ADM 2337 HUMAN RESOURCE
MANAGEMENT MIDTERM EXAM NOTES
RATED A UNIVERSITY OF OTTAWA
, ADM 2337 Midterm Notes
Chapter 1: The World of Human Resources Management
- Human resources management is a process that is used to manage human talent
- Number one goal is efficiency.
- Another key objective is understanding how to comply when it comes to legal requirements
- It’s important for HR to create a positive environment so that people can perform to the best of their abilities
- An HR person is required to have technical expertise in the field as well as a business ethical philosophy
Responsibilities of HR Departments
- Analysing & Designing Jobs
- Recruiting & Hiring
- Training & Developing
- Managing Performance
- Total Rewards
- Employee & Labour Relations
- HR Policies
- Legal Compliance
HR Responsibilities of Supervisors
■ Help define jobs
■ Forecast HR needs
■ Interview and select candidates
■ Train, coach and develop employees
■ Appraise performance
■ Recommend pay increases and promotions
■ Communicate policies & comply with laws
■ Provide motivational environment
Strategic HR Choices
• Work Flows: Efficiency or Innovation
• Staffing: Internal (Leads to loyalty) or External
• Employee Separations: Voluntary or Layoffs
• Performance Appraisal: Custom or Uniform
• Training (Skilled related) and Development (Investing in an individual): Individual or Team
• Compensation: Fixed or Variable
• Employee Relations: Top-down or Bottom-up
• Employee Rights: Discipline (reactive or proactive) or Prevention
• International Management: Company or Local Culture
Impact of HRM
HRM focus on how they can invest in employees --------
Human capital
Overall Framework for Human Resource Management
,Important to the internal and external challenges
Competitive Challenges and Human Resources Management
Top challenges include:
▪ Responding Strategically to Changes in the Marketplace
▪ Competing, Recruiting, and Staffing Globally
▪ Setting and Achieving Corporate Social Responsibility
and Sustainability Goals
▪ Advancing HRM with Technology
▪ Containing Costs While Retaining Top Talent and Maximizing Productivity
▪ Responding to the Demographic and Diversity
Challenges of the Workforce
▪ Adapting to Educational and Cultural Shifts Affecting
the Workforce
Challenge 1: Responding Strategically to Changes in the Local and Global Marketplace (Environment and society will
change)
Human Resources Managers need to understand:
• Total quality management
• Reengineering (Making drastic changes)
• Six Sigma (Quantitative strategy, trying to do the first time right)
• Change management
▪ Reactive change & Proactive change
▪ Downsizing; outsourcing and offshoring
• Competing, Recruiting, and Staffing Globally
Challenge 2: Setting and Achieving Corporate Social Responsibility and Sustainability Goals
Corporate Social Responsibility (Your people first, then environment, then profits)
• The responsibility of the firm to act in the best interests of the people and communities affected by its activities
• Sustainability is closely related to corporate social responsibility. Sustainability refers to a company’s ability to
produce a good or service without damaging the environment or depleting a resource.
Challenge 3: Advancing HRM with Technology (SAP)
• Collaborative software that allows workers anywhere anytime to interface and share information with one
another have changed how and where people and companies do business.
• From Touch Labour to Knowledge Workers
▪ Knowledge Workers: Workers whose responsibilities extend beyond the physical execution of work to
include planning, decision making, and problem solving
Challenge 4: Containing Costs While Retaining Top Talent and Maximizing Productivity
, (Keeping costs at a minimum while keeping the best employees)
Organizations take many approaches to lowering labor-related costs, including:
• Carefully managing employees’ benefits
• Downsizing
• Furloughing Employees
• Outsourcing
• Offshoring
• Employee Leasing
Challenge 5: Responding to the Demographic and Diversity Challenges of the Workforce
Demographic Changes Managing Diversity
• More diverse workforce • Being aware of characteristics common to employees,
• Aging workforce while also managing employees as individuals
• More educated workforce
Challenge 6: Adapting to Educational and Cultural Shifts Affecting the Workforce
Other Factors:
• Cultural and Societal Changes Affecting the Workforce
• Employee Rights
• Privacy Concerns of Employees
• Changing Attitudes toward Work
• Balancing Work and Family
The Partnership of Line Managers and Human Resources Departments
Responsibilities of the HR Manager
1. Advice and counsel
2. Service
3. Policy formulation and implementation
4. Employee advocacy
Competencies of the HR Manager
1. Business mastery
2. HR mastery
3. Change mastery
4. Personal credibility
Chapter 2: Strategy and Human Resources Planning
MANAGEMENT MIDTERM EXAM NOTES
RATED A UNIVERSITY OF OTTAWA
, ADM 2337 Midterm Notes
Chapter 1: The World of Human Resources Management
- Human resources management is a process that is used to manage human talent
- Number one goal is efficiency.
- Another key objective is understanding how to comply when it comes to legal requirements
- It’s important for HR to create a positive environment so that people can perform to the best of their abilities
- An HR person is required to have technical expertise in the field as well as a business ethical philosophy
Responsibilities of HR Departments
- Analysing & Designing Jobs
- Recruiting & Hiring
- Training & Developing
- Managing Performance
- Total Rewards
- Employee & Labour Relations
- HR Policies
- Legal Compliance
HR Responsibilities of Supervisors
■ Help define jobs
■ Forecast HR needs
■ Interview and select candidates
■ Train, coach and develop employees
■ Appraise performance
■ Recommend pay increases and promotions
■ Communicate policies & comply with laws
■ Provide motivational environment
Strategic HR Choices
• Work Flows: Efficiency or Innovation
• Staffing: Internal (Leads to loyalty) or External
• Employee Separations: Voluntary or Layoffs
• Performance Appraisal: Custom or Uniform
• Training (Skilled related) and Development (Investing in an individual): Individual or Team
• Compensation: Fixed or Variable
• Employee Relations: Top-down or Bottom-up
• Employee Rights: Discipline (reactive or proactive) or Prevention
• International Management: Company or Local Culture
Impact of HRM
HRM focus on how they can invest in employees --------
Human capital
Overall Framework for Human Resource Management
,Important to the internal and external challenges
Competitive Challenges and Human Resources Management
Top challenges include:
▪ Responding Strategically to Changes in the Marketplace
▪ Competing, Recruiting, and Staffing Globally
▪ Setting and Achieving Corporate Social Responsibility
and Sustainability Goals
▪ Advancing HRM with Technology
▪ Containing Costs While Retaining Top Talent and Maximizing Productivity
▪ Responding to the Demographic and Diversity
Challenges of the Workforce
▪ Adapting to Educational and Cultural Shifts Affecting
the Workforce
Challenge 1: Responding Strategically to Changes in the Local and Global Marketplace (Environment and society will
change)
Human Resources Managers need to understand:
• Total quality management
• Reengineering (Making drastic changes)
• Six Sigma (Quantitative strategy, trying to do the first time right)
• Change management
▪ Reactive change & Proactive change
▪ Downsizing; outsourcing and offshoring
• Competing, Recruiting, and Staffing Globally
Challenge 2: Setting and Achieving Corporate Social Responsibility and Sustainability Goals
Corporate Social Responsibility (Your people first, then environment, then profits)
• The responsibility of the firm to act in the best interests of the people and communities affected by its activities
• Sustainability is closely related to corporate social responsibility. Sustainability refers to a company’s ability to
produce a good or service without damaging the environment or depleting a resource.
Challenge 3: Advancing HRM with Technology (SAP)
• Collaborative software that allows workers anywhere anytime to interface and share information with one
another have changed how and where people and companies do business.
• From Touch Labour to Knowledge Workers
▪ Knowledge Workers: Workers whose responsibilities extend beyond the physical execution of work to
include planning, decision making, and problem solving
Challenge 4: Containing Costs While Retaining Top Talent and Maximizing Productivity
, (Keeping costs at a minimum while keeping the best employees)
Organizations take many approaches to lowering labor-related costs, including:
• Carefully managing employees’ benefits
• Downsizing
• Furloughing Employees
• Outsourcing
• Offshoring
• Employee Leasing
Challenge 5: Responding to the Demographic and Diversity Challenges of the Workforce
Demographic Changes Managing Diversity
• More diverse workforce • Being aware of characteristics common to employees,
• Aging workforce while also managing employees as individuals
• More educated workforce
Challenge 6: Adapting to Educational and Cultural Shifts Affecting the Workforce
Other Factors:
• Cultural and Societal Changes Affecting the Workforce
• Employee Rights
• Privacy Concerns of Employees
• Changing Attitudes toward Work
• Balancing Work and Family
The Partnership of Line Managers and Human Resources Departments
Responsibilities of the HR Manager
1. Advice and counsel
2. Service
3. Policy formulation and implementation
4. Employee advocacy
Competencies of the HR Manager
1. Business mastery
2. HR mastery
3. Change mastery
4. Personal credibility
Chapter 2: Strategy and Human Resources Planning
