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The Human Resource Frameworks (Summary)

The Human Resource Frameworks (Summary) organizations both private and public. The purpose of HR management is to improve the contribution made by people to organizations. To carry out this role, managers and HR departments need to satisfy multiple and sometimes conflicting, objectives. Societal, organizational, functional, and personal objectives must be met, but only in a way that is appropriate to the…

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Viewpoints of Human Resource Management

Viewpoints of Human Resource Management This chapter introduced several ways of looking at HR management that were called viewpoints. These viewpoints provide complementary themes that help managers and HR professionals keep the HR function and its activities in the proper perspective. These underlying themes will be examined throughout the book. They include. Strategic approach. HR management must contribute to…

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Proactive versus Reactive Human Resource Management

Proactive versus Reactive Human Resource Management Using a systems perspective is helpful but insufficient. Managers and HR departments cannot always wait for feedback and then respond. Waiting until an actual problem occurs and then reacting may be inappropriate and costly Reactiue human resource management occurs when decision makers respond to HR problems. Proactive human resource management occurs when…

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Employee Relations and Assessment

Employee Relations and Assessment Maintaining an effective workforce requires more than just pay, benefits, and safe working conditions. Employees need to be motivated and satisfied with their jobs. Personal and job-related problems may lead to the need for counseling or discipline. He again. HR specialists can provide effective  rams advice to operating managers. To increase employee satisfaction and organizational productivity,…

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Compensation and Protection

Compensation and Protection Equitable compensation is needed to retain and maintain an effective workforce Employees must be paid a fair wage or salary relative to their productive contribution. When appropriate, incentives  When  action is too turnover other problems involving employee relations are likely, If pay is too high, the company can lose its competitive position in the marketplace.…

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Development and Evaluation

Development and Evaluation Once hired, new employees are oriented to the company’s policies and procedures They are then placed in jobs and given the training needed to be productive With a solid base of information, managers and HR specialists can help determine the needs for orientation, training, development, and career counseling of present employees. As a result of these…

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Preparation and Selection

Preparation and Selection A solid information base lies at the center of effective HR management. Without accurate and timely information, managers and HR departments are seriously limited in their ability to meet challenges. To build a human resource information system, data are gathered about each job and about the organization’s future HR needs. Using this information, specialists can…

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Frameworks and Challenges

Frameworks and Challenges Operating managers and HR experts face many challenges in dealing with people The central challenge is to assist the organization in improving its effectiveness and efficiency in an ethical and socially responsible. way. Other challenges arise from the environment in which organizations operate; changing demands of workers, international and domestic competitors, pressure groups, professional ethics, and government…

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Input-Output Simplification of the Human Resource Management System

Input-Output Simplification of the Human Resource Management System way in which the department responds. At the same time, systems exhibit a continual interaction with their environment, even influencing the environment, as the stadium contractor’s decision to hire large numbers of skilled workers undoubtedly affected the local labor market. The role of major human resource subsystems shown in Figure 1-8…

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The Human Resource Management Model and Subsystems

The Human Resource Management Model and Subsystems every other activity. For example, the challenges faced by the HR department affect the selection of employees. The selection subsystem influences the department’s development and evaluation of employees. In addition, each subsystem is affected by the department’s objectives and policies and by the external environment in which HR management takes place,…

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