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-
organization knowledge domain
balanced scorecard
HR-function metrics
structure of the HR function key concepts
performance metric used to identify and improve various internal functions and their outcomes.
includes 4 areas: CLIF
- customers
- learning and growth
- internal processes
- financial
must be results focused and measurable
https://resources.aihr.com/resources/Balanced_Scorecard_Guide_RESOURCE_L
organization knowledge domain
what is organizational effectiveness & development (OED)?
OED overview
organizational effectiveness & development key concepts
- concerns the overall structure and functionality of the organization
- involves measurement of long- and short-term effectiveness and growth of people and processes
- implementation of necessary organizational change initiatives
organization knowledge domain
organizational development (OD) simple definition
OED overview
organizational effectiveness & development key concepts
systematic approach that enables a company to implement improvements in a consistent way
organization knowledge domain
OED strategies (3)
OED overview
organizational effectiveness & development key concepts
- behavioral strategy - talent development: employee training & development approach based on premise that training will bring org change thru gaining knowledge, skills, attitudes that lead to new behaviors
-** technical strategy **- performance improvement: continuous improvement approach in process areas of customer foucs, prodcut and service delivery, support, partnering.
- structural strategy - organizational design: org structure and design should be re/aligned consistent w/vision, direction, mission, goals of org. Incorporates changes in org chart to optimize resources and improve quality and performance
organization knowledge domain
HR’s responsibilities of OED
OED overview
organizational effectiveness & development key concepts
establish and monitor meaningful organizational metrics to:
- identify and analyze operating, workforce and cultural health info, which will help with OED efforts to add value to the organization
organization knowledge domain
How does HR establish meaningful metrics to help with OED efforts?
OED overview
organizational effectiveness & development key concepts
- support hr alignment of strategic and tactical business plans/objectives
- focus on org’s skills and capabilities (i.e. talent acquisition)
organization knowledge domain
what is the OED process?
OED overview
organizational effectiveness & development key concepts
- idenfity problem or need for change
- assess and plan an intervention thru data gathering (focus groups, interviews, surveys, etc)
- implement the intervention
- evaluate the intervention to determine if goal has been acheived. If yes, process ends and new standard is established. If no, proceed with another intervention
organization knowledge domain
benefits of OED
OED overview
organizational effectiveness & development key concepts
- continuous improvement
- increased communication
- employee develompent
- product and service enhancement
- increased profits
organization knowledge domain
intergroup and intragroup
Group dynamics
organizational effectiveness & development key concepts
- intergroup: interactions between diff groups; compete for resources
- intragroup: interactions w/in same group; focus on relationships, collaboration, conflict resolution, internal functioning
organization knowledge domain
group formation
Group dynamics
organizational effectiveness & development key concepts
organization knowledge domain
identity
Group dynamics
organizational effectiveness & development key concepts
organization knowledge domain
cohesion
Group dynamics
organizational effectiveness & development key concepts
organization knowledge domain
structure
group dynamics
organizational effectiveness & development key concepts
organization knowledge domain
influence on
behavior
group dynamics
organizational effectiveness & development key concepts
organization knowledge domain
conflict
group dynamics
organizational effectiveness & development key concepts
organization knowledge domain
forming, storming, norming and performing
group dynamics
organizational effectiveness & development key concepts
Bruce Tuckman’s team stages
- forming: postive, polite, anxious; ppl make an effort to know each other
- storming: ppl push boundaries; ppl are annoyed w/others’ approach
-** norming**: ppls resolve differences and build on strengths
- performing: can acheive goals w/out friction. delegation and development stage
https://www.bing.com/videos/riverview/relatedvideo?&q=group+formation+sh
