Human Resource Management (ENG) — Ünite 1 Soru-Cevap

These are the Lonca (guild) system, scientific management, human relations and organizational science.

Loncas are established by tradesmen and craftsmen who work in the same profession to protect their interests.

Even though its roots go back to the industrial revolution, personnel management can only be considered as a profession only after the First World War. It can be said that the concept of personnel management has a narrower scope than the concept of human resources management.

Since the 1980s, the concept of personnel management has been replaced by human resources management.

Differences between personnel management and human resources management are considered philosophical. Personnel management deals with the execution of administrative affairs in the organization. On the other hand, HRM focuses on the workforce to ensure the success of the organization.

Strategic HRM means formulating and executing HR systems that produce the employee competencies and behaviors the company needs to achieve its strategic aims.

Sustainable HRM enhances positive environmental outcomes and positive social and human outcomes.

The functions of human resource management include, but not limited to:

• job analysis and design,
• human resource planning,
• recruitment,
• training and development,
• performance evaluation,
• career development,
• orientation,
• compensation,
• employee relations.

Job design is described as an outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction

HRM Planning is a process by which an organization ensures that it has the right number and kinds of people at the right place and at the right time.

Training that uses online technologies such as social networks, virtual worlds (such as Second Life), and systems that blend synchronous and asynchronous delivery with blogs, chat rooms, bookmark sharing, and tools such as 3-D simulations.)

Performance management is the process through which managers ensure that employees’ activities and outputs contribute to the organization’s goals. Performance appraisal means evaluating an employee’s current or past performance relative to his or her performance standards. Performance evaluation is an important part of the process.

A career that frequently changes based on changes in the person’s interests, abilities, and values and in the work environment.)

“Talent management is defined in three ways:

1. As a combination of standard human resource management practices such as recruitment, selection and career development

2. As the creation of a large talent pool, ensuring the quantitative and qualitative flow of employees through the organization (i.e. akin to succession or human resource planning)

3. As a good based on demographic necessity to manage talent.”

Unions are kind of organizations formed for the purpose of representing their members’ interests in dealing with employers.

Outsourcing means having outside vendors supply services (such as benefits management, market research, or manufacturing) that the company’s own employees previously did in-house.

Virtual teams are groups of geographically dispersed coworkers who interact using a combination of telecommunications and information technologies to accomplish an organizational task.

This concept of HRM also is termed international human resource management (IHRM). IHRM means that the human resource management concepts and techniques employers use to manage the human resource challenges of their international operations.

HRIS is the most comprehensive expression of human resources management with technology. As the company grows, a more comprehensive system becomes necessary.

The digital gap is the economic, educational, and social inequalities between those who have computers and online access and those who do not.