Organization Knowledge Domain Flashcards
organization knowledge domain
state the functional areas (5)
overview
https://www.shrm.org/content/dam/en/shrm/credentials/shrm-certification/shrm-bask.pdf
- structure of the HR function
- organizational effectiveness & development
- workforce management
- employee & labor relations
- technology management
organization knowledge domain
what do HR pros need to know how to do to be effective with the organization?
https://www.shrm.org/content/dam/en/shrm/credentials/shrm-certification/shrm-bask.pdf
- create an effective HR function that is fully aligned to organizational strategy
- enhance the effectiveness of the organization at large
- ensure that the organization’s talent pool has the skills and capabilities to achieve organizational goals
- promote positive relationships with employees
- leverage technology to improve HR functioning
organization knowledge domain
describe the structure of the HR function
structure of the HR function
people, processes and activities involved in the delivery of HR-related services that create and drive organizational effectiveness
organization knowledge domain
centralized HR function
Approaches to HR function/service models
structure of the HR function key concepts
- makes decisions on behalf of the entire organization and supports activities for the whole company. Centralized structures often operate hierarchically, with a designated HR manager that reports to upper management, who gives them a set of goals to meet with the HR team. There are often separate managers for recruitment and employee development, who both report to the designated HR manager of the company
- improve operational efficiency and consistency
https://www.indeed.com/career-advice/career-development/hr-department-structure
organization knowledge domain
decentralized hr function
Approaches to HR function/service models
structure of the HR function key concepts
distributes HR functions across different units of the business, such as geographical area, product line or department. The HR team often operates independently of other units and there are multiple points of authority that make decisions
can often increase the communication level between employees and management and improve the working relationship between the two
organization knowledge domain
global resources
Approaches to HR function/service models
structure of the HR function key concepts
organization knowledge domain
center of excellence (COE)
Approaches to HR structural models
structure of the HR function key concepts
- team or shared entity that provides the below services to internal customers (employees, exec teams):
- leadership
- best practices
- support
- research
- training for focus area
funded by fees that other fuctions using COE have allotted
organization knowledge domain
shared services
Approaches to HR structural models
structure of the HR function key concepts
- used in orgs w/ multiple business unites for divisions
- typically provide transactional services like healthcare, retirement, compliance, healthcare admin
benefits:
- reduced admin time and costs
- consolidation of redundant functions
- better tracking of employee data
organization knowledge domain
business partners
Approaches to HR structural models
structure of the HR function key concepts
work with business units or fuctions to help execute org’s strategy thru ppl
organization knowledge domain
matrix
Approaches to HR structural models
structure of the HR function key concepts
two solid reporting lines - one to divisional manager and one to functional manager
organization knowledge domain
talent management
elements to HR function
structure of the HR function key concepts
management and integration of all HR activities and processes to meet current and future org needs
https://www.intellspot.com/talent-management-strategies/
organization knowledge domain
HR specialists, HR generalists and HR business partners
HR staff roles, responsibilities and functions
structure of the HR function key concepts
- HR Specialists focus on specific HR areas, HR Generalists cover a broad range of HR functions, and HR Business Partners engage in strategic HR planning.
- Strategic Involvement: HR Business Partners are more involved in strategic planning and aligning HR with business goals, while HR Generalists and Specialists are more operational.
* Interaction with Leadership: HR Business Partners work closely with senior management, whereas HR Generalists and Specialists typically interact more with employees and mid-level managers12.
organization knowledge domain
HR staff per full-time employee
HR-function metrics
structure of the HR function key concepts
Divide the number of HR full-time equivalent (FTE) positions by the total number of employees (FTEs), then multiply the outcome by 100
https://www.businessmanagementdaily.com/1722/whats-the-correct-hr-to-emp
organization knowledge domain
customer satisfaction
HR-function metrics
structure of the HR function key concepts
NPS
CSAT
https://www.aihr.com/blog/measuring-customer-experience-hr/
organization knowledge domain
key performance indicators (KPIs)
HR-function metrics
structure of the HR function key concepts
a metric used to gauge progress toward goals and standards of performance
must be measurable
https://www.aihr.com/blog/human-resources-key-performance-indicators-hr-
