MHA 702 Chap 4,5,6,7
The three categories HR can be divided into - ANSCommon HR tasks, less common HR tasks,
Uncommon HR tasks.
Common HR Tasks: - ANSEmployments and recruitment, compensation and benefits
administration, employee relations, unionized labor relations.
Most routine HR activities: - ANSemployee hiring, evaluation, and discharge.
Line Managers: - ANSTend to believe that change occurs slowly, over time, and in relatively
small increments.
HR Managers: - ANSTend to believe that change can be rapid and occur over brief periods of
time.
Line Managers - ANSTend to view success or failure as a short-run phenomena
HR Managers: - ANSTend to take a longer view of assessing success or failure
Line Manager - ANSAre closely tied to financial cycles and forecasts.
HR Manager - ANSTend to be free of such financial cycles and strains.
The Production Centered Manager: - ANSinherently boring. Workflow is repetitive,
homogeneous and should be predictable, pace is controlled by the process, manager focuses
primarily on the process and output.
People Centered Manager - ANSWorkflow is often variable, pace is often reactive and moment
to moment, managed by the employees, work is heterogeneous, it is imperative that manager
"grows" employees to handle circumstances and be independent
Essential Downward Orientation: - ANSSuccessful supervisors are oriented to their employees
rather than always looking up an organization
The 80-20 Rule - ANS20% or fewer of employees consume 80% or more of a supervisor's time.
Effective and successful supervisors - ANSMaintain relationships with all employees, provide
opportunities to grow and develop, maintain a presence among their employees.
Position Description's Three Main Parts - ANSIdentifying Information, Job Summary and the list
of principal duties performed.
The three categories HR can be divided into - ANSCommon HR tasks, less common HR tasks,
Uncommon HR tasks.
Common HR Tasks: - ANSEmployments and recruitment, compensation and benefits
administration, employee relations, unionized labor relations.
Most routine HR activities: - ANSemployee hiring, evaluation, and discharge.
Line Managers: - ANSTend to believe that change occurs slowly, over time, and in relatively
small increments.
HR Managers: - ANSTend to believe that change can be rapid and occur over brief periods of
time.
Line Managers - ANSTend to view success or failure as a short-run phenomena
HR Managers: - ANSTend to take a longer view of assessing success or failure
Line Manager - ANSAre closely tied to financial cycles and forecasts.
HR Manager - ANSTend to be free of such financial cycles and strains.
The Production Centered Manager: - ANSinherently boring. Workflow is repetitive,
homogeneous and should be predictable, pace is controlled by the process, manager focuses
primarily on the process and output.
People Centered Manager - ANSWorkflow is often variable, pace is often reactive and moment
to moment, managed by the employees, work is heterogeneous, it is imperative that manager
"grows" employees to handle circumstances and be independent
Essential Downward Orientation: - ANSSuccessful supervisors are oriented to their employees
rather than always looking up an organization
The 80-20 Rule - ANS20% or fewer of employees consume 80% or more of a supervisor's time.
Effective and successful supervisors - ANSMaintain relationships with all employees, provide
opportunities to grow and develop, maintain a presence among their employees.
Position Description's Three Main Parts - ANSIdentifying Information, Job Summary and the list
of principal duties performed.
