Chapters 9-12 Notes
Chapter 9:
1.
Human resource management consists of the activities managers perform to plan for,
attract, develop, and retain an effective workforce.
a.
The purpose of the strategic human resource process, is to get the optimal work
performance that will help the company’s missions and goals.
b.
Establish the mission and vision, establish grand strategy, formulate the strategic
plans, plan human resources needed, recruit, orient, perform appraisals of
people
2.
Human capital is the economic or productive potential of employee knowledge
experience and actions
a.
We are living in a time when a new economic paradigm –characterized by speed,
innovation, short cycle times, quality, and customer satisfaction- is highlighting
the importance of intangible assets.
3.
A knowledge worker is someone whose occupation is principally concerned with
generating or interpreting information, as opposed to manual labor.
a.
The rise of knowledge workers is accelerating
4.
Social capital is the economic or productive potential of strong, trusting, and cooperative
relationships.
a.
74% had found highest quality job applicants through employee referrals.
b.
Also stay longer at their jobs “better person-organization fit”
5.
Strategic human resource planning
consists of developing a
systematic, comprehensive strategy for (a) understanding current
employee needs and (b) predicting future employee needs.
6.
Job Analyisis: to determine by observation and analysis the basic elemeents of a job
7.
Job description and job specification: summarized what the holder of the hob does and
how and why he or she does it.
a.
Job specification: wgich describes the minimum qualifications a person must
have to perform the job successfully.
8.
The staffing the organization might need: assuming the organization wont change much.
Predict that jobs will periodically become unoccupied.
9.
Human resource inventory: a report listing your orgazniations employees by name,
education, training, languages, and other important information.
10. Recruitment: process of locationg and attracting qualified applicants for jobs open in the
organization
a.
5% of workforce produces 26% of your output
11.
INTERNAL RECRUITING
12.
ADVANTAGES
13.
DISADVANTAGES
14. Employees tend to be inspired to greater
effort and loyalty. Morale is enhanced
because they realize that working hard and
staying put can result in more opportunities.
15. The whole process of advertising,
interviewing, and so on is cheaper.
16. There are fewer risks. Internal candidates are
already known and are familiar with the
organization.
