Ch 9 & 10
What is employee development
Prepares employees for other positions or changes in current job.
Outputs vs inputs
Outputs- pay, benefits, working conditions
Inputs- effort, ability, experience
What percent do benefits add to every payroll dollar?
46.4%
What factors affect HRM
Culture, education-human capital, economic system, and political legal system
Give ai a role, give context, state the task, etc
Old vs new careers
Old- (Prototypically) within a single organization, clear path for internal promotion, infrequent Change, organization Man: Suit & Tie, 9-5, White & Male dominated
New- Self-direction & psychological success, boundaryless, frequent change, still dominated by white men at top ranks, but more room for people from diverse backgrounds
What is efficiency wage theory
Employees paid more than they would receive elsewhere will put forth effort to retain good jobs.
What makes benefits unique?
More regulation of benefits than direct pay, almost obligatory for employers to provide, complex and hard to understand.
What are transaction HR activities
Day-to-day transactions: benefits administration, record keeping, employee services.
What is the GAPS model
A model representing how to partner on projects
Explain employee retention
Must hold on to key personnel, make them motivated to stay, voluntary turnover, can let go of low performers, train / motivate if possible, terminate if necessary (involuntary turnover)
Name 3 Pay for performance strengths
- Shows company values performance
- Can increase motivation and hence performance
- Increases employee control
- Attracts top talent
- Provides clarity on raises
- Reduces need for oversight
- Places focus on outcomes, not inputs
What are unions?
Unions are organizations formed by workers for
the purposive of having a collective voice.
What are traditional HR activities?
Performance management, training, recruiting, selection, compensation, and employee relations.
What is responsibility?
Events we are connected to (identity – event)
Events where it is clear what we should do (prescription – event)
When it is clear we have a role (prescription-identity)
Unsafe working conditions, personal dispositions, work complexity, work flexibility, prosocial motivation (desire to do good)
Name 3 Pay for Performance Weaknesses
- Can disincentivize teamwork
- It can be very difficult to determine individual
performance within teams
- Incentivizes quantity over quality
- Performance is in the eye of the beholder /
subjective for some jobs
- Can make change more difficult
- Differences in results may stem from the system,
not individual behavior.
Why do people seek union membership?
1. Employees feel their job security is
threatened.
2. Employees believe they are being paid less
than employees in the same industry.
3. Supervisors treat employees differently
(favorites vs. non-favorites)
4. Employees try to work with management to
improve the situation, but management ignores
their concerns.
5. Unsafe working conditions.
What are transformational HR activities?
Knowledge management, management development, cultural change, and strategic redirection and renewal
What is accountability?
When an audience (including yourself) punishes or rewards based on how you are judged to have met responsibilities,
a pleasurable feeling that results from the perception that one’s job fulfills or allows for the fulfillment of one’s important job values.
Extrinsic vs intrinsic motivation
Extrinsic motivation- depends on rewards (such as pay and benefits) controlled by external source.
Intrinsic motivation- depends on rewards that flow naturally from work itself.
What are collective bargaining agreements?
Contracts between unions and management that
specify hours, wages, working conditions etc.
Exaplain customer orientation approach
HRM function as a strategic business unit.
- Focus on customer base, customers’ needs, and
technologies to satisfy customers’ needs.
Why do we need accountability and responsibility?
We need accountability, because we need people to be directed to work on specific tasks and e need people be motivated to work on specific tasks
We need responsibility because we need people to work on those tasks even when there is a lapse in observation and we need people to take ownership over the tasks so they move beyond what they are being observed on.