MGMT 363 (TAMU) - Exam 3 with 100%
complete solutions A+ rated
Human Resource Management
The policies, practices, and systems that influence employee's behavior, attitudes and
performance.
Analysis and design of work
what are the responsibilities of people who perform a given job.
HR planning
determining how many employees with specific knowledge and skills are needed.
Recruiting
attracting potential employees.
process through which the organization seeks applicants for potential employment.
Selection
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; choosing employees.
Training and Development
- teaching employees how to perform their jobs and preparing them for the future.
- a planned effort to enable employees to learn job-related knowledge, skills, and behavior.
- acquisition of knowledge, skills, and behavior that improve an employee's ability to meet
changes in job requirements and in customer demands.
Compensation
rewarding employees.
Performance Management
,process of ensuring that employees' activities and outputs match the organizational goals.
Comparing actual behavior against expectations and standards
- evaluating performance.
Employee relations
creating a positive work environment.
human capital
an organization's employees described in terms of their training, experience, judgment,
intelligence, relationships, and insight.
Sustainable Competitive Advantage
something that the organization does better than its competitors which it can continue over an
extended period of time.
Valuable
high-quality employees provide a needed service as they perform many critical functions.
Rare
there not many of these high-quality employees.
Cannot be imitated
what these high-quality employees do can't be mimicked.
No good substitutes
what these employees do cannot be replaced by something such as technology.
High-Performance Work System
an organization in which technology, organizational structure, people, and processes all work
together to give an organization a sustainable competitive advantage.
Administrative services and transactions
handling administrative such as basic paperwork, answering questions, developing policies, and
record keeping.
Business partner services
HR professionals must understand the industry in which the organization competes in order to
find the human resources that will allow the company to compete.
, Strategic Partner
must understand the long term plans of the organization in order to meet the HR needs to
accomplish that plan.
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.
Planning Pay & Benefits
how much direct, or performance related compensation will be paid to the various jobs within
the organization. Also, must decide what benefits will be offered to employees and how much
of the cost will be shared by employees.
Administering Pay & Benefits
Need to keep track of how much employees earn in both direct and indirect benefits. There are
many laws that need to be followed related to pay.
Maintaining Positive Employee Relations
engage in a variety of activities to communicate information to employees and receive
information from the employees.
Establishing and Administering Personnel Policies
the HR department is often tasked with the responsibility to develop policies that cover the
interactions between the organization and employees and then must make sure that these
policies are consistently followed.
Workforce analytics
use of quantitative tools and scientific methods to analyze data from HR databases and other
sources to make evidence-based decisions that support business goals.
Ensuring Compliance with Labor Laws
The HR department is often tasked with maintaining awareness of the various laws at local,
state, and federal levels that applies to the management of employees and ensure that these
laws are being followed.
Supporting the Organization's Strategy
complete solutions A+ rated
Human Resource Management
The policies, practices, and systems that influence employee's behavior, attitudes and
performance.
Analysis and design of work
what are the responsibilities of people who perform a given job.
HR planning
determining how many employees with specific knowledge and skills are needed.
Recruiting
attracting potential employees.
process through which the organization seeks applicants for potential employment.
Selection
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; choosing employees.
Training and Development
- teaching employees how to perform their jobs and preparing them for the future.
- a planned effort to enable employees to learn job-related knowledge, skills, and behavior.
- acquisition of knowledge, skills, and behavior that improve an employee's ability to meet
changes in job requirements and in customer demands.
Compensation
rewarding employees.
Performance Management
,process of ensuring that employees' activities and outputs match the organizational goals.
Comparing actual behavior against expectations and standards
- evaluating performance.
Employee relations
creating a positive work environment.
human capital
an organization's employees described in terms of their training, experience, judgment,
intelligence, relationships, and insight.
Sustainable Competitive Advantage
something that the organization does better than its competitors which it can continue over an
extended period of time.
Valuable
high-quality employees provide a needed service as they perform many critical functions.
Rare
there not many of these high-quality employees.
Cannot be imitated
what these high-quality employees do can't be mimicked.
No good substitutes
what these employees do cannot be replaced by something such as technology.
High-Performance Work System
an organization in which technology, organizational structure, people, and processes all work
together to give an organization a sustainable competitive advantage.
Administrative services and transactions
handling administrative such as basic paperwork, answering questions, developing policies, and
record keeping.
Business partner services
HR professionals must understand the industry in which the organization competes in order to
find the human resources that will allow the company to compete.
, Strategic Partner
must understand the long term plans of the organization in order to meet the HR needs to
accomplish that plan.
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.
Planning Pay & Benefits
how much direct, or performance related compensation will be paid to the various jobs within
the organization. Also, must decide what benefits will be offered to employees and how much
of the cost will be shared by employees.
Administering Pay & Benefits
Need to keep track of how much employees earn in both direct and indirect benefits. There are
many laws that need to be followed related to pay.
Maintaining Positive Employee Relations
engage in a variety of activities to communicate information to employees and receive
information from the employees.
Establishing and Administering Personnel Policies
the HR department is often tasked with the responsibility to develop policies that cover the
interactions between the organization and employees and then must make sure that these
policies are consistently followed.
Workforce analytics
use of quantitative tools and scientific methods to analyze data from HR databases and other
sources to make evidence-based decisions that support business goals.
Ensuring Compliance with Labor Laws
The HR department is often tasked with maintaining awareness of the various laws at local,
state, and federal levels that applies to the management of employees and ensure that these
laws are being followed.
Supporting the Organization's Strategy
