Human Resources Management (HRM): The strategic approach to managing people within an organization, aiming to align employee expectations and characteristics with organizational goals through activities like recruitment, development, and evaluation.
Strategic HRM: An advanced form of HR management where HR practices are integrated with the overall business strategy, focusing on long-term goals, skill management, and competitive advantage.
HR Activities: Core functions such as recruitment, training, organization of work, evaluation, remuneration, and development, which collectively support employment and operational efficiency.
Stakeholders in HR: Internal actors (e.g., employees, managers, HR department) and external actors (e.g., consultants, shareholders, unions) who influence or are affected by HR policies and practices.
HR Norms and Rules: Legal and normative frameworks derived from labor law and collective bargaining, regulating contracts, working conditions, social benefits, and negotiation processes.
1. What does HR management primarily refer to?
2. In the recruitment process, which stage involves searching for potential candidates through various channels such as job postings, social networks, or headhunting?
3. What is the primary role of key HR functions within an organization?
HR Management — definition?
Strategic approach to managing people aligning with organizational goals.
HR Activities — examples?
Recruitment, training, evaluation, remuneration, development.
Key HR Functions — core roles?
Recruitment, training, evaluation, compensation, development.
HR Norms and Rules — purpose?
Ensure legal compliance and standardize HR practices.
Recruitment Process — stages?
Needs analysis, sourcing, selection, onboarding.
Selection vs Integration — difference?
Selection chooses candidates; integration socializes new employees.
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