HUMAN RESSOURCE
MGMT 316 HRM Overview
Human Resource Management (HRM)
Definition: ________________________________________________________________________
HRM is important for managers __________
HRM is a critical busines function made up of ______ functional areas
Staffing
___________
___________
____________
_________
Process by which an org ensures that it always has the ________________:
with the __________
for the __________
at the __________
to achieve __________
Staffing
Performance MGMT
Ensuring that productivity of _______________, _______________, and the ______________ is being maximized
Includes _______________ reviewing and evaluating performance
Staffing
HR Development
Performance MGMT
_________
_____________
__________________________
____________________
_______________
Staffing
HR Development
Performance MGMT
Training and development, career planning and development activities, org development, and performance management and appraisal.
Staffing
HR Development
Performance MGMT
Compensation
Good compensation plans provide employees with _______ and _____ rewards
Three types:
Direct Financial Compensation: __________________________________________
Indirect Financial Compensation: __________________________________________
Nonfinancial Compensation: __________________________________________
Staffing
HR Development
Performance MGMT
Compensation
Employee & Labor Relations
Businesses required to recognize a _______ and ______________________
Labor relations = handles collective bargaining in regards to things like ________, _________, ____________, and __________.
Staffing
HR Development
Performance MGMT
Compensation
Employee & Labor Relations
Safety: protection of employees from _______________ caused by work-related accidents
Health: employees’ freedom from _____________________________
Safety and Health
Staffing
HR Development
Performance MGMT
Compensation
Employee & Labor Relations
All ___________!
Safety and Health
HRM Workers
Not all orgs _______________the same!
HRM professional: normally an __________________________________ who works with other managers to _______________________________
Line managers: individuals ________________________in accomplishing the primary purpose of the org
HRM Workers
HR Outsourcing: process of hiring __________________________to do the HR work that was done internally
Shared service center: center that takes _______________dispersed throughout the org and _________________ in one place
Professional employer organization (PEO): company that _______________to other businesses
Strategic HRM
HR workers must know more than just HR work and should tie _______________to _______________– need to be a _______________
Must be familiar with org goals and strategy so that they can solve _______________________ in the org
Strategic HRM
Capital: ________________________________________________________________________________
Examples:
____________
____________
Strategic HRM
Capital: factors that enable companies to ______________________________
Human capital: sets of collective _____________________________________ that employees have that create value for the org
Legal Decisions
Federal, state, and local _______________
Court decisions
Presidential _______________
Labor Market
Potential employees located within a certain _______________
_______________ shifts
Always changing
Society
Firms must accomplish purpose while complying with _______________
Ethics: deals with what is ____________________________ with moral duty and obligation
Corporate social responsibility: obligation of managers to __________________________________
Political Parties
Democrats and Republicans
Differening opinions of how __________________________________
Unions
Unions: groups of _______________ who have joined together to _______________with their employer
Decisions made jointly between union and management about:
_______________
_______________
_______________
Shareholders
Shareholders: ________ of a corporation
Have invested _________ in the firm
May challenge management decisions
Competition
Competition in _______________
Firms must maintain a supply of _____________________________
May create bidding wars
Customers
People who actually use firm’s _______________
Need to provide excellent customer support
Company must meet _______________of customer
HR Technology
Rapid __________________brings help and pressure
More useful human resource information systems (HRIS)
Economy
Economy is good = _____________________________________
Economy is bad = ____________________________________
Unanticipated Events
Unforeseen occurrences in ____________________________
May require a huge adjustment to HRM
Unanticipated Events
What can HR do after a natural disaster?
Immediately _______________
Account for employees
Focus on _______________
Provide for counseling resources
Be _______________ with employees
What about internal factors affecting HRM?
Corporate culture: shared _________________________________________within an org that interacts with the formal structure to produce behavioral norms
Can influence:
Employee _______________
Quality of employee _______________
_______________ rates
HR Profession: Many titles and roles
Executive: _______________who reports directly to a corporation’s chief executive officer or to the head of a major division
Generalist: person who performs tasks in a ______________________________
Specialist: an individual who is typically concerned with _______________of HR management
HR Profession: Many titles and roles
Profession: a vocation characterized by the existence of a _______________and a procedure for _______________
Society for Human Resource Management (SHRM): sets performance standards for _______________, provides resources, professional organization
HR Profession: Many titles and roles
https://www.shrm.org/