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On Test
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abrse
hierva
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prepere
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ponga
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saque
tape |
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| Human Resource Management |
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aligns the KSAs of people with the goals of the firm through procurement, development & utilization programs
-assessment of HR needs – planning function
-recruiting and selecting appropriate people – staffing function
-enhancing/developing employee skills – training function
-assessing and motivating employees - performance management function
-rewarding and motivating employees through reward systems programs – compensation function |
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Attracting - find and select
Developing - train and nurture
Maintaining - motivate and retain |
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human resource needs (demand forecast)
human resource availability (supply forecast) |
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mutual process by which the individual and the organization become matched to form the employment relationship
Aspects
-recruitment
-selection
-employment |
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identifying and creating a pool of qualified applicants
seeking match/fit between :
(1) job/organization demands, goals, expectations, rewards and
(2) individual’s KSAs, goals, motivation, expectations |
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accurate picture of job & organization
-vaccination effect - lowering expectations
-self-selection and commitment effects
-realistic expectations - disappointment
-cope with anticipated work problems
-Ers - honest, credible, attractive
key elements
accuracy, specificity, breadth, credibility, importance |
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-collecting information
-evaluating information
-discriminating
-measurement
-prediction |
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| Predictors in HRM Selection |
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-Qualities/characteristics/attributes needed for success on the job
-Individual (difference) factors critical for effectiveness on the job
-Individual differences that predict criteria
-Independent variable in selection equation
-Personal qualities/characteristics (differences) that predict job success |
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| Reliability in HRM Measurement |
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-consistency of a measure
-reproducibility of a measure
-degree of agreement among two or more applications of the same measurement device to the same group of individuals |
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| Validity in HRM Measurement |
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-measures what it is intended to measure
-relationship of test score to what it is intended to predict
-correlation between predictor and criterion |
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-Interpersonal process of providing and collecting information
Issues - potential biasing effects, reliability, validity
Other issues - purpose, content, format, training |
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A measure of a sample of knowledge or behavior or characteristic or attribute
-Achievement
-Cognitive ability
-Personality
-Job compatibility
-Honesty |
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-Selection tool to verify info and to assess the potential success of applicant on the job and workplace
-A form of performance appraisal from outside |
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| Training & Development Function |
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-Planned organizational effort to facilitate learning of job-related behaviors and acquisition of KSAs that result in improved performance
-Important flow activity |
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| Performance Appraisal/Management Function |
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-measurement & evaluation of employee behavior and accomplishments
-systematic description of job-relevant strengths and weaknesses
-determination of how well employees do their jobs
-used in administrative decisions/personnel actions
-used to improve utilization of human resources |
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| Performance Appraisal Process |
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-define/set expectations for employee performance
-measure, evaluate and record performance
-review and provide feedback to employee
-set new expectations |
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| rewards/inducements given to employees in exchange for their labor/contributions |
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For organizations
-To join
-To remain
-To perform
For individuals
-Meet needs
-Leads to satisfaction
-Self-worth |
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| Equity Issues in Compensation |
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External equity
Internal equity
Individual equity |
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| Pay for Performance some basic conditions |
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-performance is measurable
-performance standards are attainable
-performance not influenced by extraneous factors
-pay is linked to performance level
-pay-performance linkage is visible
-pay differences are meaningful
-pay is valued |
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