Unit 1: Introduction to HRM (Tables)

Analysis and Design of Work

The function of ___________ focuses mainly on job analysis, work analysis, and job descriptions

Recruitment and Selection

The function of ___________is to recruit, post job descriptions, conduct interviews and testing, and coordinate with temporary employees

Training and Development

The function of ___________ is to orient, train skills, and develop programs and careers

Performance Management

The function of ___________ revolves mainly on performance measures, preparation and administration of performance appraisals, feedback and coaching, and discipline

Compensation and Benefits

The function of ___________ revolves mainly on wage and salary administration, incentive pay, insurance, vacation, retirement plans, profit sharing, health and wellness, and stock plans

Employee Relations/Labor Relations

The function of ___________ mainly revolves on attitude surveys, employee handbooks, labor law compliance, and relocation and outplacement services

Personnel Policies

The function of ___________ mainly revolves on policy creation and communications

Employee Data and Information Systems

The function of ___________ mainly revolves on record keeping, HR information systems, workforce analytics, social media, and intranet and Internet access

Legal Compliance

The function of ___________ mainly revolves on policies to ensure lawful behavior; safety inspections, accessibility accommodations, privacy policies, and ethics

Support for Business Strategy

The function of ___________ mainly revolves on human resource planning and forecasting, talent management, change management, and organization development

Administrative Services and Transactions

The ________ focuses on compensation, hiring, and staffing while emphasizing resource efficiency and service quality

Business Partner Service

The ________ focuses on developing effective HR systems and helping implement business plans and talent management while emphasizing the knowledge on the business and exercising influence such as problem solving and designing effective systems to ensure needed competencies

Strategic Partner

The ________ focuses on contributing to business strategy based on considerations of human capital, business capabilities, readiness, and developing HR practices as strategic differentiators while emphasizing the knowledge of HR and of the business, competition, the market, and business strategies