Human Resources Management (MHR 523)>Midterm Exam - Summary Of Midterm And What Will Be On It

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MHR Midterm Midterm - Format (multiple choice, true false, short answer) - Answer 4/5 short answer - Multiple choice 25 - True false 10 - Covers all lecture, text and team project reading materi... al to date - From the text, chapters. 1,2,4,5,6 and 7 - Study slides, text book, exam banks - Bring a calculator - Go to D2L midterm prep- know those - Know definitions and processes (selection process, steps involved) Lecture 1. Strategic Role of HRM Misconceptions about HR - HR is a useless department - HR does not understand business - People go into the field of HR simply because they like “working with people” Human Resource Management - HR is the management of people and is concerned with all things that affect employees Human Capital - The knowledge, training, education, skills, and expertise of an organization’s workforce (money, assets) Functional Areas of HR - Job analysis and job design - Compensation- why we work, salary - Recruitment and selection - Employee engagement and succession planning - Performance appraisals - Discipline and discharge - Labour relations Job design - How to change job to make it more interesting Job Analysis - Process by which information about jobs is systematically gathered and organized External Influences on HR - Economic conditions - Labour market issues Downloaded by Lynne Kiggs (lynnekiggs@gmail.com) lOMoARcPSD|9191708 - Technology - Government - Globalization - Environmental concerns Internal Influences - Organizational culture - Organizational climate - Management practices Human Resource Movement: Evolutionary Phases Phase 1. Early 1900’s - HRM was called personnel administration - Was minor/non-existent - Personnel administration hired and fired, ran payroll dept., administered benefits - Job was mainly to ensure procedures are followed Phase 2. 1930’s to 1950’s - As the scientific management movement gained momentum, operational efficiency increased but wage increases did not keep up, causing workers to distrust management - Increase of unionization led to personnel management serving primary contact for Union reps - After depression (1930’s) legislation was enacted, minimum wage act, unemployment insurance program, protection of workers’ rights belonged to Unions - 1940s to 1950s personnel managers were involved in dealing with the impact of human relations movement - orientation, performance appraisal and employee relations responsibilities added to their job Phase 3. 1960’s to 1980s - result of government legislation passed affected employees human rights, wages and benefits, working conditions, health and safety and established penalties for failing to meet them - personnel departments continued to provide expertise in areas of compensation, recruitment and training but in an expanded capacity - technological advances resulted in outsourcing operational HR activities - outsourcing: contract with outside vendors to handle specific business functions on a permanent basis - using outside experts to provide employee counselling and payroll services has been common for years, but outsourcing of other specific HR functions, including pension and benefits administration, recruitment, management development and training became common - term Human Resources Management emerged and changed shift in emphasis from maintenance and administration to corporate contribution, proactive management of people and initiation of change [Show More]

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