HRM 200 Project One New Hire Orientation Oct 2
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Southern New Hampshire University *
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Course
200
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Management
Date
Apr 3, 2024
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pptx
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NEW HIRE ORIENTATION
Human Resources Overview
Hello and Welcome! •
“
policies, practices, and systems that influence employee’s behavior, attitudes, and performance- HUMAN RESOURCE MANAGEMENT” (Noe et al, 2022, p. 3). This is who we as Human Resource Generalists are. By becoming skillful in our role, we assure our company’s success!
•
You are the navigator for our employees as they journey through the 6 Stages of their Employee Life Cycle:
•
Attraction •
Recruitment
•
Onboarding •
Development
•
Retention
•
Separation
*Another way to state the destinations on the employee’s life cycle is- Hire, Inspire, Admire, Retire (Lupfur, 2017)
2
Organization Structure
•
By moving through the stages of the employee’s life cycle you’ll support our organization by •
Working with company management to determine what skills and qualities are needed in the type of employee who will aid in the company’s productivity and longevity- Human Resource Planning (Noe et al, 2021)
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Attracting Employees- Recruiting (Noe et al, 2021)
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Selecting Employees – Selection (Noe et al, 2021)
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Teaching employees how to complete their respective jobs and providing them ways to promote to the next level- Training and Development (Noe et al, 2021)
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Completing Performance Evaluations- Performance Management (Noe et al, 2021)
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Rewarding Employees- Compensation (Noe et al, 2021)
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Creating a safe space where employees can engage with one another respectfully- Employee Relations (Noe et al, 2021)
(Noe, 2022, p. 3)
3
The work we do in HRM has a direct effect on our company’s longevity and success. Our employees are our greatest assets. Their performance is a direct reflection on how we treat them from the start to the end of their employment!
Talent Acquisition and Retention
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To successfully acquire and retain the right candidate for employment as an HR Generalist you will perform the following:
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Job Analysis- Obtaining detailed information about the job you’re hiring for (Noe et al, 2021)
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Job Design- define the way work is performed, stating the tasks required to perform the job (Noe et al, 2021)
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Job Specifications-
composing a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job (Noe et al, 2021)
4
•
Obtaining this information, will allow you to know what skills/talents to look for in prospective employees, assuring that you are bringing in the best qualified candidates to accomplish the company’s goals
•
By providing this information when recruiting and selecting, the prospective employee will have clear expectations of their job set should an offer be made, and they accept
Promoting Culture
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By supporting the following 3 Cultures we add value to our company:
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Culture of Development- providing development through career planning gives employees insight to possible future growth in the company
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Culture of Diversity- with the potential to have customers and operations in more than just the U.S. “having a diverse workforce gives us a competitive edge that brings a wider pool of talent and greater insight into the needs and behaviors of our diverse customers” (Noe et al, 2021)
•
Culture of Inclusion- all employees within our organization have a voice and deserved to be heard; we want our employees to always feel comfortable speaking up and remaining actively engaged in their work from start to finish- providing them with more pride in their work-
•
Consider “Job empowerment- giving employees responsibility and authority to make decisions regarding product development or customer service” (Noe et al, 2021)
5
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Related Questions
This discussion has 3 parts:
What do you perceive are the different roles and activities commonly required for human resource managers?
How are human resources managerial roles and activities affected by aspects of leadership planning and compensation?
In your opinion is it important for human resources managers to be certified through the Society of Human Resource Management? Explain your stance.
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What role does Employee Well-being play in modern HRM, especially considering the rise of remote work?
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1. in 400 words, Explain the need for human resource development? 2. Is performance appraisal advantageous? 3. What are the four components of 360 degree appraisal?
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Is employee engagement something new in Human Resources , or a reinvention of age-old management approaches ?
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discuss the impact that workplace bullying can have:
on employees and the organization;
the form or nature of workplace bullying;
the current legal situation and how it differs from the law about workplace harassment;
and, given the four basic goals of HRM, what action an organization can take to prevent workplace bullying.
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What does the future of Human Resources Management look like?
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“Balancing act: Managing short-term hiring needs with long-term business goals.” Discuss the implications of this in relation to recruitment and the strategic role of human resources
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Which challenges to training human resource development (HRD) such as Continuous improvement and qualityMight directly affect your present or future working environment? What additional challenges do you for see affecting HRD?
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1. Describe three different methods of performance appraisal. Which of these is the better method? Explain why.2. What are the four steps in the Employee Recruitment Process? What does the organization do at each of the steps?3. When using a test for selection, what is reliability, what is validity, and how are the two related to each other?4. Compare and contrast (how are they alike, how are they different) three methods of job analysis.5. Describe three principles for running an effective meeting. Explain why a meeting is poorly run when each principle is not used.
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Which career perspective is more relevant to HRM managers- the individual or the organizational? Defend your position.
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Describe ..How does effective human resource planning contribute to the overall strategic success of an organization?
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As organizations have adjusted to environmental influences, the roles played by HRD professionals have changed as well. Expand on the various roles and competencies that should be demonstrated by HR professionals and the expected outcomes/outputs to be gained by the organisation from these roles.
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What will happen if any organization does not care "performance management" of employees? share all drawbacks and impacts of not to practicing it within an organization.
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What is Human Resources Management? Its scope and importance?
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How will changes in the labor force affect HRM practices for the next decade? How can managers overcome obstacles to diversity such as mistrust and tension, stereotyping, and communication problems? Why do workers join unions? What implications would this have for the organization that wishes to remain non-union?
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For Discussion Thread: Introducing HR and Christian Worldview and Discussion Thread: Shaping the Future of HR
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HR5 Human Resources by Denisi and Griffin: Chapter 1 "Promoting Profits through People": Given the success enjoyed by Hilcorp, Google, and Quicken Loans, why don’t all firms use similar approaches to managing their employees?
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Human Resources Management Interventions focuses on interventions used to develop, integrate, and support people in organizations. In your general understanding, argued how human resource intervention can be applied via the Performance Management model in a detailed manner. explain each items under this model and Provide relevant examples in your explanation.
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6. Describe the role HR has in the organization's social responsibility.
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5. Why Motivating and Protecting Human Resources? How? (Employees Health and Safety.)
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Are employee benefits really necessary? Why?
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What does Human Resources Management mean to you?
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Which career perspective is more relevant to HRM managers—the individual or the organizational? Defend your position. Explain it
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Chapter 4
HUMAN RESOURCE MANAGEMENT
1. Define selection.
2. Explain each step of the selection process
3. Who do you think makes the selection decisions?
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Describe the key purpose of a compensation system
Explain why an effective compensation system is important to most organizations.
• Distinguish between extrinsic and intrinsic rewards.
Distinguish between a reward system and a compensation system.
• Describe the key aspects of a compensation strategy.
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Discuss employee development as an important component of an effective Performance Management system.with references..
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Related Questions
- This discussion has 3 parts: What do you perceive are the different roles and activities commonly required for human resource managers? How are human resources managerial roles and activities affected by aspects of leadership planning and compensation? In your opinion is it important for human resources managers to be certified through the Society of Human Resource Management? Explain your stance.arrow_forwardWhat role does Employee Well-being play in modern HRM, especially considering the rise of remote work?arrow_forward1. in 400 words, Explain the need for human resource development? 2. Is performance appraisal advantageous? 3. What are the four components of 360 degree appraisal?arrow_forward
- Is employee engagement something new in Human Resources , or a reinvention of age-old management approaches ?arrow_forwarddiscuss the impact that workplace bullying can have: on employees and the organization; the form or nature of workplace bullying; the current legal situation and how it differs from the law about workplace harassment; and, given the four basic goals of HRM, what action an organization can take to prevent workplace bullying.arrow_forwardWhat does the future of Human Resources Management look like?arrow_forward
- “Balancing act: Managing short-term hiring needs with long-term business goals.” Discuss the implications of this in relation to recruitment and the strategic role of human resourcesarrow_forwardWhich challenges to training human resource development (HRD) such as Continuous improvement and qualityMight directly affect your present or future working environment? What additional challenges do you for see affecting HRD?arrow_forward1. Describe three different methods of performance appraisal. Which of these is the better method? Explain why.2. What are the four steps in the Employee Recruitment Process? What does the organization do at each of the steps?3. When using a test for selection, what is reliability, what is validity, and how are the two related to each other?4. Compare and contrast (how are they alike, how are they different) three methods of job analysis.5. Describe three principles for running an effective meeting. Explain why a meeting is poorly run when each principle is not used.arrow_forward
- Which career perspective is more relevant to HRM managers- the individual or the organizational? Defend your position.arrow_forwardDescribe ..How does effective human resource planning contribute to the overall strategic success of an organization?arrow_forwardAs organizations have adjusted to environmental influences, the roles played by HRD professionals have changed as well. Expand on the various roles and competencies that should be demonstrated by HR professionals and the expected outcomes/outputs to be gained by the organisation from these roles.arrow_forward
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