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Labor Relations and HR
University
Introduction to Labor Relations and Human Resources. Source: Wikipedia (CC BY-SA 4.0).
35 flashcards21 quiz questions7 summary sections
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Read the full theory →Human Resources Function and Management in the Company
- Definition: Body responsible for the company-worker relationship to achieve objectives.
- Technical origin: Scientific development in the late 19th century with the factory system.
- Key areas: Recruitment, selection, hiring, training, payroll, and labor relations.
- Economic efficiency principle: Maximum performance with minimum costs.
- Principle of social efficiency: Meeting needs to achieve commitment and motivation.
- Principle of integration: Consistency between policies, objectives, and efficiencies.
- Focus: People are active agents (intelligence, creativity) and not mere resources.
- Strategic pillars: Organizational communication, leadership, teamwork, negotiation, and organizational culture.
- 1893 Milestone: John R. Commons uses the term for the first time.
- 1958 Milestone: E. Wight Bakke uses modern terminology.
- Critical functions: Payroll management, combating discrimination, and ensuring equal opportunities.
Personnel planning and management models
- Definition: Determination of human needs (quantity, quality, and cost) within a given timeframe.
- Research: Must be continuous and constant across all levels and areas.
- Technology: Use of digital systems to automate human resources processes.
- Objectives: Resource efficiency, profit generation, and foresight regarding business changes.
- Approach: Must be flexible and broad, including economic recession scenarios.
- Individual development: Based on promotion through training and aptitude assessment.
- Development components: Structure, organizational chart, potential inventory, substitutes, salaries, training, and selection.
- Demand Model: Based on historical extrapolations; does not consider external unforeseen events.
- Segment Model: Projects labor by correlating it with strategic factors.
- Replacement Chart Model: Based on current performance and promotion potential.
- Personnel Flow Model: Predicts short-term needs by tracking movements.
- Integrated Model: Combines production, technology, market, and career planning.
Recruitment process and vacancy management
- Recruitment: techniques for attracting qualified candidates
- Hiring modalities: temporary, contract, part-time, or full-time
- AI in recruitment: optimizes management, reduces biases, and analyzes micro-expressions
- Planning Phase 1: labor market research
- Planning Phase 2: definition of recruitment techniques
- Personnel requisition: formal document authorizing a vacancy
- Mandatory requisition data: title, location, reason, profile, salary, benefits, working hours, and contract type
- Required signatures: department head, area manager, finance, general management (if applicable), and HR
- HR Verification: prior job analysis (if a new position), data matching, and budget availability
- Internal sources: promotions, transfers, high-potential employees, and career plans
- External sources: candidates outside the organization
Recruitment and Selection of Personnel
- Internal recruitment: more cost-effective, faster, and more motivating
- Peter Principle: risk of promoting an employee to their level of incompetence
- External sources: portals, social networks, universities, consultancies, and headhunters
- Candidate segmentation: knowledge, experience, skills, socioeconomic level, and geography
- Internal media: bulletin boards, magazines, notices, and lateral promotion processes
- External media: press, mass media, flyers, and specialized agencies
- Professional competition: capabilities for results in a specific context
- Professional qualification: competencies acquired through training and experience
- Selection steps: verify minimums, evaluate, score, and decide
- Selection requirement: a method is only valid if it is reliable
- Validation: there must be consistency between the score and the practical skill
Training, Coaching, and Salary Policy
- Training: the process of acquiring technical, theoretical, and practical knowledge
- Job training: for new hires or relocations
- Promotional training: for employees with promotion potential
- On-the-job training: development of skills and attitudes for competitiveness
- Company benefits: increased productivity, quality, profitability, and stability
- Employee benefits: increased satisfaction, morale, and a sense of progress
- Coaching: a technique to improve performance, aptitudes, and self-esteem
- Coaching functions: identifying problems, correcting performance, and providing guidance
- Digital ecosystems: allow for the automated identification of skill gaps
- Salary policy: equitable distribution of remuneration based on merit and effectiveness
- Grading system: evaluation by committee and setting via interpolation
- Classification system: use of grades or classes (Public Administration and Armed Forces)
- Factor comparison system: sum of monetary amounts of 5 specific factors
- Point system: the most common method; uses points to weight expertise, effort, and responsibility
Incentives, motivation, leadership, and job analysis
- Compensation: consideration for time, intellect, and physical capacity.
- Monetary incentives: salary, bonuses, profit sharing, and family allowances.
- Non-monetary incentives: benefits such as remote work, training, health, and leisure.
- Rational commitment: driven by compensation (extrinsic motivator).
- Emotional commitment: based on intrinsic passion and dedication.
- Compensation strategy: must be tailored to age groups and organizational needs.
- Function of motivation: HR policies to attract, retain, and align competencies with objectives.
- Leadership: requires knowledge of personnel, valuing diversity, and clear direction.
- Job analysis: identification of required tasks, duties, and skills.
- Job description: summary of tasks, responsibilities, and conditions.
- Job specifications: details of the skills required for the position.
- Uses of job analysis: setting remuneration, evaluating compliance, planning training and promotions.
Software and technological tools in Human Resources management
- Software objective: Automate operational and repetitive tasks
- Strategic benefit: Allows time to be dedicated to strategic tasks and human relations
- Recruitment: Efficient filtering of large volumes of resumes
- Metrics: Generation of real-time reports on performance
- Document management: Control of payroll, contracts, onboarding, offboarding, and time tracking
- Nearshoring: Requires harmonizing technical efficiency with social stability
- Workplace well-being: Includes ergonomic spaces and family support services
- Talent retention: Depends on high standards in human resources management
Flashcard preview (6 of 35)
- 01
In business management, which body is responsible for decisions affecting the relationship between the company and the workers?
Human Resources (HR) Function
- 02
In HR management, what does the principle of 'economy' mean?
Maximum performance with minimum costs.
- 03
In HR management, what does the principle of 'social efficiency' seek?
Satisfying the needs of the staff to achieve commitment, identification, and motivation.
- 04
According to the text, what is the basic objective of human resources management?
Aligning the HR body and HR professionals with the organization's strategy.
- 05
In the context of HR, what concept is used to define people in the execution of the strategy?
Active and proactive agents (endowed with intelligence, innovation, creativity...).
- 06
Two essential characteristics of forecasting in personnel planning:
Breadth and flexibility.
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