Organization Flashcards
HR’s strategic role
Participation in creating the organization’s strategy.
Aligning the HR strategy with the organization’s strategy.
Supporting other functions in their strategic roles
Push/Pull Strategy (Marketing/Sales Function)
A “push” strategy focuses on getting products/services in front of customers. For example, companies may have showrooms or create a strong point-of-sales presence at the retail level.
A “pull” strategy attracts customers to the product. An example of this is the carbonated drinks industry, which invests heavily in advertising and promotion to create brands and boost sales.
HR Administrative Role
The HR focus in this role is twofold: managing compliance issues and record keeping. Often referred to as “transactional activities,
How HR supports marketing & Sales
marketing works focuses on teh creation of brand identity. Hr can ensure that its activities are aligned with the identity that marketing is creating and use this brand identity to attract future employees
sales might have hr design compensation systems that motivate sales behavior.
How HR supports research and development
R&D thrives on cutting-edge employee skills and knowledge. HR is a partner in sourcing good job candidates and creating attractive compensation packages. HR’s efforts to create inclusive and diverse cultures are also important to R&D. HR can protect the organization’s investment in R&D by ensuring that contracts protect intellectual property rights
How HR supports operations
Operations managers may have complex workforce planning needs that can be addressed through HR’s ability to analyze historical data and predict and creatively manage gaps in resources.
Compliance issues are greater in this function, and HR helps prepare managers and supervisors for these responsibilities and performs many compliance activities, such as delivering and documenting safety training and reporting and documenting workplace accidents and conditions.
Outsourcing
Process by which an organization contracts with third-party vendors to provide selected services/activities instead of hiring new employees
HR audit
Systematic and comprehensive evaluation of an organization’s HR policies, practices, procedures, and strategies.
Shared services HR model
HR structural alternative in which centers with specific areas of expertise develop HR policies in those areas; each unit can then select what it needs from a menu of these services.
Center of excellence (COE)
An organizational structure that leverages staff expertise in certain areas to improve the entire organization’s strategic performance.
Dedicated HR
HR structural alternative that allows organizations with different strategies in multiple units to apply HR expertise to each unit’s specific strategic needs.
Functional HR
HR structural alternative in which headquarters HR specialists craft policies and HR generalists located within divisions or other locales implement the policies, adapt them as needed, and interact with employees.
