19
Chapter Section Summaries ............................................................................................................................... 20
Chapter 6 – Employee Testing............................................................................................................................. 21
Learning Objectives ........................................................................................................................................... 21
6.1: Answer the Question: Why Is It Important to Test and Select Employees? ............................................... 21
6.2: Explain What Is Meant by Reliability and Validity .................................................................................... 21
6.3: List and Briefly Describe the Basic Categories of Selection Tests, with Examples ................................... 23
6.4: Explain How to Use Two Work Simulations for Selection ......................................................................... 24
6.5: Describe Four Ways to Improve an Employer’s Background Checking Process ...................................... 24
Chapter Section Summaries ............................................................................................................................... 25
, Learning Objectives ........................................................................................................................................... 26
7.1: Give Examples of the Main Types of Selection Interviews ......................................................................... 26
7.2: Give Examples of the Main Errors That Can Undermine an Interview’s Usefulness ................................ 27
7.3: Define a Structured Situational Interview and Explain How to Conduct Effective Selection Interviews .. 28
7.4: Give Examples of How to Use Employee Selection Methods to Improve Employee Engagement ............. 29
7.5: List the Main Points in Developing and Extending the Actual Job Offer .................................................. 29
Chapter Section Summaries ............................................................................................................................... 30
Chapter 8 – Training & Development ................................................................................................................ 31
Learning Objectives ........................................................................................................................................... 31
8.1. Summarize the purpose and process of employee orientation .................................................................... 31
8.2. Give an example of how to design onboarding to improve employee engagement .................................... 31
8.3. List and briefly explain each of the steps in the training process ............................................................... 32
8.4 Developing training programs ..................................................................................................................... 32
8.5 Management development ........................................................................................................................... 33
8.6 Importance of steps in leading organizational change ................................................................................ 33
8.7 Organizational development ........................................................................................................................ 33
Chapter Section Summaries ............................................................................................................................... 35
Chapter 9 – Performance Management & Appraisal ....................................................................................... 36
• Performance appraisal: ........................................................................................................................... 36
• Performance appraisal process: .............................................................................................................. 36
• Performance management: ...................................................................................................................... 36
Defining the employee’s goals and performance standards: ............................................................................ 36
Who should do the appraisal? ........................................................................................................................... 36
Techniques for appraising performance:........................................................................................................... 36
Alternative rating method: ................................................................................................................................. 37
Paired comparison method: ............................................................................................................................... 37
Forced distribution model: ................................................................................................................................ 37
Critical incident method: ................................................................................................................................... 37
Narrative forms:................................................................................................................................................. 37
Advantages the BARS (although it takes more time) ......................................................................................... 37
• Mixed standards scales: ........................................................................................................................... 37
• Electronic performance monitoring (EPM): ............................................................................................ 37
Dealing with appraisal problems: ..................................................................................................................... 37
• Appraisal interview .................................................................................................................................. 38
Performance management vs performance appraisal ....................................................................................... 38
Six basic elements of performance management: .............................................................................................. 38
Using information technology to support performance management: .............................................................. 38
Talent management practices and employee appraisal ..................................................................................... 39
Chapter 10 – Employee Retention, Engagement and Careers ......................................................................... 40
,Retention strategies ............................................................................................................................................ 40
• Job withdrawal ......................................................................................................................................... 40
• Engagement .............................................................................................................................................. 40
Career: ............................................................................................................................................................... 41
Career development: .......................................................................................................................................... 41
Career planning ................................................................................................................................................. 41
Reality shock ...................................................................................................................................................... 41
Career Management Systems ............................................................................................................................. 41
Effectively coaching an employee – four-step process ...................................................................................... 42
Benefits and disadvantages of mentoring .......................................................................................................... 42
Main promotion decisions.................................................................................................................................. 42
, Chapter 1 – Introduction to HR-Management
Learning Objectives
1.1. Explain what human resource management is and how it relates to the management
process.
1.2. Briefly discuss and illustrate the important trends influencing human resource
management.
1.3. Briefly describe important components or pillars of human management today.
1.4. List at least four important human resource manager competencies.
1.1 Explain What Human Resource Management Is and How It Relates to the
Management Process
The Management Process
● Planning
Establishing goals and standards; developing rules and procedures; developing plans and forecasts
● Organizing
Giving each subordinate a specific task; establishing departments; delegating authority to
subordinates; establishing channels of authority and communication; coordinating the work of
subordinates
● Staffing
Determining what type of people should be hired; recruiting prospective employees; selecting
employees; setting performance standards; compensating employees; evaluating performance;
counseling employees; training and developing employees
● Leading
Getting others to get the job done; maintaining morale; motivating subordinates
● Controlling
Setting standards such as sales quotas, quality standards, or production levels; checking to see how
actual performance compares with these standards; taking corrective action as needed
Why Is Human Resource Management Important to All Managers?
• To avoid personnel mistakes
• To improve profits and performance
• You may spend some time as an HR manager
• You may end up as your own human resource manager
Line and Staff Aspects of Human Resource Management
à Authority is the right to make decisions, to direct the work of others, and to give orders.
Managers usually distinguish between line authority and staff authority.
• Line authority gives you the right to issue orders
• Staff authority gives you the right to advise others in the organization
Line Manager’s HR Management Responsibilities
• Placing the right person in the right job
• Starting new employees in the organization (orientation)
• Training employees for jobs that are new to them
• Improving the job performance of each person
• Gaining creative cooperation and developing smooth working relationships
• Interpreting the company policies and procedures
• Controlling labor cost
• Developing the abilities of each person
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