Read the summary and the most important questions on HRM lecture 1

• CLASS 1

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• Explain in your own words how human resource management relates to the overall management within the organization

  HRM process entails planning, organization, staffing, leading and controlling. It relates to management progress because it is part of the overall management process.

• Strategic workforce planning

  Define your operational HR goals, collect data affecting HR, Collect data and define operational needs, identify current needs and forecast the future demands, identify gaps, create strategies for retaining attracting talent.

• Why HRM is important to all managers

  HRM helps to meet employee expectations so decreases the turnover by engaging and informing the employees

• Illustrates the HR responsibilities of line and staff HR managers

  Job placement, orientation, and training, performance, cooperation, labor costs, development.

• Difference between line manager and staff manager

  Line managers are responsibilities to issue orders, provide directions and establish rules and procedures (Sales, production, and operations). Staff managers, responsible for influencing and advising others (finance, accounting, logistics, and hr).

• List and briefly describe the important traits of today's HR managers.

  Talent management, ethics, employee management, performance evidence-based practice, competencies, add value

• Define the internal and external supply of HR planning

  Internal: find people how already have a connection with the company. External: people who either work or are available for work

• Is managing people just a matter of common sense

  If you want to manage people the right way there are certain traits you need to have, organization; strong time management skills, ethics: honest and discretion, communication: between employers and employees, Problem solving: find a balance between the wants and needs.

• HRM theorists argue that employees are assets and not just cost. What does that mean in practice?

  This means that staff has to be treated the right way, help them develop and learn more. Make sure that their happy with their benefits and give them a chance to grow in the company the most effective initiatives are: career development, promoting qualified staff, salary adjustments, increasing health care benefits

• Why is it important to measure and forecast staff turnover?

  A little bit of staff turnover is healthy (15%), so it is important to measure staff turnover so you can tell when the staff turnover is too high. You can do a few things against staff turn over exit interview, post-exit surveys, satisfaction surveys employees.