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HRM Study Guide for Students

The document outlines key concepts in Human Resource Management (HRM), emphasizing its role in enhancing organizational performance through effective policies and practices. It also identifies ethical standards in HRM, such as fairness and respect for employee rights, and defines various job design approaches aimed at improving efficiency, motivation, safety, and mental capacity. Additionally, it explains job-related terms like job enlargement, job rotation, and ergonomics, highlighting their significance in creating a productive work environment.

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18 views2 pages

HRM Study Guide for Students

The document outlines key concepts in Human Resource Management (HRM), emphasizing its role in enhancing organizational performance through effective policies and practices. It also identifies ethical standards in HRM, such as fairness and respect for employee rights, and defines various job design approaches aimed at improving efficiency, motivation, safety, and mental capacity. Additionally, it explains job-related terms like job enlargement, job rotation, and ergonomics, highlighting their significance in creating a productive work environment.

Uploaded by

Vathana Ou
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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HRM Mid-Term’s Preparation (04.Feb.

2025)

• 1.Define HRM, and explain how HRM benefit to an organization’s performance:


o Human resouce management consisits of an organization’s policies, practices, and systems that
influence employees’ behavior, attitudes, and performance. HRM influences who works for an
organization and how. Well-managed HR can be a source of sustainable competitive advantage
by contributing to quality, profits, and customer satisfaction.
• 3.Standard identification of ethical practies of HRM:
o Should make decisions that result in the greatest good for the largest number of people.
o Should respect basic rights of privacy, due process, consent, and free speech.
o Should treat others equitably and fairly.
o Should recognize ethical issues that arise in areas such as employee privacy, protection of
employee safety, and fairness in employment practices.
• 4.Definition
o Job Enlargement: Broadening the types of tasks performed in a job.
o Job Extension: Enlarging jobs by combining several relatively simple jobs to form a job with
a wider range of tasks.
o Job Rotation: Enlarging jobs by moving employees among several different jobs.
o Job Enrichment: Empowering workers by adding more decision-making authority to jobs.
o Flextime: A scheduling policy in which full time employees may choose starting and ending
times within guidelines specified by the organization.
o Job Sharing: A work option in which two part-time employees carry out the tasks associated
with a single job.
o Ergonomics: The study of the interface between individuals’s physiology and the
charateristics of the physical work environment.
• 4.1.
• 5.Approach to job designs:
o Design for efficiency: The technique for designing efficient jobs is industrial engineering,
which looks for the simplest way to structure work to maximize efficiency. Through methods
such as tim-and-motion studies, the industrical engineer creates jobs that are relatively simple
and typically repetitive. These jobs may bore workers because they are so simple.
o Design for motivation: Accoding to the Job Characteristics Model, jobs are more motivating
if they have greater skill variety, task identity, task significance, autonomy, and feedback about
performance effectiveness. Ways to create suck job include job enlargement (through job
extension or job rotation) and job enrichment.
o Design for safety and health: The goal of ergonomics is to minimize physical strain on the
worker by structuring the physical work environment around the way the human body works.
Ergonomic design may involve modifying equipment to reduce the physical demands of
performingcertain jobs or redesigning the jobs themselves to reduce strain. Ergonomic design
may target work practices associated with injuries.
o Design for mental capacity: Employers may seek to reduce mental as well as physical strain.
The job design may lmit the amount of information and memorization involved. Adequate
lighting, easy-to-read gauges and displays, simple-to-operate equipment, and clear instructions
also can minimize mental strain. Computer software can simplify jobs-for example, by
perfomring calculations or filtering out spam from important e-mails. Organizations can select
employees with the necessary abilities to handle a job’s mental demand.

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