Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

DBA Comp Review > BUSI 750 - Human Resource > Flashcards

BUSI 750 - Human Resource Flashcards

1
Q

LO A

Explain the difference between Traditional/Administrative and Strategic HRD.

A

Traditional/Administrative HRD - view employees as a variable cost of production. Focus on compensation and staffing.

Strategic HRD - view employees as investments and a competitive advantage. Seeing wages & training not as an expense, but as an investment. Focus on outcomes rather than pay. Relationships, proactive, teams, flexible, value creation, involves employees in DM process

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

What are some Challenges to Strategic HR?

A
  1. Management rewarded for ST performance - HR is LT investment
  2. HR managers must think strategically
  3. Sr managers lack appreciation of HR’s potential
  4. Functional managers don’t see themselves as HR managers
  5. Hard to quantify outcomes of HR programs
  6. Human assets can leave company unlike physical assets that are owned by the company
  7. Resistance to change
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Explain the BASICS of Strategic Management.

A
  1. Create/Evaluate Mission Statements
  2. Analyze external environment (competition, regulations, technology, market trends, economic trends)
  3. Analyze Self (financial and physical resources, reputation, relationships, technology & processes, management culture, DM process, structure
  4. Establish goals & objectives - specific measurable, flexible
  5. Set strategy - ex: Growth (acquire or enter markets), Maintain, Retrenchment (layoffs)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Describe Recent Trends in Strategic Management.

A

Privatization of formerly publicly-held companies

Due to:

  • Tired of trying to gain acceptance from Wall Street
  • High costs to remain compliant with SOX
  • Keep info private
  • Pursue LT strategy rather than ST results for investors
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Describe the BASICS of Corporate Social Responsibility.

A
  • Seek to improve quality of life for employees, their families, the local community, and stakeholders up and down the supply chain
  • Triple bottom line: PROFIT, PEOPLE, PLANET
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Identify the 5 OBJECTIVES of Strategic Workforce Planning.

A
  1. Prevent over/under staffing
  2. Right employees with right skills at right time
  3. organization must be responsive to changes in economy, industry, technology, government, etc.
  4. Provide direction for all HR activities (training, evaluation, compensation) so that all departments are considered
  5. Unite perspective of line and staff managers
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Describe different types of Work Systems.

A
  1. Job Specialization - narrow job assignments (boring)
  2. Job Enlargement/Rotation
  3. Job Enrichment - increased responsibilities
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Describe Recent Trends in HR litigation.

A
  • Moved away from blatant to subtle form of discrimination such as facial expressions, tone of voice, bullying, mispronouncing names
  • Sexual harassment expanded to include sexual orientation and sexual identity
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Explain some BASICS of staffing.

A
  • Recruiting: temp or permanent employees? internal or external? How to recruit? Posting, word of mouth, ads, social media, etc.?
  • Interviews: behavior interviews, structural interviews, unstructured/spontaneous interviews
  • Testing
  • References/Background checks
  • Legal status of workers
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Explain the BASIC issues of Training & Development

A
  • Training = ST costs, LT benefits
  • Must train to stay competitive
  • Assess needs
  • Set Objectives
  • Design & Delivery
  • Evaluation
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Explain the BASICS of Compensation

A

Equitable Compensation System needs all 3:

  1. Internal equity - same job, same pay (classification system, point system, etc.)
  2. External equity - Lead (more than competitors), Lag (make up difference with benefits), or Market
  3. Individual equity - seniority, merit pay
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Explain recent issues in Labor Relations

A
  • Decline in union membership because many blue collar jobs have been moved overseas or replaced with technology
  • Types of strikes: economic strike, unfair labor strike, wildcat strike
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Explain the BASICS of Employee Separation

A

Layoff Alternative Options:

  • LT: hiring freezes, no replacements, early retirements
  • ST: subcontracting, voluntary leaves, salary reductions, redeploy workers

Turnover COSTS - training new hires, downtime
Turnover BENEFITS - new ideas, can lower payroll expenses

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Explain the BASICS of Performance Evaluation & Feedback

A
  • Evaluate past, present, & future performance goals
  • Purpose of evaluation: facilitate deployment of workers, determine compensation, enhance motivation, legal compliance, HR planning
  • Absolute (compared to standard); Relative (compared to coworkers)

Drawbacks/Challenges of Evaluation - time consuming, makes some uncomfortable, can have bias

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Describe the 4 types of International HR Policies

A

Ethnocentric - exporting home country’s practices & policies to foreign locations

Polycentric - allow each location to use local culture & workforce characteristics

Regiocentric - develop standard policies by geographic region

Geocentric - one set of global practices & policies

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Describe 3 different International HR approaches

A

Admin Approach - paperwork, taxes, visas, movers
Tactical Approach - all of the above + limited training
Strategic Approach - all of the above + continuous training, housing services, repatriation (most neglected issue)

17
Q

Biblical Integration

A
  • Work is man’s way of cultivating & advancing God’s creation to serve all.
  • We have a duty to use our talents & abilities for our neighbor’s sake. We should find a place in life where our gifts can be employed & help others to do the same.
  • As employers, we should restore a sense of vocation to work by changing from supervisor to facilitator & allowing more freedom in the workplace (Hardy).
  • When the role of the manager changes “from supervisor to facilitator” (Hardy, 1990, p. 178), the employee is allowed to take initiative and be more creative in their workplace. Many management theorists recognize this shift in the role of the manager as a means to creating an environment where employees can pursue work as a vocation, as “they are entitled to a social place where they can pursue their calling” (Hardy, 1990, 179).
  • Ephesians 4:1: “I urge you to live a life worthy of the calling you have received.”

DBA Comp Review (6 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions