UB MGI 301 - HRM test one study guide (8 pages)

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HRM test one study guide



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HRM test one study guide

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Pages:
8
School:
University at Buffalo, The State University of New York
Course:
Mgi 301 - Human Resources Mgt
Unformatted text preview:

Overview of HRM What is HR term used to devise formal systems devised for the management of people within an organization Why does it matter Effective HR practices can help with cost cutting obedience to legal and ethical standards People are a source of competitive advantage HRM is all about using your employees human social and intellectual capital to gain a competitive advantage and to do so in accordance with legislation and basic human decency HRM Functions 1 Analysis and design of work job analysis 2 Recruitment and Selection recruiting interviewing assessments coordinating temporary employees 3 Training and Development orientation socialization development programs 4 Performance Management performance appraisals feedback and coaching 5 Compensation and benefits wage and salary administration insurance vacation retirement health and wellness 6 Employee Relations Labor Relations Attitude surveys employee handbook relocation and outplacement services 7 Employee data and information system record keeping workforce analytics 8 Legal compliance Policies to ensure lawful behavior safety inspections accessibility accommodations privacy policies ethics 9 Support for Business Strategy HR planning and forecasting talent management organizational development Trends in HRM Outsourcing HRM responsibilities having a third party provide HRM responsibilities Benefits to outsourcing 1 saves money 2 improves the quality of HR by relieving middle managers of those duties and hiring a company to focus on the issues full time 3 Better talent recruitment and management 4 Protection from lawsuits With outsourcing and also introduction of software and analytic tools HR professionals are less busy with administrative stuff and more involved in designing HR strategy that are aligned with and serve firm strategy Allows actions like salary change terminations etc To be taken by line managers HR professionals are more focused on employee development needs assessment HR planning Current Realities of HRM 1 Administrative activities have become easy with the use of software 2 Now there is a shift towards attracting the right people to the company 3 And then hiring those who have the most fit with our needs and culture 4 And then developing their skills and maintaining them Goals of HRM Goals 1 Facilitating organizational competitiveness 2 Complying with legal and social obligations 3 Enhancing productivity and quality 4 Promoting individual growth and development HRM STRATEGY What is Strategic Management significant impact on key performance indicators like EPS or earnings per share sales for a company or living dying losing a part etc for a person typically has significant risk ambiguity and uncertainty needs support of key stakeholder typically but not always long term typically driven by competition Strategic management is bridging between NOW and FUTURE Where are we now Where do we want to go from here How are we going to get there Strategic management is a process for analyzing a company s competitive situation developing a plan of action and allocation of resources that will increase the likelihood of achieving those goals Dell example goal set in 1994 50 of sale through internet strategic actions developing a website advertising their website preparing employees and managers Results decrease in the cost of interactions with customers Now sales associates had much more free time to interact with big customers Dell online sales in 1996 1 mill USD Dell online sales in 1999 35 mill USD Summary A company s strategy is management s game plan for growing the business staking out a market position attracting and pleasing customers competing successfully conducting operations and achieving targeted objectives Different levels of HRM integration in Strategic Management In order to effectively compete in the market you must link your strategic plan with HRM There are a few ways to do this 1 One way top down linkages upper management develops the strategic plan and informs HR departments of their function with the plan 2 Two way linkages HRM is considered during the strategy formulation process this is sequential 3 Integrative Linkages dynamic participation in the strategy formulation process there may be a chief human resources officer HR LEGAL Every HR action you take as a manager from interviewing applicants to training appraising and rewarding them has equal employment opportunity implications Equal Employment Opportunity EEO the government s attempt to ensure that all individuals have an equal opportunity for employment regardless of race color religion sex age disability or national origin Laws and statues seek to ensure equal opportunity employment Prospective employees protection from discrimination in selection initial job placement and initial compensation Current Employees Protection from discrimination in performance appraisal subsequent job placements training and development opportunities career and promotion opportunities and all other dimensions of work in the organization The Equal Pay Act of 1963 Men and women in the same organization who are doing equal work must be paid equally Equal does not necessarily mean identical Substantially equal it is job content not job titles that determines job equality Under what conditions can men and women be paid differently for doing the same job 1 Seniority 2 Merit This is behavioral science It can be difficult to quantify variables such as skills 3 Quantity or quality of production Given an organizational practice is found in violation of this act no pay may be reduced Instead pay differentials are corrected by paying the lower paid employee more Civil Rights Act CRA of 1964 Title VII Prohibits discrimination on employment actions based on an individual s race color sex religion or national origin Title VII applies to employers with 15 or more employees who are working 20 or more weeks a year Title VII created the Equal Employment Opportunity Commission EEOC The goal of the EEOC is to ensure that organizations are hiring and dismissing individuals based solely on the individual s ability to perform the job Civil Rights Act of 1991 Several Supreme Court rulings in the 1980s limited the protection of women and minorities Congress passed this act the burden of proof is on the employer Age Discrimination and Employment Act ADEA Prohibits discrimination against individuals who are 40 years or older An employer can be liable for age discrimination if the


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