Performance summary HRM and M&).docx

4 expert power based on knowledge skills 5 referent

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4. Expert Power Based on knowledge & skills 5. Referent Power Based on Charisma, & trust. ( Additional ok, alone not). The result of a person’s perceived attractiveness, worthiness and right to other’s respect. Comes from one person liking and respecting another (e.g. celebrities, they can influence others). Lecture 3 1. Understand the significance of ethics in a commercial hospitality environment. 2. Create an overview of international business practices. Ethics: a set of rules or principles that define right or wrong conduct. Corporal Social Responsibility: a companies commitment to pursue goals that are beneficial to the society beyond law and economics NOT TO BE CONFUSED WITH: social obligation: obligation to meet its economics and responsibilities. Social responsiveness: to adapt to changes in society Why are ethics so challenging in an organization? 1. Culture every culture is different, therefore people’s opinions of what is acceptable can also be different. These differences can create conflicts within an organization. 2. Law and Regulations 3. Individual values 4. Globalization Human resource management Lecture 1 1.Explain in your own words how Human Resources relates to the overall management within an organization. 2.Define internal and external supply of workforce and the importance of succession planning. 3. Understand the important factors of staff turnover and retention strategies.
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Human resources are people and human resource management is the process an organization undergoes to manage people in order to achieve its goals. The management process: Role & functions of a HR manager 1. Strategic partner 2. Human capital developer/change agent 3. Administrative/functional expert 4. Employee champion/employee advocate Line managers: Line managers are responsible for the implementation of the HR Strategy. In many organizations, line managers are charged with various HR-related tasks, such as
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filling out performance appraisal forms, interviewing candidates for employment, making salary increase recommendations and many other responsibilities. The recruitment cycle: Understanding your workforce: What is the current employee demand?
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Number of full-time, part-time and casual positions Number of permanent and contracted positions Number of positions and employees in key occupational groups Geographical location of positions (i.e. rural, urban) Average, median, minimum and maximum wage rates for key occupational groups Average age of retirement for key occupational groups and organization as a whole What are the current demographics of your existing workforce? Percentage of employees broken down by age group, gender, ethnic group, and tenure categories Understanding your Industry What are the workforce trends and challenges specific to your industry?
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