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Ch12 Summary

Ch12 Summary

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Published by daovansang

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Published by: daovansang on Jan 07, 2010
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Explain how an organization’s human resources can be a significant source of competitive advantage.
List the eight activities necessary for staffing the organization and sustaining highemployee performance.
Discuss the environmental factors that most directly affect the HRM process.Various studies have concluded that an organization’s human resources can be asignificant source of competitive advantage, but achieving competitive success through people requires a fundamental change in the work relationship. It involves working withand through people and seeing them as partners. It also involves high-performance work  practices. (See Exhibit 12-1.)The eight activities in the HRM process include human resource planning,recruitment/decruitment, selection, orientation, training, performance management,compensation and benefits, and career development. (See Exhibit 12-2.)The external factors that directly affect the HR process include employee labor unions, governmental laws and regulations, and demographic trends.
Human Resource Planning; Recruitment/Decruitment; Selection; Orientation;Training
Contrast job analysis, job description, and job specification.
Discuss the major sources of potential job candidates.
Describe the different selection devices and which work best for different jobs.
Tell what a realistic job preview is and why it’s important.
Describe the different types of training and how that training can be provided.A job analysis is an assessment that defines jobs and the behaviors necessary to perform them. A job description is a written statement that describes a job (job content,
environment, and conditions of employment). A job specification specifies the minimumqualifications that a person must possess to perform a given job successfully.The major sources of potential job candidates are: the Internet, employeereferrals, company Web site, college recruiting, and professional recruiting organizations.(See Exhibit 12-4.)The different selection devices include: application forms, written tests, performance-simulation tests, interviews, background investigations, and physical exams.(See Exhibits 12-7 and 12-10.)A realistic job preview includes both positive and negative information about the job and the company. It’s important because it can help increase job satisfaction.Orientation is important because a new person needs an introduction to his joband the organization.The two main types of training are general (such as communication skills,customer service, executive development, etc.) and specific (basic work/life skills,customer education, remedial writing, etc.) (See Exhibit 12-11.) Training can bedelivered in traditional ways including, for example, on-the-job training, job rotation,experiential exercises, workbooks and manuals, or classroom training. Or training could be technology-based. (See Exhibit 12-12.)
Employee Performance Management; Compensation/Benefits; Career Development
Describe the different performance appraisal methods.
Discuss the factors that influence employee compensation and benefits.
Describe skill-based and variable pay systems.
Describe career development for today’s employees.
The different performance appraisal methods include written essays, criticalincidents, graphic rating scales, BARS, multi-person comparisons, MBO, and 360-degreefeedback. (See Exhibit 12-13.)The factors that influence compensation and benefits include: employee’s tenureand performance, kind of job performed, kind of business, unionization, labor or capitalintensive business, management philosophy, geographical location, company profitability, and size of company. (See Exhibit 12-14.)A skill-based pay system rewards employees for the job skills and competenciesthey can demonstrate. In a variable pay system, an employee’s compensation iscontingent on performance.Career development today is primarily the responsibility of the person rather thanthe organization. It involves making a career choice, doing a job search, and survivingand excelling in a career. (See Exhibit 12-16.)
Current Issues in Human Resource Management
Explain how managers can manage downsizing.
Discuss how managers can manage workforce diversity.
Explain what sexual harassment is and what managers need to know about it.
Describe how organizations are dealing with work-family life balance issues.
Discuss how organizations are controlling HR costs.Managing downsizing involves communicating openly and honestly. It involveschoices about assistance to downsized employees and to survivors.Managing workforce diversity involves basic HRM activities: recruitment,selection, and orientation and training.Sexual harassment is any unwanted action or activity of a sexual nature thatexplicitly or implicitly affects an individual’s employment, performance, or work 

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