HRM notes.docx - 20190624 � 인사관리 01 Intro Dates...

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20190624 인사관리 01 # Intro Dates Exam #1: July 10 th Exam #2: July 26 th Assignment #1 (job description): 7/5 Case Study 1 7/15 Case Study 2 7/26 (two pages maximum) For Chapter 3, just the basic concepts, just skim through chapter 3. Don’t memorize all the u.s legislations. Be aware of the terminologies! Use the correct terminologies! Chapter 3, ignore the textbook (basic concepts, terminologies) Qcm best options, not good enough questions -- 인사관리 02 (Fundamentals!) Ch2 strategic hr Ch3 regulation laws Introduction OB vs HRM = similar. We study employees, try to maximize, increase the betterment of employees for their perf. And satisfaction. Difference hr is more applied. Ob is more theory based, field study. Applied vs fundamental theories. We often use ob theories into hr. It can be applied to real world. Slide 3 1 st def from textbook Rest of two definitions are also very similar. Basically hrm is trying to attract, develop, maintain good quality workforce. That’s y hrm is essential in org. #4 (What it is composed of… these are the topics! Friday job analysis) #Video Clip (Study.com clip) ▶ Human resource responsibilities (CHESS) Staffing, HR development (training, org dev, perf. Appraisal), Compensation (direct/indirect incentives, financial/non-financial), Safety & Health, Employee and labor relationships. Slide 5 Human Capital: in hr, we value people! (in a good sense) We’re seeing individuals as a capital (their knowledge, skill sets..) We’re doin personal mgt that puts the ppl to the right position for the right objectives.
Managers must identify the best dev. Person into the pool. FIT!!! Is also important. We’ll talk about it later. Slide 6 It is imp to recognize the external factors (adjusting to the markets’ need) IT is critical for the org to respond accordingly to the external factors. 1) Downsizing letting ppl go (with all the automatic assembly lines, hi-level tech, we might not need many manpower anymore. Just one person may need to monitor the machines. It is really hard for hr to decide who to leave and who to stay. It is really critical because it is also very costly to hire and individual and train them into a job. IT is cirt. To make decision who to let go. New hiring process is also a cost. Forecasting becomes imp. Maybe u’r wasting your budget? This analysis is also conducted by hr personnel 2) Outsourcing u usually buy prod. From china. Proof of outsourcing! Cheaper! You are hiring agencies to conduct businesses 3) Offshoring sending jobs to other countries Textbook-wise, if you are writing by urself, but ur pub agency, pr agency is working separately. Pr does only pr, pub does only publishing, that way they are not spending much cost on non-related stuff. ???? Slide 7 Issues related to diff geo diff backgrounds, hr's new considerations at some point to hiring ppl into org. Sometimes u need local ppl so that they understand the market of that field, sometimes u have to communicate Slide 8 – CSR Relatively new concept to biz, but important. CSR: not only gives good reputation, but reprocesses to society. Does not consider

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