Human Resource Management Practices and Principles, Exams of Advanced Education

Download Human Resource Management Practices and Principles and more Exams Advanced Education in PDF only on Docsity! HR FIRST EXAM STUDY GUIDE 2024 Human Resource Management - The policies, practices, and systems that influence employees behavior, attitudes, and performance Human capital - An organizations employees described in terms of their training, experience, judgement, intelligence, relationships, and insight Sustainable competitive advantage - is better than competitors at something and can hold that advantage over a sustained period of time High Performance work system - an organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization an advantage in the competitive environment Job Analysis - The process of getting detailed information about jobs Job Design - the 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 applications for potential employment Selection - refers to the process by which the organization attempts to identify applicants for potential employment Top five qualities employers look for in employees - 1. Teamwork skills 2. Decision making, problem solving 3. Planning, prioritizing tasks 4. Verbal communication skills 5. Gathering/processing information Training - A planned effort to enable employees to learn job-related knowledge, skills and behavior Development - The acquisition of knowledge, skills, and behaviors that improve an employees ability to meet changes in job requirements and in customer demands. Performance management - the process of ensuring that employees activities and outputs match the organizations goals. Workforce Analytics - The Use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals Human Resource Planning - Identifying the numbers and types of employees the organization will require to meet its objectives Talent Management - A systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers Evidence-based HR - Collecting and using data to show that human resource practices have a positive influence on the company bottom line or key stakeholders Sustainability - An organizations ability to profit with depleting its resources, including employees, natural resources, and the support of the surrounding company Stakeholders - The parties with an interest in the company's success (typically shareholders, the community, customers and employees) Nine HR success competencies - - Relationship Management, Ethical Practice , HR expertise, business acumen, critical evaluation, diversity and inclusion, leadership and navigation, consultation and communication Six Skills of HRM professionals - 1. Credible activists 2. Cultural and change steward 3. talent manager / Organizational designer 4. Strategic architect 5. Business allies 6. Operational executors Every person has the right to these five basic rights - -Right of free consent -Right of privacy - Right of freedom of conscience -Right of freedom of speech - Right to due process What is the right of free consent - People gave the right to be treated as they knowingly and willingly consent to be treated. What the right of privacy? - People have the right to do as they wish in their private lives, and they have the right to control what they revel about private activities What is the right of freedom of conscience - People have the right to refuse to do what violates their moral beliefs , as long as these beliefs reflect a commonly accepted norms. What is the right to due process? - If people believe their rights have been violated, they have the right to fair and impartial hearing Occupational Safety and Health Act (OSH Act) - U.S. Law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce. Occupational Safety and Health Administration (OSHA) - Is responsible for inspecting employers, applying safety and health standards , and levying fines for violation Right to know laws - State laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous Job hazard Analysis - Safety promotion technique that involves breaking down a job into basic elements , then rating each element for its potential for harm or injury Work Flow Design - The process of analyzing the task necessary for the production of a product of service Job Position - The set of duties(job) performed by a particular person What does the work flow analysis consist of - Raw Inputs, Equipment, Human Resources --> Activity (what tasks required in the production of the output?) --> Output (what production information, or service is provided? How is outputs measured?) Job Analysis - The process of getting detailed information about jobs Job Description - A list of all the tasks, duties, and responsibilities that a particular job entails Job Specification - A list of the knowledge, skills, abilities , and other characteristics that an individual must have to perform a particular job. Fleishman Job Analysis System - Job Analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job Three dimensions of teams: - 1. Skill differentiation 2. Authority Differentiation 3. Temporal (time) stability -the length of time over which team members must work together. Importance of job analysis - -Work redesign -Human Resource Planning - Selection -Training -Performance appraisal -Career planning -Job evaluation Competency - An area of personal capability that enables employees to perform their work successfully Industrial Engineering - The study of jobs to find the simplest way to structure work in order to maximize efficiency Five characteristics of a motivating job - 1. Skill variety- variety of skills to carry out the tasks involved 2. Task identity - the degree to which a job requires completing a "whole" piece of work from beginning to end 3. Task significance- the extent to which the job has an important impact on the lives of other people. 4.Autonomy - which the job allows the individual to make decisions how the work will be carried out. 5. Feedback - the extent which someone receives clear information about performance. Job Enlargement - Brooding the types of tasks performed in a job Job extension - Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks Job rotation - Enlarging jobs by doing employees among several different jobs Job enrichment - Empowering workers by adding more decision making authority to jobs Herzberg five factors with motivating jobs - 1. Achievement 2. recognition 3. growth 4. responsibility 5. Performance of the entire job Job Sharing - A work option in which two part-time employees carry out the tasks associated with a single job Ergonomic job design - has been applied in redesigning equipment to use in jobs that are physically demanding HR department collaborates with other company functions on: - -Hiring and recruiting (interviewing) - Performance management and discipline -Enhancing employee productivity and quality Explain the three branches of government - -Legislative Branch- Headed by congress. Has enacted a number of laws governing HR activities - Executive Branch- Headed by the president. Responsible for enforcing the laws -Judicial Branch- Headed by the supreme court. -Interpret the law. The supreme court is the court of final appeal Whats the 13th & 14th amendment - 13th: Abolished slavery 14- Prevents the states from denying equal protection of the laws Title VII of the civil rights act - -Prohibits employers from discrimination based on: - Race -Color -religion -sex -National Origin -Applied to organizations that employ 15 or more -Employers may not retaliate How to avoid disparate treatment - Questions/investigations/tests used for employment decisions should be applied to all the applications/employees how to avoid disparate impact - Make sure that employment decision are really based on relevant, valid measurement General Duty Clause of OSHA - Employer has an overall obligation to furnish employees with a place of employment from recognized hazards What are the sources of job information - -The incumbents-people who currently hold the position in the organization -Dictonary of occupational titles(DOT) published by the U.S department of Labor -Occupational information Network -An online job description database developed by the labor development Trends in job analysis - "jobs" evolve over time "project-based" organizational structure Balance the need for flexibility and legal compliance from "my job" to "my role"