Chapter_12[1]

Chapter_12[1] - Chapter12:...

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Chapter 12: The Importance of Human Resource Management (HRM): As a necessary part of the organizing function of management o Selecting, training, and evaluating the work force As an important strategic tool o HRM helps establish an organization’s sustainable competitive advantage. Adds value to the firm o High performance work practices lead to both high individual and high organizational  performance. High-performance work practices:  Work practices that lead to both high individual and high  organizational performance.  o A commitment to improving the knowledge, skills, and abilities of an organization’s  employees, increasing their motivation, reducing loafing on the job, and enhancing the  retention of quality employees while encouraging low performers to leave. o Examples:  Open Communication, Flexible job assignments, self-managed teams,  decentralized decision making, training programs, performance-based pay The HRM Process: Human resource management process:  Activities necessary for staffing the organization and  sustaining high employee performance.  (Influenced by the external environment) o Consists of 8 activities:  The first three activities ensure that competent employees are identified and  selected The next two involve providing employees with up-to-date knowledge and skills The next two ensure that the organization retains competent and high performing  employees Employee Labor Unions: o Labor union:  An organization that represents workers and seeks to protect their interests  through collective bargaining.  o Collective bargaining agreement A contractual agreement between a firm and a union elected to represent a  bargaining unit of employees of the firm in bargaining for wage, hours, and  working conditions. Defines Recruitment Sources: criteria for hiring, promotions, and layoffs;  training eligibility; and disciplinary practices. 12.5 % of US is unionized 1
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HRM practices are governed by a country’s laws, which vary from country to country. Limit managerial discretion in hiring, promoting, and discharging employees. o Affirmative Action:  the requirement that organizations take proactive steps to ensure the  full participation of protected groups in its workforce; Programs that enhance the  organizational status of members of protected groups. Human Resource (HR) Planning: Human resource planning:  Ensuring that the organization has the right number and kinds of  capable people in the right places and at the right times. Helps avoid sudden talent shortages and surpluses.
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Chapter_12[1] - Chapter12:...

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