Introduction to Human Resource Management Questions and Answers 100% correct

Introduction to Human Resource Management Questions and Answers 100% correct Human resource (HR) departments date back to the late nineteenth and early twentieth centuries when factory workers began forming unions in response to unfair wages and long hours. ... Defining HRM HRM is the process of managing people by selecting, recruiting, training, appraising, developing, and compensating employees and attending to their labor relations, health and safety concerns, and fairness concerns. HR creates value by engaging in activities that cultivate the employee behaviors an organization needs to achieve its strategic goals. - Has Functional Control --------------------- 5 Functions involved in Managing: 1) Planning: Establishing goals and standards; developing rules and procedures; developing plans and forecasting. 2) Organizing: Giving a subordinate a specific task ; establishing departments; delegating authority to subordinates; establishing channels of authority and communication; coordinating subordinates work. 3) Staffing: Determining what type of people you should hire; recruiting prospective employees; selecting employees; training and developing employees; compensating employees. 4) Leading: Getting others to get the job done; maintaining morale; motivating subordinates. 5) Controlling: Setting standards such as sales quotas, quality standards, or production levels; checking to see how actual performance compares with these standards; taking corrective action, as needed. Appraising A process of assessing individual employee performance. Labor Relations Specialist A staff role responsible for advising management on all aspects of union-management relations. Organization People with formally assigned roles who work together to achieve the organization's goals. Manager The person responsible for accomplishing the organization's goals, and who does so by managing (planning, organizing, staffing, leading, and controlling) the efforts of the organization's people. Management Process The five basic functions of planning, organizing, staffing, leading, controlling. Human Resource Management (HRM) The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. Authority The right to make decisions, to direct the work of others, and to give orders. Managers usually distinguish between line of authority and staff authority. Line Authority Give managers the right to issue orders to other managers or employees. Line authority therefore creates a superior (order giver)- subordinate (order receiver) relationship. Staff Authority Give a manager the right to advice other managers or employees. It creates an advisory relationship. Line Manager A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization's tasks. -Typical in managing departments that are critical to survival like sales and production Staff Managers A manager who assists and advises line managers. -Typical in managing departments that are advisory and supportive like purchasing and human resource management Functional authority The authority exerted by an HR manager as coordinator of personnel activities. After the key factors are identified, the management needs to: Determine what role HR and other managers will play in the five basic management functions: planning, organizing, staffing, leading, and controlling. Ensure that the HR department has the expertise, policies, procedures, and systems in place to carry out these functions. Ensure that HR is properly staffed to provide the support and coordination of all HR functions throughout the organization. Line Managers' Human Resource Duties of a major company 1) Placing the right person in the right job 2) Starting new employees for jobs that are new to them 3) Training employees for jobs that are new to them 4) Improving the job performance of each person 5) Gaining cooperation and developing smooth working relationships 6) Interpreting the company's policies and procedures 7) Controlling labor costs 8) Developing the abilities of each person 9) Creating and maintaining department morale 10) Protecting employees' health and physical condition Human Resource Manager's 3 distinct functions: 1) A Line function: The Human resource manager directs the activities of the people in his or her own department and perhaps in related areas (like the plant cafeteria). 2) A coordinative function: The human resource manager also coordinates personnel activities, a duty often referred to as functional authority ( or functional control). Here he or she ensures that line managers are implementing the firm's human resource polices and practices (for example, adhering to its sexual harassment polices). 3) Staff (assist and advise) functions: Assisting and advising line managers in the heart of the human resource manager's job. He or she advises the CEO so the CEO can better understand the personnel aspects of the company's strategic options. HR assists in hiring, training, evaluating, rewarding, counseling, promoting, and firing employees. It administers the various benefit programs (health and accident insurance, retirement, vacation, and so on). It helps line managers comply with equal employment and occupational safety laws, and plays an important role in handling grievances and labor relations. It carries out an innovator role, by providing up-to-date information on current trends and new methods for better utilizing the company's employees (or "human resources"). It plays an employee advocacy role, by representing the interests of employees within the framework of its primary obligation to senior management. The size of the human resource department reflects... the size of the employer. Examples of human resource management specialties include: * Recruiters: Search for qualified job applicants. Equal employment opportunity (EEO) coordinators. Investigate and resolve EEO grievances; examine organizational practices for potential violations; and compile and submit EEO reports. Job analysts: Collect and examine information about jobs to prepare job descriptions. Compensation managers: Develop compensation plans and handle the employee benefits program. Training Specialists: Plan, organize, and direct training activities. Labor relations specialists: Advise management on all aspects of union-management relations. New Approaches to organizing HR: * Transactional HR group: Uses centralized call centers and outsourcing arrangements (such as with benefits advisors) to provide support for day-to-day transactional activities (such as changing benefits plans and employee assistance counseling). -75% of respondents said their firms use this. * Corporate HR group: Focuses on assisting top management in "top level" big picture issues such as developing and explaining the personnel aspects of the company's long-term strategic plan. * Embedded HR unit: Assigns HR generalists (also known as "relationship managers" or "HR business partners") directly to departments like sales and production. They provide the localized human resource management assistance the departments need. * Centers of Expertise: Are like specialized HR consulting firms within the company--for instance they provide specialized assistance in areas such as organizational change. Firms that assign HR's exclusive control: - 60% of firms assign HR the exclusive responsibility for preemployment testing - 75% assign it college recruiting -80% assign it insurance benefits administration HR's role in job interviews: - In 25% of firms, HR's alone handles interviewing. - In 60% of firms, HR and the other hiring departments are both involved in interviewing. Globalization: The tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad. Companies expand abroad (globalize) for several reasons: 1) Sale expansion 2) Manufactures seeking new foreign products and services to sell and cut the labor costs. Globalization means more competition and more competition means more pressure to be "world-class"--to lower costs, to make employees more productive, and to do things better and less expensively. Globalization's benefits and threats: - Treat: For consumers it means lower prices and higher quality on products - Benefit: For workers it means the prospect of working harder and perhaps less secure jobs. - Treat: Rising shipping and labor costs abroad to occasional poor quality goods and intellectual property theft abroad. - Benefit: For business owners, globalization means (potentially) millions of new consumers, but also new and powerful global competitors at home. Competencies needed for different positions in the organization. Employee skills Unusual job requirements or potentially hazardous work. Nature of the work Considering the number of locations in which the organization has employees. Geographical disbursement of employees ...