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MGMT 411: Human Resource Management > Chapter 1: Strategic Role Of Human Resource Management > Flashcards

Chapter 1: Strategic Role Of Human Resource Management Flashcards

1
Q

Human resource management acronym

A

HRM

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2
Q

Human resource management activities

A

Such as hiring, training, appraising, compensating, and developing employees

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3
Q

Organization

A

A group consisting of people with formally assigned roles who work together to achieve the organizations goals

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4
Q

Manager

A

Someone who is responsible for accomplishing the organizations goals, and who does so by managing the efforts of the organizations people

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5
Q

Managing

A

To perform five basic functions: planning, organizing, staffing, leading, and controlling (PLOCS)

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6
Q

Management process

A

The five basic functions of planning, organizing, staffing, leading, and controlling

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7
Q

Human Resources management (HRM)

A

The management of people in organizations to drive successful organizational performance and achievement of the organizations strategic goals

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8
Q

HR professionals are responsible for?

A

Ensuring that the organization attracts, retains, and engages the diverse talent required to meet operational and performance commitments made to customers and shareholders

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9
Q

Hierarchy of goals

A

Viewed from the top of the firm down to front-line employees

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10
Q

Strategic plan

A

The company’s plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage

Think of SWOT

“Where are we now as a business and where do we want to be”

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11
Q

Business model

A

Company’s method for making money in the current business environment

Different from strategic plan - similar but different

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12
Q

Strategy

A

A course of action the company can pursue to achieve its strategic aims

Aka mission, objectives, goals

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13
Q

Strategic management

A

The process of identifying and executing the organizations strategic plan by matching the company’s capabilities with the demands of its environment (etc competitors, customers, suppliers)

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14
Q

Human capital

A

The knowledge, education, training, skills, and expertise of a firms workers

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15
Q

Three HR practices have a statistically significant positive impact on important accounting measures of performance, what are they?

A

Profit sharing
Result-orientated performance appraisals
Employment security

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16
Q

High performance HR practices

A

Comprehensive employee recruitment and selection procedures, incentive-based compensation and performance management systems, and extensive employee involvement and training

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17
Q

Brief history of Human Resource Management

A

Until the later 1800’s, Human Resource Management jobs were part of managers duties

By early 1900’s employees set up the first hiring offices. Known as personal management - they took over hiring and firing from supervisors

New union laws in the 1930’s expanded the role of HR to help employers deal with unions, later laws in the 1970’s and 1980’s made employees more reliant on personnel management

In the 1980’s and 1990’s technological advances resulted in outsourcing much of the operational HR activities

Today, everyone is responsible for HR practices including line managers

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18
Q

Outsourcing

A

Practice of contracting with outside vendors to handle specific business functions on a permanent basis

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19
Q

The new HR manager

A

Must understand strategic planning, marketing, production, and finance

Being social is not everything!

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20
Q

Transactional HR teams

A

Provide specialized support in day to day HR activities (such as changing benefit plans), usually through centralized call centres and outside vendors

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21
Q

Corporate HR teams

A

Assist top management in top level issues such as developing the personnel aspects of the company’s long term strategic plan

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22
Q

Embedded HR teams

A

Have HR generalists (aka relationship managers or HR business partners) assigned to functional departments such as sales and production

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23
Q

Centre’s of expertise (COE)

A

Specialized HR consulting firms within the company

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24
Q

Evidence-based Human Resource Management

A

Use of data, facts, analytics, scientific rigour, critical evaluation, and critically evaluated research/case studies to support Human Resource Management proposals, decisions, practices, and conclusions

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25
Q

Actual measurements

A

Such as how did the trainees like the programs

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26
Q

Existing data

A

Such as what happened to company profits after we installed the training program

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27
Q

Research studies

A

Such as what does the research literature conclude about the best way to ensure that trainees remember what they learn

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28
Q

Metrics

A

Statistics used to measure activities and results

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29
Q

Strategic Human Resource Management tools

A

1) strategy map
2) balanced scorecard
3) digital dashboard

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30
Q

Strategy map

A

Strategic planning tool that shows the “big picture” of how each departments performance contributes to achieving the company’s overall strategic goals

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31
Q

Balanced scorecard

A

Measurement system that translates an organizations strategy into a comprehensive set of performance measures

Includes financial measures

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32
Q

Managers use special scorecard software to quantify the relationship between:

A

1) the HR activities (amount of testing, training, etc)
2) the resulting employee behaviours (for instance customer service)
3) the resulting firm wide strategic outcomes and performance (such as customer satisfication and profitability)

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33
Q

Digital dashboard

A

Presents the manager with desktop graphs and charts, a computerized picture of where the company stands on all those metrics from the HR scorecard process

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34
Q

Every professional has several characteristics

A

1) common body of knowledge
2) benchmarked performance standards
3) a representative professional association
4) an external perception as a profession
5) a code of ethics
6) required training credentials for entry and career mobility
7) ongoing need for skill Devlopment
8) a need to ensure professional competence is maintained and put to socially responsible use

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35
Q

Cerification

A

Recognition for having met certain proffeddional standards

36
Q

Those in HR can be professionally certified by

A

Certified Human Resource Professionals (CHRP)

For BC it is CPHR (Chartered Professionals in Human Resources of British Columbia)

37
Q

Most prevalent ethical issue confronting Canadian organizations today pertain to

A

Security of information, employee and client privacy, environmental issues governance, and conflicts of interest

38
Q

Social responsibility

A

Company’s approach to balancing its commitments, not only to its investors but also to its employees and customers, other businesses, and the community or communities in which it operates

39
Q

Six major environmental influences on Human Resource Management

A

1) economic conditions
2) labour market issues
3) technology
4) government
5) globalization
6) environmental concerns

40
Q

Economic conditions

A

Affect supply and demand for products and services

When the economy healthy, people hire more

41
Q

Productivity

A

The ratio of an organizations output (goods and services) to its inputs (people, capital, energy, and materials)

42
Q

Primary sector

A

Jobs in agriculture, fishing and trapping, forestry, and mining

43
Q

Secondary sector

A

Jobs in manufacturing and construction

44
Q

Tertiary or service sector

A

Jobs in public administration, personnel and business services, finance, trade, public utilities, and transportation/ communications

79% of jobs

45
Q

If a company uses a measurement system that compliments financial measures with operational measures of organizational, business unit, or department success that will drive future performance, then this company is using a system known as the

QUIZ QUESTION

A

balanced scorecard

46
Q

Baby boomers QUIZ QUESTION

A

were born between 1946 and 1964.

47
Q

Recent research indicates that there is a strong positive relationship between employee engagement and organizational performance indicators, such as sales growth and total shareholder return.
QUIZ QUESTION

48
Q

The characteristics of the workforce, such as race, gender, and age are known as
QUIZ QUESTION

A

Demographic factors

49
Q

HR responsibilities have shifted from operational to strategic responsibilities, which involve formulating and executing organizational strategy.
QUIZ QUESTION

50
Q

When orientation, performance appraisal, and employee relations responsibilities were added to the job of personnel managers, this was part of
QUIZ QUESTION

A

the human relations movement.

51
Q

The second phase of the human resources movement arrived in the 1930s with
QUIZ QUESTION

A

minimum wage legislation.

52
Q

Which of the following activities was part of the traditional role of personnel administration in the early 1900s?
QUIZ QUESTION

A

Hiring and firing employees

53
Q

the tertiary sector includes jobs in agriculture, fishing and trapping, forestry, and mining.
QUIZ QUESTION

54
Q

The practice of contracting with outside vendors to handle specified functions on a permanent basis is known as
QUIZ QUESTION

A

Outsourcing

55
Q

The company’s plan for how it will balance its internal strengths and weaknesses with external opportunities and threats to maintain a competitive advantage is known as
QUIZ QUESTION

56
Q

Which of the phases of the human resources movement included HR professionals serving as subject-matter experts or in-house consultants to line managers offering advice on HR-related matters?
QUIZ QUESTION

57
Q

Engaged employees drive desired organizational outcomes by going beyond what is required and understanding and sharing the values and goals of the organization.
QUIZ QUESTION

58
Q

The tendency of firms to expand their operations around the world is known as
QUIZ QUESTION

A

Globalization

59
Q

The third major phase in personnel management was a direct result of
QUIZ QUESTION

A

the government legislation passed that affected employees’ human rights, wages and benefits, working conditions, and health and safety.

60
Q

Minimum wage, overtime pay requirements, and vacation entitlements
QUIZ QUESTION

A

vary from one province/territory to another.

61
Q

The knowledge, education, training, skills, and expertise of a firm’s workers are known as
QUIZ QUESTION

A

human capital.

62
Q

According to the textbook, which of the following is now being used more commonly to measure the activities and results of human resources?
QUIZ QUESTION

63
Q

Technological advances have

QUIZ QUESTION

A

enabled people to work anywhere and everywhere.

64
Q

The growing integration of the world economy has vastly increased
QUIZ QUESTION

A

the intensity of competition.

65
Q

According to the textbook’s definition of human resources management, this field involves
QUIZ QUESTION

A

the management of people in organizations.

66
Q

Which of the following refers to the ratio of an organization’s outputs to its inputs?
QUIZ QUESTION

A

Productivity

67
Q

Which of the following is the lowest level (i.e., Level-1) of HR certification currently available?
QUIZ QUESTION

A

DO NOT PICK CHRL

68
Q

You are the Director of Human Resources at a real estate development company based in Toronto. To attract and retain employees born after 1980, which of the following would you emphasize?
QUIZ QUESTION

A

Civic duty

69
Q

Engaged employees drive desired organizational outcomes by going beyond what is required and understanding and sharing the values and goals of the organization.
QUIZ QUESTION

70
Q

HRM involves formulating and implementing HRM systems that are aligned with the organization’s strategy to ensure the workforce has competencies and behaviours required to achieve the organization’s strategic objectives.
QUIZ QUESTION

71
Q

Which of the following is one of the purposes that organizational culture serves?
QUIZ QUESTION

A

Fostering employee loyalty and commitment

72
Q

The fourth phase of HRM is the current phase and suggests that
QUIZ QUESTION

A

all potential managers must be aware of the basics of HR

73
Q

Organizations / companies don’t have ideas, only ______ do

QUIZ QUESTION

74
Q

If you can deliver a good orientation, people are more likely to stay over _____ longer
QUIZ QUESTION

75
Q

What is the profs biggest achievement

A

A hole in one

76
Q

It is about the _______ and not the _______

A

Mortar

Bricks

77
Q

Why is HR management important to all managers, mistakes managers don’t want to make:

A
  • Hire the wrong person for the job,
  • Experience high turnover
  • Have employees work below performance expectations
  • Face discrimination lawsuits
  • Allow lack of training to undermine effectiveness
  • Pay unfair salaries relative to peers in the organization
  • Commit any unfair labour practices
78
Q

Increasing Workforce Diversity

A

Canada’s workforce is among the most diverse in the world

79
Q

The four minority Groups in Canada

MIDTERM ANSWER

A

1) members of visible minorities,
2) women,
3) Aboriginal peoples,
4) and persons with disabilities

80
Q

Education

Approximately ____ percent of Canada’s population has some post-secondary education (trades, college, or university)

A

54

So over half of Canadians

81
Q

contingent (or “non-standard”) workers

A

Workers who do not have regular full-time employment status

Used for flexible, on-demand labour

Don’t get the same benefits or development opportunities

82
Q

Technology

Five main types of digital technologies are driving this transfer of functionality from HR professionals to automation

A

mobile applications, gaming, cloud computing, data analytics and talent analytics

83
Q

Government

For example, minimum wage, overtime pay requirements, vacation entitlement, and grounds protected under human rights legislation

A

vary from one province/territory to another

84
Q

Globalization

A

Emergence of a single global market for most products and services

85
Q

Organizational Culture

A

Core values, beliefs, and assumptions that are widely shared by members of an organization

86
Q

Organizational Climate

A

The prevailing atmosphere that exists in an organization and its impact on employees

MGMT 411: Human Resource Management (17 decks)

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