Chapter 1 Flashcards
Certified Human Resources Professionals (CHRP)
Human resource practitioner, formally accredited to practice, who reflects a threshold professional level of practice
cost leadership strategy
Strategy to gain competitive advantage through lower costs of operations and lower prices for outputs
cultural forces
Challenges facing a firm’s decision makers because of cultural differences among employees or changes in core cultural or social values occurring at the larger societal level.
cultural mosaic
Canadian ideal of encouraging each ethnic, racial, and social group to maintain its own cultural heritage, forming a national mosaic of different cultures
demographic changes
changes in the demographics of the labour force (e.g. education levels, age levels, participation rates) that occur slowly and are usually known in advance
differentiation strategy
Strategy to gain competitive advantage by creating a distinct product or offering a unique service
economic forces
Economic factors facing Canadian business today, including global trade forces and the force to increase one’s won competitiveness and productivity levels
educational attainment
The highest educational level attained by an individual worker, employee group, or population
focus strategy
Strategy to gain a competitive advantage by focusing on the needs of a specific segment of the total market
functional authority
Authority that allows staff experts to make decisions and take actions normally reserved for line managers
human resource audit
An examination of the human resource policies, practices, and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals.
human resource management
The leadership and management of people within an organization using systems, methods, processes, and procedures that enable employees to optimize their performance and in turn their contribution to the organization and its goals
knowledge workers
Members of occupations generating, processing, and analyzing information (such as scientists and management consultants
line authority
Authority to make decisions about production, performance and people
mechanization
the shift toward converting work that was traditionally done by hand to being completed by mechanical or electronic devices
mission statement
Statement outlining the purpose, long-term objectives, and activities the organization will pursue and the course for the future
organization character
the product of all organization’s features – people, objectives, technology, size, age, unions, policies, successes and failures
organizational culture
the core beliefs and assumptions that are widely shared by all organizational members.
organizational goals
an organization’s short- and long-term goals that human resource management aims to support and enable
proactive human resource management
a human resource management approach wherein decision makers anticipate problems or challenges both inside and outside the organization and take action before they impact the organization.
Productivity
the ratio of a firm’s outputs (goods and services) divided by its inputs (people, capital, materials, energy)
reactive human resource management
a human resource management approach wherein decision makers respond to problems or challenges as they arise rather than anticipate them
staff authority
authority to advise, but not direct, others
strategic human resource management
integrating the strategic needs of an organization into our choice of human resource management systems and practices to support the organization’s overall mission, strategies, and performance.
