HRM FUNDAMENTALS
Function ensuring right people in right jobs
Staffing
Document listing duties and responsibilities
Job description
Too many or too few employees problem
Imbalance
Align HR with business goals
Strategy alignment
Attracting candidates process
Recruitment
Value of employees’ skills and knowledge
Human capital
Process identifying job requirements
Job analysis
Comparing current vs future workforce
Gap analysis
Analyze current employees
Workforce analysis
Choosing best candidate process
Selection
HR function related to pay and rewards
Compensation
Qualifications required for a job
Job specification
Forecasting using past data
Trend analysis
Plan to close HR gaps
Action planning
Hiring from inside organization
Internal recruitment
Alignment between HR practices and organizational goals
Strategic HRM
Method: watching employees work
Observation
Employees based on output ratio
Ratio analysis
Difference between demand and supply. Analysis
Gap analysis
Same questions for all candidates
Structured interview
External HR factors framework
STEP: Social & cultural, Technological, Economical, and Political & legal, seeing the impact of each of those environments on HRM
Increasing responsibility and autonomy
Job enrichment
Expert-based forecasting method
Delphi technique
Employee movement prediction method
Markov analysis
Tendency to rate people higher if they resemble you
Similarity bias