HRM MODULE 2 Flashcards
can be viewed as a set of coordinated choices and actions.
STRATEGY
two types of strategy
COMPETITIVE BUSINES STARTEGY AND HUMAN RESOURCE STRATEGY
focuses on choices and actions about how to serve the needs of customers
COMPETITIVE BUSINESS STRATEGY
focuses on choice and actions concerning the management of people within the organization
HUMAN RESOURCE STRATEGY
3 STEPS OF STARTEGY FORMULATION PROCESS
- GATHER INFORMATION
- ANALYZE INFORMATION AND MAKE DECISION
- IMPLEMENT THE DECISION
when scanning its external and internal environment, what method to look at
SWOT
strategy formation begins with information gathering?
true
4 steps of effective decision making
- BUILD COLLECTIVE INTUITION
- STIMULATE CONFLICT
- MAINTAIN APPROPRIATE PACE
- DIFFUSE POLITICS
what are the two strategies pursued at the business level?
COST LEADERSHIP STRATEGY AND DIFFERENTIATION STRATEGIES
seek to become low-cost producers of goods and services. their goal is to develop efficient production methods that enable them to sell at a lower price than competitors.
COST LEADERSHIP STRATEGY
seek to produce goods and services that are somehow superior to the goods and services provided by competitors. their goal is to create unique value for which customers are willing to pay a higher price.
DIFFERENTIATION STRATEGY
what are the two basic approaches to human resource strategy?
UNIVERSALISTIC APPROACH AND CONTINGENCY APPROACH
seek to identify a set of human resource practices that is beneficial for all organizations.
UNIVERSALISTICS APPROACH
it also helps ensure that employees have the training and freedom to pursue important job tasks.
UNIVERSALISTICS APPROACH
seek to align human resource practices with competitive business strategies,
CONTINGENCY APPROACH
this approach focuses on cost leadership versus in differentiation
CONTINGENCY APPROACH
internal labor orientation seeks long-term relationships with employees, while organizations with an external labor orientation seek flexibility and do not make long-term commitments to employees.
CONTINGENCY APPROACH
START HR differences
emphasis on group contribution
cost strat
focus on improving processes
cost start
development of general employee skills
cost strat
cooperation among employees
cost strat
efficiency culture
cost strat
clearly prescribed tasks
cost strat
rules and procedures that standarize work
cost strat
emphasis on individual contribution
differentiation strat
focus on outcomes and results
differentiation strat
development of specific employee skills
differentiation strat
moderate competition among employees
differentiation strat
innovation culture
differentiation strat
flexible task assignments
dfferentiation strat
few rules and procedures; exceptions to rules allowed
differentiation strat
four human resource strategies commonly used by orgs
- LOYAL SOLDIER
- BARGAIN LABORER
- COMMITED EXPERT
- FREE AGENT
external/cost HR strat
emphasis on efficiency
pattern of buying talent
BARGAIN LABORER
external/differentiation HR strat
emphasis on distinctiveness
pattern of buying talent
FREE AGENT
internal/cost HR strat
emphasis on efficiency
pattern of making talent
LOYAL SOLDIER
internal/differentiation HR strat
emphasis on distinctiveness
pattern of making talent
COMMITTED EXPERT
org with this strategy design work so that employees have broad roles and perform a variety of different tasks.
LOYAL SOLDIER
efforts are made to satisfy the needs of employees and build a strong bond that reduce the likelihood of employee turnover.
LOYAL SOLDIER
frequently help build feelings of unity.
UNIONS
the emphasis of this strategy is obtaining employees who do not demand high wages.
BARGAIN LABORER
orgs with this HR strat don’t provide careers with clear paths for promotion and advancement.
BARGAIN LABORER
orgs with this HR strat don’t provide careers with clear paths for promotion and advancement.
BARGAIN LABORER
people are recruited and hired to perform simple tasks that do not require clearly developed skills.
BARGAIN LABORER
performance appraisal focuses on day-to-day feedback and rarely incorporates formal measures. the lack of consistency among employees tend to make unions somewhere rare.
BARGAIN LABORER
primary objective of this strategy is to hire and retain employees who specialize in performing certain tasks.
COMMITTED EXPERT
these orgs hire people early in thier careers and train them to be experts in specific fields, such as accounting or sales.
COMMITTED EXPERTS
performance appraisals are designed to balance cooperation and competition among employees
COMMITTED EXPERT
employees receive long-term training that helps them develop strong expertise. compensation is relatively high and usually includes a good benefits package that ties employees to the orgs.
COMMITTED EXPERT
the main emphasis associated with this strategy is hiring people who have critical skills but who are not necessarily expected to remain with the org for a long period of time.
FREE AGENT
work is designed so that employees have extensive responsibility within specific areas and substantial freedom to decide how to go about their work.
FREE AGENT
people are recruited because they already have the skills and experience that they need to perform specific jobs.
FREE AGENT
they are not led to expect long-term careers in the org. higher-level positions are frequently given to people from outside the org.
FREE AGENT
emphasis is on hiring people who have critical skills but are not expected to remain with the org. performance appraisal focuses on outcomes and results. training is rare.
FREE AGENT
short-term compensation is high. pay is linked to individual performance. benefits and long-term compensation are avoided. unions are rare.
FREE AGENT
ALIGNMENT OF HR AND COMPETITIVE BUSINESS STRAT: t or f
research suggests that orgs with a cost leadership competitive strat excel when they follow a Loyal Soldier HR strat
true
ALIGNMENT OF HR AND COMPETITIVE BUSINESS STRAT: t or f
org with a differentiation competitive start excel when they use a Committed Expert strat
true
ALIGNMENT OF HR AND COMPETITIVE BUSINESS STRAT: t or f
differentiation competitive strat excel when they use a Loyal Soldier HR strat.
false
ALIGNMENT OF HR AND COMPETITIVE BUSINESS STRAT: t or f
differentiation competitive strat excel when they use a Loyal Soldier HR strat.
false
is a set of behavior characteristic of a person in a particular setting
ROLE
their focus on cost does not allow them to develop features that are truly exceptional
COMBINATION STRAT
