MGMT1001 Chapter Notes - Chapter 9: Human Resource Management, Unstructured Interview, Performance Appraisal
Chapter 9 Textbook Notes MGMT1001
Kinicki, et al. 2017, Management, A Practical Introduction, 2nd edn, McGraw-Hill Australia,
Sydney.
Strategic Human Resources
• HR consists of activities managers performing to planning for, attract, develop and retain
an effective workforce
• Human capital is economic or productive potential of employee knowledge, experience
and actions
• Strategic human resource management process
o Establish the mission and the vision
o Establish the grand strategy
o Formulate strategic plans
o Plan human resources needed
o Recruit and select people
o Perform appraisals of people
o Purpose: get optimal work performance to help realise company's mission and
vision
• Knowledge worker: concerned with generating/interpreting information. Add value to
organisation using brains rather than labour
• Social capital: economic/productive potential of strung, trusting and cooperative
relationships. Includes goodwill, mutual respect, cooperation, trust and teamwork
• Strategic HR planning: developing a systematic comprehensive strategy for understanding
current employee needs and predicting future employee needs
• Job analysis determines by observation and analysis, basic elements of a job. They observe
the flow of work and learn how results are accomplished.
• Recruiting: process of locating and attracting qualified applicants for job openings in
organisation. Finding skills, abilities and characteristics best suited.
• Internal recruiting: people employed already aware of job openings done through job
posting.
• External recruiting: outside organisation done through papers, agencies etc.
• Unstructured interview: questions finding out what interview is like
• Structured interview: asking applicants all the same questions
• Situational interview: hypothetical situations finding out if applicant can handle difficult
situations arising on the job
• Orientation is helping the newcomer fit smoothly into the job and organisation
• Performance appraisal: assessing an employee's performance and providing him or her
with feedback
• Objective appraisals also called result appraisals based on facts
• Subjective appraisals based on manager's perceptions of employee's traits or behaviours
• 360 degree assessment in which employees are appraised by managers and peers,
subordinates and sometimes clients
• Formal appraisals conducted at specific times of year based on performance measures
established in advances
• Informal appraisals conducted on unscheduled basis and consist of less rigorous
indications of employee performance
• Compensation: (1) wages or salaries, (2) incentives, (3) benefits
• Base pay consists of basic wage or salary
• Benefits or fringe benefits are additional non-monetary forms of compensation designed
to enrich lives of all employees in organisation, which are paid for completely or in part by
organisation
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Document Summary
2017, management, a practical introduction, 2nd edn, mcgraw-hill australia, Strategic human resources: hr consists of activities managers performing to planning for, attract, develop and retain an effective workforce, human capital is economic or productive potential of employee knowledge, experience and actions. Add value to organisation using brains rather than labour. Social capital: economic/productive potential of strung, trusting and cooperative relationships. Includes goodwill, mutual respect, cooperation, trust and teamwork. Strategic hr planning: developing a systematic comprehensive strategy for understanding current employee needs and predicting future employee needs. Job analysis determines by observation and analysis, basic elements of a job. They observe the flow of work and learn how results are accomplished: recruiting: process of locating and attracting qualified applicants for job openings in organisation. Internal recruiting: people employed already aware of job openings done through job posting: external recruiting: outside organisation done through papers, agencies etc, unstructured interview: questions finding out what interview is like.
