Introduction Overview of OB HR Purpose of human Resource Management Organizational Behavior Ans OB dedicated to better understanding and managing people at work HR policies practices and systems that influence employee s behavior attitudes and performance e g HR planning knowledge and skills needed recruiting attract potential employees choosing employees selection teaching to perform jobs training and development evaluate performance management rewarding employees compensation creating a positive work environment employee relations Derailers reasons for failure 1 Inability to build or lead a team 2 Problems with interpersonal relationships 3 inability to adapt and learn Human Relations movement Ans 1 Legalization of union in 1935 2 Hawthorne Legacy 3 Writings of Mayo first and Follett second 4 McGregor s Theory X and Y Contingency Approach Ans using management concepts and techniques in a situationally appropriate manner instead of trying to rely on one best way Use of tools determined by situations Total Quality Management TQM Ans a companywide effort to continually improve the ways people machines and systems accomplish work Do it right at the first time and eliminate costly rework listen to and learn from customers and employees Make continuous improvement and ongoing focus Build teamwork trust and mutual respect Limitations Require long term commitment Expensive to implement IBM lost 60 million some companies achieve long term success Positive organizational behavior Ans positively oriented human resource strengths and psychological capacities that can be measured developed and effectively managed for performance improvement in today s workplace Confidence Hope Optimisim Subjective well being Emotional Intelligence CHOSE limiations too much focus on individual level little construct validity Theory X and Y Ans Theory X pessimistic must be coerced to achieve goal avoid responsibility little ambition Theory Y the reverse Strategy formulation implementation Ans strategy gain competitive advantage create more economic value perceived gain lost value f of value rareness and imitability strategy what to include implementation practice SWOT analysis address challenges integrate goals and tactics to maintain competitive advantage elements formulation implementation Supporting organization s strategy Ans HR planning identify number and types of employees required to meet objectives Evidence based HR collect data to prove the positive influence of HR CSR a company s commitment to meet the needs of stakeholders Stakeholders parties that have interests in the company s success human and social capital Ans Human capital productive capacity of employees social capital relationships from people HR planning basics nature of HR planning Ans def 1 links current HR capabilities with business strategies plans 2 provide ongoing discussion and tracking of development initiatives to support continued growth Book meet business objectives and have competitive advantages Job Analysis vs Job description vs Job specification Ans Job analysis duties responsibilities and accountabilities knowledge required to perform jobs successfully used in different areas in HR from different level of people e g interview Job description task duties responsibilities from job analysis job specifications KSAs translated from job descriptions Forecast HR needs 1 Internal labor demand tools trend analysis leading indicators manager insights info max and min staffing levels business activities and needs needed qualities and skills 2 Internal supply tools matrix trend CIS info historical data and forecast retention rates retirement eligibility attrition rates 3 External supply tools talent marketplace analysis info economic data government data competitive intelligence reduce labor surplus and shortage Ans reducing hours downsizing retirement plan pay reduction etc temporary hire outsource OT etc Internal vs External adv and disadv Ans Internal Adv reduce unrealistic expectation cheaper and faster well known External advs good for entry level and upper level specialists new ideas avoid freeze pay increase layoff when hiring the best External disadv poor suit for innovation nepotism for referral Employee at will vs due process Ans Employee at will may end relationship anytime due process lay out steps and can appeal when terminated Yield ratio Ans of applicants move from recruitment and selection to next stage Recruiting Interviewing and Selection Recruitment method Ans Internal job posting intranet P to P communication External advertising Costs of poor selection Selection systems Methods to ensure reliability Ans test rest reliability split half reliability parallel forms reliability content validity Ans measurement is consistent with the actual job criterion related validity Ans measurement predicts actual performance Predictive ability relationship between scores and future performance Concurrent validity compare scores to existing actual performance generalize valid in other contexts beyond the context in which the selection method was developed utility Ans the text to which something provides economic value greater than costs legality Ans Immigration Reform and Control Act of 1986 verify and maintain records on applicants legal rights to work in the U S Selection method Ans Background info Application blanks resumes reference background checks interviews tests drug and medical exams cognitive ability personality inventories biodata physical abilities selection decision result Culture and Socialization organizational culture Ans a set of shared implicit assumption that determines how it perceives think about and react to various environment Layers of organizational culture Ans Observable artifacts physical manifestation of an org e g rituals symbols stories language Espoused values stated and desired culture Enacted values real culture that is observable values concepts or beliefs pertaining to desirable end states or behaviors transcend situations guide selection or evaluation of behavior and events and are ordered by relative importance Basic assumptions unobservable and represent the core of organizational culture taken for granted irresistible to change Types of Organizational culture CVF Clan Adhocracy Hierarchy Market Ans 1 Clan internal focus and values flexibility employee focused instill cohesion through consensus and job satisfaction devote resources to hiring and developing their employees see customers as
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