Humant Resource Managment By Adler Zamora A01630908

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Humant Resource Managment By Adler Zamora A01630908 by Mind Map: Humant Resource Managment By Adler Zamora A01630908

1. Find the right people; mantain an effective workforce, manage talent, drive organizational performance; provide competitive edge throuh its people; integrates strategy; builds culture

2. The design and application of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organization goals

3. Goals of Human Resource Managment

3.1. 1.- Find the right people 2.-Manage Talent 3.-Mantain an efective workplace

3.1.1. Finding the right people: Human resource plannig, Forecasting. Recruiting & Selecting

3.1.2. Manage Talent: Training, Development & appraisal

3.1.3. Mantain an efective workforce: wages and salary, benefits, labor relations & termination

4. Affirmative Action

4.1. Requires that an employer take positive steps to gauruntee equal employment opportuninites for people within protected groups

5. New social contract

5.1. Based on the notion of employability and personal responsibility rather than lifelong employment by an organization

6. Human Resource Planning

6.1. The forecasting of HR needs and the projected matching of individuals with expected

7. Job Description

7.1. A clear and concise summary of the specific tasks, duties, and responsibilites

8. Job specification

8.1. Outlines the knowledge, skills, education, physical abilites, and other characteristics needed for the job.

9. Realistic job preview

9.1. Gives applicants all pertinent and realistic information -positive and negative- about the job and the organization

10. Internal Recruiting advantages

10.1. Candidates are familiar with the organization, its less costly and generates commitment/morale

11. External Recruiting

11.1. Brings new skills, ideas but there are no established personal relationships

12. Performance appraisal

12.1. Obsering and assessing employeee performance, recording the assessment, and providing feedback to the employee

12.1.1. Improving performance appraisal techniques Keep better records Use rankings Multiple raters Behaviorally anchored rating scales

13. Stereotyping

13.1. When a rater places an employee into a class or category based on one or a few traits or characteristics

14. Halo effect

14.1. A manager gives an employee the same rating on all dimensions, even if the performance fluctuates

15. Ethnocentrism

15.1. The belief that ones own group of subculture is superior to others

16. Glass ceiling

16.1. An invisible barrier that exits for women and minorities that limits their upward mobility in organizations

17. Benefits of promoting diversity

17.1. Develop potential of individuals, able to recruit the best employes and successful interaction in marketplace

18. Human Capital

18.1. Economic value of combined KSAs of employes

18.2. Building human capital

18.2.1. Drives performance; reely on information, creativity, knowledge, skills, service

19. Federal legislation

19.1. Ensure equial opportunity; stop discrimination

20. Discrimination

20.1. Hiring/promotion/denial of applicants based on creiteria that are not relevant to the job

21. Sexual harassment

21.1. Growing concern that is a violation of the civil rights act; quid pro qui; hostile work enviroment

22. Age discrimination in employment act (ADEA)

22.1. Illegal to discriminate anyone over the age of 40