human resource management 15e (dessler) chapter 13
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Human Resource Management 15e (Dessler) Chapter 1
1) The basic functions of the management process include all of the following EXCEPT ________ A) planning B) organizing C) outsourcing D) leading Answer: C Explanation: C) The five basic functions of the management process include planning organizing staffing leading and controlling |
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Human Resources Management
After studying this chapter you should be able to: Define human resources management and describe its objectives Discuss the human resources management responsibilities of all managers Explain the role of the human resources department Discuss the impact of organizational culture and climate on human resources management Describe the external |
What is Human Resources Management?
Achieving these goals is the aim of human resources management, the field that is explored in this text. The activities, policies, and practices involved in obtaining, developing, utilizing, evaluating, maintaining, and retaining the appropriate number and skill mix of employees to accomplish the organization’s objectives.
How much does Human Resource Management by Gary Dessler cost?
Human Resource Management,16th edition Published by Pearson (September 15th 2020)- Copyright © 2020 Gary DesslerFlorida International University Best value eTextbook from /mo Print $74.99 MyLab from $89.99 Pearson+ subscription Buy nowOpens in a new tab ISBN-13: 9780135637289 Human Resource Management Instant access Rental + Hardcover $74.99
What factors influence a senior man-agement's decision to establish a HR department?
Organization size and complexity are generally major factors in senior man-agement’s decision to establish an HR department. As an organization grows, managing human resources effectively and ensuring legal compliance become more of a burden.
What is the primary goal of HRM?
The primary goal of HRM is to help the firm achieve its goals, and such HRM mistakes hinder that process. Difficulty: Moderate Chapter: 1 Objective: 1 AACSB: Analytical Thinking Learning Outcome: 1.1 Explain what human resource management is and how it relates to the management process.
L e a r n i n g O u t c o m e s
After studying this chapter, you should be able to: Define human resources management and describe its objectives. Discuss the human resources management responsibilities of all managers. Explain the role of the human resources department. Discuss the impact of organizational culture and climate on human resources management. Describe the external
human resources management (HRM)
The activities, policies, and practices involved in obtaining, developing, utilizing, evaluating, maintaining, and retaining the appropriate number and skill mix of employees to accomplish the organization’s objectives. pearsoned.ca
What is Human Resources Management?
Human resources management (HRM) refers to the management of people in organizations. It comprises the activities, policies, and practices involved in obtaining, developing, utilizing, evaluating, maintaining, and retaining the appropriate number and skill mix of employees to accomplish the organization’s objectives. The goal of HRM is to maximize
Objectives of Human Resources Management
The objectives of HRM include: assisting the organization in obtaining the right number and types of employees to fulfill its strategic and operational goals helping to create a climate in which employees are encouraged to develop and utilize their skills to the fullest helping to maintain performance standards and increase productivity through eff
Why is Human Resources Management Important
Gateway to Hot HR Sites www.io.org/~pmi/p5.html to All Managers? Managers at all levels must concern themselves with HRM, since they all meet their goals through the efforts of others, which requires the effective manage-ment of people. Every supervisor and manager has responsibilities related to a wide range of HRM activities. These include analyz
authority
The right to make decisions, direct the work of others, and give orders. pearsoned.ca
line authority
Authorization given to managers to direct the work of those reporting to them and make decisions about operational issues. pearsoned.ca
line manager
An individual who is in charge of an aspect of operations directly linked to the organization’s prod-uct(s) or service(s). pearsoned.ca
staff authority
The authority to assist, counsel, advise, or provide service to others, but not to direct or control their activities. pearsoned.ca
staff manager
The person in charge of a function or department that is not directly linked to the organization’s prod-uct(s) or service(s), but rather pro-vides assistance and support. pearsoned.ca
Current Human Resources Management Functions
Except for very small businesses, most firms today have an HR department headed by an HR professional. To understand how the duties of this individ-ual and other HR department staff relate to the HRM duties of managers throughout the rest of the organization, it is helpful to distinguish among line, staff, and functional authority. Authority is the
functional authority
Authorization to make final deci-sions on issues affecting other departments or aspects of opera-tions. The HR department is gener-ally given functional authority for highly technical activities, such as compensation and benefits admin-istration, and activities for which centralization enhances efficiency and effectiveness, such as recruit-ment. pearsoned.ca
policy
A predetermined guide to thinking, established to provide direction in decision making. pearsoned.ca
procedure
A prescribed sequence of steps to be followed when implementing organizational policies. Organization size and complexity are generally major factors in senior man-agement’s decision to establish an HR department. As an organization grows, managing human resources effectively and ensuring legal compliance become more of a burden. Once department ma
The Role of the Human Resources Department
Once an HR department has been created, it is the unit that has overall responsibility for HRM programs and activities. The primary role of the HR department is to ensure that the organization’s human resources are utilized effectively and managed in compliance with company policies and procedures, government legislation, and, in unionized settings
Formulating Policies and Procedures
The head of the HR department usually plays a leadership role in initiating and formulating HR policies and procedures that are consistent with overall organi-zational objectives. These must also be compatible with current economic con-ditions, collective bargaining trends, and applicable employment legislation. Often, though, the actual formulatio
employee advocacy
The role of the HR department staff that involves ensuring that man-agers understand how they are expected to treat employees, employees have mechanisms to contest practices that they perceive to be unfair, and employees’ inter-ests are fairly represented when providing guidance and/or advice. HR Network (HRNET) www.hronline.com/forums/index.html pearsoned.ca
Providing Services
The HR department generally provides services in the following areas on an ongoing basis: maintenance of HR records; recruitment, selection, orientation, training and development; compensation and benefits administration; employee counselling; and labour relations. pearsoned.ca
Monitoring to Ensure Compliance
The HR department staff members are generally responsible for monitoring to ensure compliance with established HR policies and procedures. They may ana-lyze data pertaining to absenteeism and turnover or accident rates, for example, to identify problems with policy implementation or failures to comply with spec-ified procedures. In addition, the HR
e-business
The use of the Internet to manage everyday business processes elec-tronically, from supply chain to delivery. Included is the use of e-mail, Web sites, and e-commerce activities. pearsoned.ca
proactive
Anticipating problems and taking corrective action before a problem occurs. pearsoned.ca
reactive
Responding to an already-existing problem (such as “putting out fires”). In addition to serving as consultants, HR specialists are expected to be “change agents” who provide senior managers with “up-to-date information on current trends and new methods of solving problems”16 to help the organization increase its efficiency and effectiveness. By con
An Ethical Dilemma
Supervisor Jonas wants to hire Employee A. Based on reference checking results, you, the HR man-ager, know that Employee B would be a much more suitable hire. How would you handle this situation? Safety Specialists Employee Counsellor Relations Specialist Labour tribution to the firm, the title “vice-president of HR” (or labour relations in a union
Division of Responsibilities for HR Activities
Responsibility for the Activity is Assigned to: Activity HR Dept. Only HR & Other Dept(s) Other Dept(s) Only pearsoned.ca
Employment and recruiting
Employment interviews Recruiting (other than college/university recruiting) Temporary labour coordination Pre-employment testing College/university recruiting pearsoned.ca
Training and development
Orientation of new employees Supervisory training/management development Performance appraisal, management Performance appraisal, nonmanagement Skills training, nonmanagement Tuition aid/scholarships Career planning/development Productivity/quality enhancement programs pearsoned.ca
Compensation
Let our Companion Web site be your personal e-Tutor After you complete each chapter, log on to the Web site to review the material you have just read. Take practice tests that include multiple choice, true and false, fill-in-the-blanks, and essay questions For incorrect answers, your e-Tutor will direct you to the appropriate page or section in t
Introduction__Human Resources Management (HRM)Chapter 01 Gary Dessler Latest Edition💞
Introduction__Human Resources Management (HRM)Chapter 01 Gary Dessler Latest Edition
Human Resource Management Strategy & Analysis (HRM) Ch# 03 (Part01) Gary Dessler Latest Edition
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Human Resource Management 15e (Dessler) Chapter 13 Benefits
Human Resource Management 15e (Dessler). Chapter 13 Benefits and Services. 1) The indirect financial and nonfinancial payments employees receive for |
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Human Resource Management 15e (Dessler) Chapter 1
13) Since human resources is important to all managers which is NOT a personnel mistake a manager wants to avoid making while managing? A) waste time with |
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Human Resource Management 15e (Dessler) Chapter 3 Human
Difficulty: Moderate. Chapter: 3. Objective: 2. AACSB: Application of Knowledge. Learning Outcome: 3.2 List with examples the main types of strategies. Page 13 |
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Human Resource Management 15e (Dessler) Chapter 4 Job
13) Jennifer a manager at an engineering firm |
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Human Resource Management 15e (Dessler) Chapter 5 Personnel
Human Resource Management 15e (Dessler). Chapter 5 Personnel Planning and Recruiting. 1) What is the first step in the recruitment and selection process? |
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Human Resource Management 15e (Dessler) Chapter 12 Pay for
13) In Vroom's theory of motivation which of the following terms refers to the perceived value a person attaches to a reward? A) valence. B) instrumentality. C |
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Human Resource Management 15e (Dessler) Chapter 9
Difficulty: Moderate. Chapter: 9. Objective: 1. AACSB: Analytical Thinking. Learning Outcome: 9.1 Describe the performance appraisal process. 13) In most firms |
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Human Resource Management 15e (Dessler) Chapter 10
Human Resource Management 15e (Dessler). Chapter 10 Employee Retention |
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Human Resource Management 15e (Dessler) Chapter 7
Human Resource Management 15e (Dessler). Chapter 7 Interviewing Candidates 13) What type of interview would most likely include the following statement ... |
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Human Resource Management 15e (Dessler) Chapter 8 Training
Human Resource Management 15e (Dessler). Chapter 8 Training and Developing Employees 13) What is the second step in the ADDIE training process? |
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Human Resource Management, 15e (Dessler) Chapter 13 Benefits
Human Resource Management, 15e (Dessler) Chapter 13 Benefits and Services 1) The indirect financial and nonfinancial payments employees receive for |
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Human Resource Management, 15e (Dessler) Chapter 1
13) Since human resources is important to all managers, which is NOT a personnel mistake a manager wants to avoid making while managing? A) waste time with |
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Human Resource Management 10e- Gary Dessler
Gary Dessler Chapter 13 2005 Prentice Hall Inc All rights reserved 13–8 Types of Employee Benefits ➢Pay for employer's rate of personnel terminations |
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Human Resource Management 15e Dessler Chapter 6 - Blue Bus
Management, 15e (Dessler) Chapter 13 Dessler, Human Resource Management , 16th Edition PearsonHuman Resource Management 15th DesslerHuman |
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Chapter 13 Resource Management
Human Resource Management 15e Dessler Chapter 13 Chapter 13 Human Chapter 13 Employee Benefits Human Resource Management Oxford University |
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Chapter 13 Resource Management - Unhaggle
resources chapter 13 management Flashcards and Study Sets Human Resource Management, 15e (Dessler) Chapter 13 Contact - Jason Wilson-Aguilar – |
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