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Chap 1: Introduction to HRM (Process (Mistakes (No do their best, Lack of…
Chap 1: Introduction to HRM
Process
Appraising/ Evaluating
Compensating employees (salary, money)
Training
Labor relations, health and safety, and fairness concerns
Acquiring
Recruiting
Selecting
Mistakes
No do their best
Lack of traning
Wrong person
Unfair labor pratices
Not perform at peak capacity
What
Manager
Who is responsible for accomplishing the organization's goals and who does by managing the efforts of the organization's people
Policy & Practices
Policy: Written paper
Practice: reality, what company actually do
Planning labor needs and recruting job candidates
Selecting
Conducting job analyses
Orienting and training
Managing wages and salaries
Providing incentives and benefits
Appraising performance
Communicating
Training and Developing
Building employee commitment
Organization
People with formally assigned roles and shared rules who work together to achieve its goals.
Manager
Line manager
Head of department; only have power in this department
Improving job performance, abilities & working relationships
Starting & Training for jobs that are new
Protecting employees' health and physical conditions
Controlling labor costs
Staff Manager
Assist and advise line managers in accomplishing these goals
Planning
Corporate HR Group
(succession planning)
Focuses on assisting top management in "top-level" issues
Embedded HR Group
Assigns HR generalists to departments like sales and production to provide the assistance the department need
Transaction HR Group
Focuses on using centralized call centers and vendors to provide specialized support in day-to-day transactional HR activities
Centers of Expertise Groups
Provide specialized assistance in areas such as organizational change