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HRM 4110 > Lesson 1: Strategic Role of HRM > Flashcards

Lesson 1: Strategic Role of HRM Flashcards

1
Q

Define: Balanced scorecard

A

It measures the impact HRM has on an organization

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2
Q

Define: certification

A

Recognition for having met certain professional standards

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3
Q

Define: employee engagement

A

Emotional and intellectual involvement of employees in their work (intensity, focus etc)

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4
Q

Define: empowerment

A

Providing workers with skills and authority to make decisions often made by managers
Seen often in flat structure organizations

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5
Q

Define: environmental scanning

A

Identifying opportunities and threats crucial for success

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6
Q

Define: globalization

A

The emergence of a single global market

Hr needs to be aware of ethics and legislations from other countries

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7
Q

Define: human capital

A

The knowledge, education, training, skills and expertise in an organization

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8
Q

Define: human resource movement

A

Focus or concern for people and productivity

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9
Q

Define: human resource management

A

Management of people in an organization to drive successful organization performance and achievement

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10
Q

Define: outsourcing

A

Contracting outside business vendors to handle specific business functions

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11
Q

Define: primary sector

A

Hunting, fishing, trapping, agriculture

Smallest sector

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12
Q

Define: scientific management

A

Scientifically analyzing manufacturing and performance costs to optimize

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13
Q

Define: secondary sector

A

Construction and manufacturing

Middle sector

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14
Q

Define: strategy

A

Company’s plan for how it will balance internal strengths and weaknesses with external threats and opportunities to maintain a competitive advantage

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15
Q

What are the main goals in HRM

A
  • find and hire the best fit
  • develop their talents
  • create productive environments
  • build and monitor human assets
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16
Q

what is the difference between a line manager and a staff manager

A

a line manager has the authority to direct other managers and employees
a staff manager assists and advices the line manager

17
Q

what is the difference between line authority and staff authority

A

line authority gives managers the right to direct

staff authority gives the right to advise

18
Q

what are the five critical areas of knowledge for HRM

A
  1. business acumen
  2. legal and legislation
  3. talent management
  4. broad HR knowledge
  5. employee labour relations
19
Q

what are HRM duties

A
  • to be credible activist
  • to be a culture and change steward
  • talent management and organization design
  • strategy architect
  • operational executuor (lead through change)
  • business ally
20
Q

What are the 5 “streams” of HRM

A 
traditional HR (recruit/train/relations)
Transactional HR  (support day to day)
Corporate HR (top level issues and plan)
Embedded HR (to a functional department)
Centres of expertise (specialized within a company)
21
Q

metrics

A

metrics are stats used to measure activities and results of HR
WAS - activity + cost of HR
NOW - quality of people + effectiveness of HR

22
Q

What are the tree types of balanced scorecards

A
  1. financial measures
  2. operational measures
  3. department success
23
Q

CCHRA

A

federal level

Canadian Council of Human Resources Association

24
Q

WFPMA

A

world federation of people management association

25
Q

IPMA-C

A

international personnel management association - canada

26
Q

What are the three levels of certification for HR

A

CHRP - professional
CHRL- leader
CHRE - executive

27
Q

What are the most prevalent ethical issues

A
  1. security info
  2. employee/client privacy
  3. environmental issues
  4. governance
  5. conflict of interest
28
Q

What are the external factors

A
  1. economic conditions
  2. labour market
  3. technology
  4. government
  5. globalization
  6. environmental concern
29
Q

What are the internal factors

A
  1. organizational culture (believes/values/assumptions)
  2. organizational climate (atom)
  3. management practices

HRM 4110 (14 decks)

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