C202 CHAPTER 4 Flashcards
What is the strategic planning process?
A process for making decisions about an organization’s long-term goals and how they are to be achieved.
Why is HRM important in the strategic planning process?
HRM is important because without the right talent in place, most organizational goals cannot be accomplished.
What are the key components that strategic plans focus on?
High-level decisions including:
* Organization’s vision
* Mission
* Core values
* Business involvement
* Competition strategies
* Organizational structure
What is an organization’s mission?
Its basic purpose and the scope of its operations.
What is the three-part mission of The Coca-Cola Company?
- To refresh the world
- To inspire moments of optimism and happiness
- To create value and make a difference.
What does a company’s vision describe?
The company’s long-term goals regarding what the organization wants to become and accomplish.
Job-related worker characteristics are typically described in terms of:
Knowledge, Skills, Ability, and Other Characteristics (KSAO)
What are core values in an organization?
Enduring beliefs and principles that guide its decisions and goals.
Summarizes the characteristics of someone able to perform the job.
Person Specification
True or False: Strategic planning is only about implementing plans after they are developed.
False
Fill in the blank: An organization’s _______ identifies its long-term goals regarding what it wants to become.
vision
What is the difference between traditional and virtual organizational structures?
Traditional structures are brick-and-mortar, while virtual structures involve employees interacting through technology.
What informs a company’s analysis of its business opportunities and threats?
A company’s mission, vision, and core values
These elements guide the strategic analysis and decision-making processes.
What external factors do organizations analyze to position themselves for success?
Economic conditions and competitive threats
Understanding these factors helps organizations to adapt their strategies.
What does internal environment analysis assess?
What the organization can do best and what it might be compromised at doing
This analysis helps in identifying strengths and weaknesses.
What is the purpose of crafting a business strategy?
To outline how the organization will compete in a particular market
A clear strategy helps to direct resources and efforts effectively.
Organized factual or procedural information that can be applied to perform a task.
Knowledge
This reflects their commitment to innovation in healthcare.
Why should HRM leaders be involved in the business strategy planning process?
Because of the critical role of HRM in executing any business strategy
HRM alignment is essential for achieving strategic goals.
What does human resource planning align with?
The organization’s strategic goals
Effective alignment ensures that the right talent is available to meet objectives.
What preferences and values impact a firm’s future labor supply?
Promoting from within, retaining workers, allowing high turnover, and treating employees as assets
These choices affect recruitment and retention strategies.
What does the human resource planning process reconcile?
Labor supply and demand gaps
This involves developing action plans to manage talent surpluses or shortages.
What are the four main steps of the human resource planning process?
- Strategic planning
- Human resource planning
- Forecasting labor demand and supply
- Developing and implementing action plans
Each step is crucial for effective talent management.
How do a company’s strategic vision, mission, values, and strategy influence human resources?
They influence the type, quality, and quantity of skills and employees needed
This alignment is vital for organizational success.
What is involved in forecasting labor demand and supply?
Identifying expected labor shortages or surpluses
This helps organizations prepare for future workforce needs.
What should action plans address in the context of human resource planning?
Gaps between expected labor supply and demand
Plans should include strategies for recruiting, retention, and employee development.
The human resource planning process includes 4 main steps:
Strategic planning, Human resource planning,Forecasting labor demand and labor supply,Developing and implementing action plans as needed
These steps guide the effective management of human resources.
True or False: The Bureau of Labor Statistics and the Department of Labor provide data for labor forecasting.
True
These resources are valuable for accurate labor market analysis.
What might an action plan include to address a skills gap in the workforce?
- Recruiting
- Training
- Compensation strategies
Addressing skill shortages is critical for future success.
What is the primary focus of workforce planning?
Workforce planning should focus on jobs that add the most value and are critical for business strategy execution.
Why are top researchers essential for a firm?
Top researchers are essential if innovation is the source of a firm’s competitive advantage.
What drives an organization’s competitive advantage related to customer service?
The quality and performance of customer-facing employees is critical.
In which positions is workforce planning particularly important?
Workforce planning is important for positions where top performers significantly outperform average performers, such as sales.
Fill in the blank: Ensuring that sufficient numbers of the right people are placed into these positions can positively impact a company’s _______.
bottom line
True or False: Workforce planning is only necessary for high-level executive roles.
False
What is a key outcome of effective workforce planning?
A positive impact on a company’s bottom line.
The ability to use some sort of knowledge in performing a physical task; often refers to psychomotor activities performed using body movements and vision, for example
Skills
Job Analysis
A systematic process used to identify and describe the important aspects of a job and the characteristics a worker needs to perform the job well.
Done properly, _____ can strategically align job requirements with the company’s business strategy and competitive advantage. I
Job analysis
T or F: Job analysis is the foundation of an effective legal defense against failure to hire and wrongful discharge lawsuits.
True
Job analyses are used for multiple purposes, including:
a) Determining ____requirements
b) Developing a ___ plan
c) Selecting ____ for employment
d) Creating employee _____
e) Designing____ systems
f) Developing ___ evaluation tools
a) Hiring
b) recruiting
c) job applicants
d) training plans
e) compensation
f) performance
Job Description
A written description of the duties and the responsibilities of the job itself.
Job Task
An observable unit of work with a beginning and an end.
Task Statements
Identify in specific behavioral terms the regular duties and responsibilities of a position.
Each task statement should describe a ____, identifiable aspect of the work performed on the target job and____ what the worker does, how the worker does it, and for what ____.
specific, describe, purpose.
Person Specification
helps to identify where and how to recruit and helps to identify relevant applicant assessment and screening criteria.
essential criteria
Job holder characteristics that are vital to job performance.
Desirable criteria
Job holder characteristics that may enhance job success but are not essential to adequate job performance.
T or F: A person can have knowledge without skill.
True
A stable and enduring capability to perform a variety of tasks (e.g., verbal or mechanical ability). It may be inherited, learned, or a combination of both.
Abilities
A miscellaneous category for worker characteristics that are not knowledges, skills, or abilities, including personality traits, values, and work styles.
Other Characteristics
A tool that obtains different information about a job and its workers.
Job Analysis Methods
Job experts describe stories of good and poor performance to identify desirable and undesirable competencies or behaviors.
Critical Incidents Technique
It is a story about someone’s either extremely effective or ineffective work behavior. It can be collected through interviews with incumbents or supervisors or by reviewing written records of job events, such as safety logs
critical incident
Expert brainstorming sessions that identify the characteristics of successful workers.
job elements job analysis method
