HRM 4 Flashcards
A process for making decisions about an organization’s long-term goals and how they are to be achieved.
Strategic Planning
An organization’s basic purpose and the scope of its operations.
Mission
An organization’s long-term goals regarding what it wants to become and accomplish; it describes its ideal future.
Vision
The enduring beliefs and principles that guide an organization’s decisions and goals.
Core Values
How an organization will compete in a particular market.
Business Strategy
Aligning an organization’s Human Resources to effectively accomplish the organization’s strategic goals.
Human Resource Planning
Uses past employment patterns to predict an organization’s future labor needs.
Trend Analysis
Indexing headcount with a business metric.
Staffing Ratio
Relies on manager’s expertise to predict an organization’s employment needs
Judgmental Forecasting
Worksheets or databases summarizing each employee’s competencies, qualifications, and anything else that helps the organization understand how the employee can contribute.
Talent Inventories
Graphically shows current job holders, possible successors, and each successor’s readiness to assume the job.
Replacement Chart
Identifying, developing, and tracking employees to enable them to eventually assume higher-level positions.
Succession Planning
Comparing labor supply and demand forecasts to identify future talent needs.
Gap Analysis
A strategy for proactively addressing an expected talent shortage or surplus.
Talent Action Plan
Breaks work down into its simplest elements and then systematically improves the worker’s performance on each element.
Scientific Management
Proposes that job characteristics, including skill and variety, task identity, task significance, autonomy, and task feedback, lead to satisfaction for people with a high growth need.
Job Characteristics Model
A job design approach that increases a job’s complexity to give workers greater responsibility and opportunities to feel a sense of achievement.
Job Enrichment
A job design approach that adds more tasks at the same level of responsibility and skill related to an employee’s current position.
Job Enlargement
Involves moving workers through a variety of jobs to increase their interests and motivation.
Job Rotation
The process of training employees in more than one job or skill to enable them to do different jobs.
Cross-Training
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.
Job Analysis
A written description of the duties and responsibilities of the job itself.
Job Description
An observable unit of work with a beginning and an end.
Job Task
Identifies- in specific behavioral terms- the regular duties and responsibilities of a position.
Task Statement
Summarizes the characteristics of someone able to perform a job.
Person Specification
Job holder characteristics that are vital to job performance.
Essential Criteria
Job holder characteristics that may enhance job success but are not essential to adequate job performance.
Desirable Criteria
Organized factual or procedural information that can be applied to perform a task.
Knowledge
The ability to use some sort of knowledge in performing a physical task; often refers to psychomotor activities.
Skill
A stable and enduring capability to perform a variety of tasks (verbal or mechanical ability).
Ability
A job analysis technique in which job experts describe stories of good and poor performance to identify desirable competencies or behaviors.
Critical Incidents Job Analysis Technique
A job analysis technique in which experts brainstorm characteristics of successful workers.
Job Elements Job Analysis Method
A job analysis technique in which job experts provide information about the job during a structured interview.
Structured Interview Technique
A job analysis technique in which job experts generate a list of tasks that are grouped into categories capturing major work functions.
Task Inventory Approach
A list of pre-identified questions designed to analyze a job.
Structured job analysis questionnaire
Identifies the worker competencies characteristics of high performance.
Competency Modeling
Broad worker characteristics that underlie successful job performance.
Competencies
A job analysis technique that identifies the intrinsic and extrinsic rewards of a job.
Job Rewards Analysis
Rewards that are non-financial and derived from the work itself.
Intrinsic Rewards
Rewards with financial value.
Extrinsic Rewards
The combined intrinsic and extrinsic rewards of a job.
Total Rewards
Selecting and managing aspects of organizational structure to facilitate organizational goal accomplishment.
Organizational Design
The organization’s formal system of task, power, and reporting relationships.
Organizational Structure
The diagram illustrating the chain of command and reporting relationships in a firm.
Organizational Chart
A guiding principle developed by the employer to set direction.
Policy
The explanation of how, or the sequence of steps, to apply company guidelines to accomplish a task.
Procedure
A statement of what employees may or may not do.
Rule
The degree to which organizational rules, procedures, and communications are documented.
Formalization
The degree to which power and decision-making authority is concentrated at higher levels of the organization.
Centralization
The degree to which employees’ job roles are specialized.
Division of Labor
Refers to the number of people reporting directly to an individual.
Span of Control
The degree to which some employees have formal authority over others.
Hierarchy
The degree to which work is organized to meet the organization’s goals.
Workflow
Investigates how work moves through an organization to identify changes that will increase efficiency and better meet customer’s needs.
Workflow Analysis
A radical rethinking and redesign of workflow and business processes to achieve large improvements in speed, service, cost, or quality.
Business Process Re-Engineering
