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HR > Midterm > Flashcards

Midterm Flashcards

1
Q

Strategic HRM

A

Linked to the strategic needs of an org (corporate business and functional levels) must be consistent with org goals

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2
Q

Steps in Strategic Management

A
  1. Environmental Scan
  2. Organizational missions and goals analysis
  3. Analysis of organizational character and culture
  4. Analysis of organizational strategies
  5. Choice and implementation of HR strategies
  6. Review and evil of HR strategies
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3
Q

Economic force

A

Economic cycles, global trade, productivity improvement and global competitivness

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4
Q

Technological forces

A

Flexible work design, info sharing and knowledge management, automation

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5
Q

Demographic forces

A

Gender balance, shift to knowledge workers, aging population, generational shift

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6
Q

Cultural forces

A

Diversity and ethics

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7
Q

Cost leadership strategy

A

Aims to gain competitive advantage throw lower costs

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8
Q

Differentiation strategy

A

Focuses on creating a unique product

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9
Q

Focus strategy

A

Concentrates on segment marketing

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10
Q

Job analysis

A

Systematic study of a job to discover its specifications and skill requirements used for wage setting, recruitment, training or job simplification

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11
Q

Steps in Job analysis: phase one

A

Preparation for job analysis :
Familiarize with the org and its jobs
Determine uses of data
Identify jobs to be analyzed

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12
Q

Steps in job analysis phase 2

A

Collection of job analysis information:
Determine source of data (human or nonhuman source)
Data collection instrument design
Choice of data collection method

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13
Q

Steps in job analysis phase 3

A

Use of info:

Job description, job specifications, performance standards, job design

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14
Q

Job description

A 
A recognized list of functions/duties /task/accountabilities/working conditions and competencies for a particular occupation of job 
Job identity
Job summary
Working conditions 
Approvals
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15
Q

Job specifications

A

Written statement that explains what a job demands and mans skills and factors requires

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16
Q

Key considerations of job design

A

Organizational
Ergonomic
Environmental
Employee

17
Q

Optimal job specialization advantages

A

Increases productivity
Take less time to learn, frustration decreased and feedback increased
Provides jobs to those with limited skills

18
Q

Optimal job specialization disadvantages

A

Employee satisfaction drops

Boredom causes errors or resignations

19
Q

Human Resource Planning

A

Forecasts org’s future demand for and supply of employees and matches supply with demand
Ensures organization has the right people with the right kills at the right time

20
Q

Human resources planning process

A 
Step 1 - forecast demand for resources
Step 2 - assess supply of resources
Step 3 - develop HR objectives
Step 4 - design and implement programs to balance supply and demand
Step 5 - establish program Evaluation
21
Q

Causes of demand for HR

A
  • external : economic developments, social legal challenge, technological changes and competitors
  • organizational: strategic plan, budgets, sales forecast, new ventures, org and job design
  • workforce - retirements, resignations, deaths, leaves
22
Q

Nominal group technique

A

Individual experts brainstorm and then discuss and vote on ( forecasting HR needs)

23
Q

Delphi technique

A

Solicits estimates from a group of experts until opinions converge

24
Q

Extrapolation

A

Extending past rates of change into the future

25
Q

Indexation

A

Matching employment growth with an index

26
Q

Human resource information system

A

Used to collect, record, store, analyze and retrieve data

27
Q

The recruitment process

A

Identify job openings -> identify job requirements ->determine recruitment methods -> obtain applications

28
Q

What is HRM.

A

Leadership and management of people within an organization using systems, methods, processes and procedures that enable employees to optimize contributions to org goals

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