20596742
Beschreibung
Karteikarten von Josefine Marie, aktualisiert more than 1 year ago
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Erstellt von Josefine Marie
vor fast 5 Jahre
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| Frage | Antworten |
| Corporate Culture | system of shared values, beliefs and habits within an organization that interacts with the formal structure to produce behavioural norms. |
| Employer branding | - firm's corporate image or culture - to attract and retain the type of employees the firm is seeking - brand that will tempt people to join and remain in firm - need to alter the brand after time - most people want to work in organization that embraces the ideas and principles they share |
| Human <resource Management Functions | - Staffing - Human Resource Development - Compensation - Safety and Health - Employee and labor relations |
| Human Resource Management | - Utilization of individuals to achieve organizational objectives - Concern of all managers at every level (the involvement of line managers in the HRM practice) - Face a multitude of challenges |
| Staffing | (HRM Function) Organization has: required number of employees, emp. with appropriate skills, emp. in right job at right time, constant job analysis, human resource planning, recruitment and selection |
| Human Resource Development | (HRM Function) includes Training, development, career planning, career development, organization development, performance management, performance appraisal |
| Compensation | (HRM Function) Rewards that individuals receive as result of their employment Financial compensation: direct (wage, salary, bonus) and indirect (benefit, paid vacation, sick leave) Nonfinancial compensation: satisfaction from job or environment |
| Safety and Health | (HRM function) - working in safe environment and being in good health makes more productive - higher productivity and lower long-term healthcare costs benefit organization |
| Employee and Labor Relations | (HRM function) - businesses are required by law to recognize a union and bargain with it if employees want union to represent them - firms would most likely have union-free environment |
| External Environment Factors | Unions, Society, Technology, Unanticipated Events, Shareholders, Labor Market, Competition, Customers, Economy, Political Parties, Legal Considerations |
| Internal environment factor - corporate culture | - gives peope a sense of how to behave and what they ought to be doing |
| Who performs Human Resource Management Tasks | Human Resource Managers, HR outsourcing, Shared Service Centers, Professional Employer organizations and line managers |
| HRM activities in small businesses | - same HR functions have to be accomplished, way may has to be altered - dont have HR unit/specialist, line manager often handles HR fucntions |
| Human Resource Classifications | Executive: top-level manager Generalist: performs tasks in many or all of the 5 HRM functions Specialist: typically concerned with one of 5 areas |
| Evolving HR organization | - HR outsourcing - HR shared service cneters - professional employer organisation - line manager - HR becoming more strategic |
| Professionalization of Human Resource Management | - Procedure of certifying members of profession - there is representative organizations |
| Country culture | set of values, symbols, beliefs, languages and norms that guide human behavior within the country can be influencing global business |
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