Download Strategic HR Management: Recruitment, Selection, Training, & Performance Appraisal - Prof. and more Study notes Introduction to Business Management in PDF only on Docsity! Ch 7: Managing Human Resources I. Strategic Human Resources Management a. Human Resources Management (HRM): formal systems for the management of people within an organization b. Organizations create a competitive advantage by possessing or developing resources that are valuable, rare, inimitable, and organized. c. HR is directly involved in creating a competitive advantage for an organization i. People create value, talent is rare, motivated people are difficult to imitate, and they can be organized for success d. HR Planning Process: Planning, Programming, Evaluating i. Planning: Demand forecast, Internal labor supply, External labor supply, Job analysis 1. Job Analysis: tool for determining what is done on a given job and what should be done on that job II. Staffing The Organization a. Recruitment: the development of a pool of applicants for jobs in an organization i. Internal Recruiting: Considering current employees for promotion & transfers 1. Employers know their employees and employees know their organization, opportunity to move up, but it yields a limited applicant pool, job-posting system(advertises open positions on a bboard) 2. Existing employees are already familiar with their organizations and the opportunity to move up in their firms encourages them to work hard and stay with the company. ii. External Recruiting: Brings in new ideas and talents that inspire innovation III. Selection chooses applicants to hire a. Selection: choosing from among qualified applicants to hire into an organization i. Organizations solicit applications and résumés, conduct interviews, check applicants' backgrounds, and perform a variety of tests to select new employees 1. Structured Interview: asking all applicants the same questions & comparing their responses to a standardized set of answers 2. Assessment Center: managerial performance test where candidates participate in a variety of exercises and situations 3. Reliability: consistency of test scores over time and across alternative measurements 4. Validity: degree to which a selection test predicts or correlates with job performance ii. Organizations use layoffs and termination to let employees go 1. Outplacement: helping people who have been fired find another job 2. Employment-At-Will: legal concept that an employee may be terminated for any reason 3. Termination Interview: discussion btw a manager and employee about the employee’s dismissal 4. Adverse Impact: when a seemingly neutral employment practice has a disproportionately negative effect on a protected group IV. Training And Development a. Continual improvement in employee skills increases organizational effectiveness b. Spending on training and development indicates the importance organizations place on their employees i. Training: teaching lower-level employees how to perform their present jobs ii. Development: teaching managers and professionally employees broad skills needed for their present and future jobs iii. Needs Assesment: an analysis identifying the jobs, people, and departments for which training is necessary
