HR Management Chapters 1-10 Questions and Answers 100% correct

HR Management Chapters 1-10 Questions and Answers 100% correct Human Resource Management The policies, parties and systems that influence employees behavior, attitudes and performance HRM Practices Analysis and Design of Work HR Planning Recruiting Selection Training and Development Compensation Performance Management Employee Relations Companies with effective HRM tend to be more innovative, have greater productivity and develop a more favorable reputation in the community Human Capital an organization's employees described in terms of their training, experience, judgment, intelligence, relationships and insight Employees are... resources Sustainable Competitive Advantage an organization is better than its competitors at something and can hold that advantage over a sustained period of time necessary qualities to help organizations gain advantage... valuable, cannot be imitated, have no good substitutes,rare High performance Work System an organization in which technology, organizational structure, people, and processes all work together to give an organization a competitive advantage Example of a high performance work system designing a football play Job Analysis process of getting detailed information about jobs Job Design process of defining the way work will be performed and the tasks that a given job requires Recruitment the process through which the organization seeks applicants for potential employment Selection The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. Top Qualities Employers seek in Job Candidates Interpersonal skills work ethic initiative/flexibility honesty/loyalty strong communication skills Training A planned effort to enable employees to learn job-related knowledge, skills, and behavior. Development Acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands. Performance Management The process of ensuring that employees' activities and outputs match the organization's goals. HR can measure this with questionnaires Planning Pay and Benefits How much salary, wages bonuses, commissions, and other performance -related pay to offer. Which benefits to offer and how much of the cost will be shared by employees. Administering Pay and Benefits Systems for keeping track of employees' earnings and benefits are needed. Employees need information about their benefits plan. Extensive record keeping and reporting is needed Maintaing Positive Employee Relations means... preparing and distributing employee handbooks and newsletters and dealing with and responding to communications from employees questions Organizations depend on their HR department to help establish and communicate policies related to... hiring, discipline, promotions and benefits All aspects of HRM require... careful and discreet record keeping Government requirements include: filing reports and displaying posters, avoiding unlawful behavior HR Planning identifying the numbers and types of employees the organization will require to meet its objectives. Evidence-Based HR Collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders. ex: relationship between a new selection system and employee turnover Corporate Social Responsibility A company's commitment to meeting the needs of its stakeholders. Stakeholders The parties with an interest in the company's success (typically, shareholders, the community, customers, and employees). Skills of HRM Professionals: Credible Activist delivers results with integrity, shares information, builds trusting relationships, influences others providing candid observations and taking appropriate risks Skills of HRM Professionals: Talent Manager/Organizational Designer develops talent, designs reward systems and shapes the organization Skills of HRM Professionals: Cultural Steward facilitates change, develops and values the culture, helps employees navigate the culture(find meaning in their work, manage work/life balance, encourage innovation) Skills of HRM Professionals: Strategic Architect Recognizes business trends and their impact on the business, Applies evidence-based HR, Develops people strategies that contribute to the business strategy Skills of HRM Professionals: Operational Executor implements workplace policies, advances HR technology, administers day-today work of managing people Skills of HRM Professionals: Business Ally understands how the business makes money, understand language of the business Supervisors' involvement in HRM consider the way decisions and policies will affect their employees, understand the principles of communication and motivation Ethics fundamental principles of right and wrong. Ethical behavior is behavior that is consistent with those principles. Employee Rights: Free Consent people have the right to be treated only as they knowingly and willingly consent to be treated Employee Rights: Privacy 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. Employee Rights: Freedom of Conscience People have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms. Employee Rights: Freedom of Speech 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. Employee Rights: Due Process If people believe their rights are being violated, they have the right to a fair and impartial hearing. One way to think about ethics in business is that the morally correct action is the one that minimizes encroachments on and avoids violations of these rights. Ethical Companies act according to four principles: In their relationships with customers, vendors, and clients, ethical companies emphasize mutual benefits. Employees assume responsibility for the actions of the company. The company has a sense of purpose or vision that employees value and use in their day-to-day work. They emphasize fairness. Changing in the Labor Force Aging workforce, diverse workforce, skill deficiencies