PGD0113 - Advanced Human Resource Management Flashcards
1
Q
What is Strategic Human Resource Management (SHRM)?
A
SHRM involves developing a consistent and aligned collection of HR practices, programs, and policies to achieve an organization’s strategic objectives, focusing on long-term goals rather than just daily HR tasks.
2
Q
How does SHRM differ from traditional HR?
A
Traditional HR focuses on operational activities like hiring, payroll, and attendance, while SHRM aligns HR strategies with long-term business goals.
3
Q
What does it mean to have a ‘consistent and aligned’ HR strategy in SHRM?
A
It means that all HR practices—such as hiring, training, and performance management—are integrated to support the company’s strategic objectives.
4
Q
How does SHRM handle hiring differently than traditional HR?
A
SHRM considers long-term business needs and hires employees who can contribute to future organizational goals, unlike traditional HR which focuses on filling vacancies.
5
Q
What is the difference between personal management and SHRM?
A
Personal management focuses on day-to-day employee management, while SHRM integrates HR functions into the broader organizational strategy.
6
Q
What is the main focus of operational HR?
A
Operational HR focuses on managing daily HR tasks such as payroll processing, employee attendance, and filling vacancies.
7
Q
How does SHRM integrate HR programs into the company’s mission and objectives?
A
SHRM ensures that all HR activities align with the organization’s long-term vision and strategic goals.
8
Q
Why is documenting HR strategy important in SHRM?
A
Writing down an HR strategy helps leaders and employees understand their roles in achieving long-term business success.
9
Q
What are the four possible roles assumed by HR in an organization, according to David Ulrich’s model?
A
- Strategic Partner (aligning HR with long-term goals)
- Change Agent (managing organizational change)
- Administrative Expert (ensuring efficiency in HR processes)
- Employee Champion (focusing on employee well-being and development)
10
Q
What does the ‘Strategic Partner’ role entail?
A
It involves working closely with senior management to align HR strategies with business objectives.
11
Q
What is the difference between a system-oriented and a people-oriented HR approach?
A
- System-oriented HR focuses on policies, processes, and business efficiency.
- People-oriented HR prioritizes employee well-being, development, and engagement.
12
Q
How does SHRM contribute to talent retention?
A
By implementing leadership development, succession planning, and career growth programs.
13
Q
Why is SHRM important for an organization’s long-term success?
A
SHRM ensures that human resources are strategically managed to support business growth, adaptability, and competitive advantage.
14
Q
How does SHRM impact employee engagement?
A
By clearly defining employee roles and aligning their work with the company’s strategic vision.
15
Q
A
16
Q
What is the role of HR as a strategic partner in business expansion?
A
As a strategic partner, HR plays a proactive role in business expansion by conducting market research, analyzing the talent pool, assessing competitors’ human resources, and developing a recruitment plan. Instead of just filling vacancies, HR ensures the workforce is aligned with the organization’s long-term growth strategy.
17
Q
How does HR assess the talent market before recruitment?
A
HR researches the new market to understand available talent, competitors’ workforce capabilities, and any special skill requirements. This helps in determining whether local expertise is sufficient or if additional training is needed.
18
Q
Why is training and development crucial in business expansion?
A
Newly hired employees may have industry expertise but lack familiarity with the company’s processes. Training ensures they integrate seamlessly. Additionally, existing employees transitioning to the new market may require skill enhancements to meet market-specific demands.
19
Q
How does HR contribute to business success as a strategic partner?
A
HR ensures the workforce is not only equipped with the right skills but is also adaptable to organizational changes. This strategic alignment between human resources and business goals drives sustainable growth.
20
Q
What is the primary focus of an administrative expert in HR?
A
An administrative expert focuses on improving day-to-day HR operations through policy enhancements, process efficiency, and technology integration to streamline activities such as payroll management, leave tracking, and performance appraisal.
21
Q
How does system orientation differ from people orientation in HR?
A
System orientation focuses on optimizing HR processes, increasing efficiency, and leveraging technology, while people orientation focuses on employee well-being, engagement, and professional development.
22
Q
What are some ways HR can improve payroll and leave management?
A
HR can introduce automation tools to minimize errors, reduce delays, and enhance accuracy in payroll processing and leave management.
23
Q
Why is updating policies important in HR operations?
A
Outdated policies can lead to operational inefficiencies and legal risks. Regularly refining policies ensures compliance with labor laws and improves grievance handling.
24
Q
How does automation help HR professionals focus on strategic roles?
A
Automating routine tasks like payroll and leave management frees HR professionals to focus on high-value activities such as talent strategy, workforce planning, and organizational growth.
25
What is a Change Agent?
A Change Agent is an individual or a group within an organization responsible for driving and managing change. This role involves guiding the organization through transitions, ensuring employees adapt effectively, and aligning change initiatives with strategic objectives.
26
What does 'change' mean in an organizational context?
Change refers to any significant shift in an organization's operations, structure, or strategy. This can include technology upgrades, market expansion, regulatory changes, leadership transitions, or cultural transformations.
27
Do organizations face changes?
Yes, all organizations experience changes, whether minor or major. These can stem from external factors like market trends, regulations, and economic conditions or internal factors such as restructuring, technological advancements, and leadership shifts.
28
What are some examples of organizational change?
Examples include:
- Expanding into new markets.
- Changes in regulatory requirements.
- Implementation of new technologies.
- Leadership transitions.
- Organizational restructuring.
- Cultural shifts within the organization.
29
What is HR’s role as a Change Agent?
HR plays a crucial role in managing and driving change by:
- Communicating the purpose and impact of change to employees.
- Addressing employee concerns and resistance.
- Providing necessary training for adaptation.
- Facilitating smooth transitions through counseling and support.
- Ensuring alignment with the organization’s long-term strategic goals.
30
Why do employees resist change, and how can HR manage this?
Employees resist change due to fear of the unknown, job security concerns, or reluctance to move away from traditional methods. HR can manage resistance by:
- Clearly communicating the benefits of change.
- Providing training and skill development.
- Offering counseling to address job security concerns.
- Encouraging employees to upgrade their skills for future career growth.
31
What is an Employee Champion?
An Employee Champion is an HR role focused on ensuring employee well-being, engagement, and motivation. This involves advocating for employees, addressing grievances, and fostering a positive work environment.
32
How does HR function as an Employee Champion?
HR acts as an Employee Champion by:
- Listening to employees and addressing their concerns.
- Ensuring a positive workplace culture.
- Enhancing employee engagement and collaboration.
- Managing work-life balance initiatives.
- Conducting programs that improve job satisfaction and motivation.
33
What actions can HR take to reduce workplace stress?
HR can reduce workplace stress by:
- Conducting employee satisfaction surveys to identify stressors.
- Implementing flexible work policies (remote work, hybrid work, flexible hours).
- Organizing wellness programs and stress management workshops.
- Providing counseling and support services.
- Ensuring reasonable workloads and work-life balance.
34
Why is HR’s role as a Change Agent and Employee Champion strategic?
HR's role in managing change and ensuring employee well-being is strategic because:
- It helps organizations adapt to evolving business landscapes.
- Ensures employees remain engaged and productive during transitions.
- Reduces resistance to change, fostering a culture of flexibility.
- Aligns employee development with organizational long-term goals.
- Enhances overall organizational performance by creating a resilient workforce.
35
What does it mean for HR to act as an Employee Champion?
Acting as an Employee Champion means HR focuses on employees' well-being, engagement, and overall satisfaction. This includes identifying employee concerns, launching initiatives like mental health programs, stress management workshops, and ensuring fair compensation and career growth opportunities.
36
How does HR contribute as a Change Agent within an organization?
HR functions as a Change Agent by managing organizational transformation. This involves identifying areas that require improvement, analyzing resistance to change, and implementing strategies to drive employee adoption of new processes, technologies, or cultural shifts.
37
What is the role of HR in aligning with an organization's long-term goals?
HR aligns with long-term goals by working as a strategic partner, ensuring that human resources contribute to business success through workforce planning, training, and retention strategies that support organizational objectives.
38
How does HR balance traditional HR functions with modern HR strategies?
Traditional HR focuses on administrative tasks like payroll, staffing, and compensation, while modern HR emphasizes outcomes such as employee engagement, productivity, customer satisfaction, and investor confidence. HR must integrate both approaches to create a dynamic and successful workforce.
39
How can HR improve employee engagement and commitment?
HR can enhance engagement by conducting employee surveys, implementing recognition programs, offering career development opportunities, and fostering a supportive work culture. Addressing employee concerns and providing fair compensation also play a crucial role.
40
What strategies can HR use to manage resistance to change?
HR can manage resistance by openly communicating the reasons for change, involving employees in decision-making, offering training programs, and addressing concerns through one-on-one discussions or focus groups.
41
How does HR impact customer satisfaction?
HR ensures employees are well-trained, motivated, and aligned with customer needs, leading to improved service quality and customer satisfaction.
## Footnote
For example, by training sales teams in communication and negotiation, HR directly influences customer experience.
42
In what ways does HR influence investor confidence?
A strong HR function contributes to organizational stability, talent retention, and long-term growth, which reassures investors about the company's sustainability and profitability.
43
How does HR evaluate the success of implemented programs?
HR assesses program success through metrics such as employee retention rates, engagement surveys, training effectiveness, and performance improvements before and after implementation.
44
What role does HR play in work process improvement?
HR enhances efficiency by introducing automation in payroll and attendance tracking, refining policies, and ensuring compliance with industry standards to streamline operations and reduce administrative workload.
45
How does HR support employee well-being?
HR provides well-being initiatives such as mental health programs, flexible work options, career development plans, and competitive compensation to maintain a healthy work-life balance.
46
Why is HR crucial for business success and growth?
HR ensures that employees are motivated, skilled, and aligned with business objectives, directly impacting productivity, innovation, customer satisfaction, and overall company growth.
47
How can you create a positive work environment?
A positive work environment can be created by promoting teamwork, fairness, and employee well-being. HR initiatives such as wellness programs, fitness activities, mental health support, and team-building events can foster a friendly and collaborative culture. Ensuring diversity and inclusion also helps employees feel valued and loyal to the organization.
48
How does a positive work environment impact employee performance?
A positive work environment reduces absenteeism, decreases turnover, and increases employee engagement. Employees feel more supported and motivated, leading to higher productivity and better collaboration.
49
How can organizations improve employee motivation?
Employee motivation can be improved through several methods: listening to employees' problems and addressing them, establishing a friendly and supportive work culture, recognizing and rewarding employees for their efforts, organizing competitions and events to boost collaboration, and providing career growth opportunities through training and mentoring programs.
50
Why is recognition and rewards important for employee motivation?
Recognition and rewards make employees feel valued and appreciated for their efforts. Promotions, bonuses, appreciation programs, and 'Employee of the Month' awards encourage employees to perform better.
51
How do career growth opportunities impact employee engagement?
Career growth opportunities motivate employees by giving them a clear path for advancement within the company. Training programs, mentoring, and certification initiatives help employees develop their skills and feel invested in the organization’s success.
52
What is HR’s role in a knowledge-based economy?
In a knowledge-based economy, HR plays a crucial role in managing and developing employees' knowledge and skills. HR creates a work environment that encourages employees to voluntarily contribute their expertise and ideas for the organization’s success.
53
What does it mean to be a Human Capital Steward?
A Human Capital Steward ensures that employees feel valued and motivated to use their skills for the company's benefit. Organizations should treat employees as assets rather than tools for daily operations.
54
What is HR’s role as a Knowledge Facilitator?
As a Knowledge Facilitator, HR helps employees acquire, develop, and share knowledge to create a competitive advantage. HR strategically designs employee development plans, organizes training programs, and fosters a culture of continuous learning and knowledge sharing.
55
What is competitive advantage, and how can HR help achieve it?
Competitive advantage refers to an organization's ability to outperform competitors by offering unique value. HR can help achieve this by developing a highly skilled and loyal workforce, providing specialized training to enhance employees' expertise, encouraging knowledge sharing and teamwork, and creating a work culture that attracts and retains top talent.
56
How does HR function as a Relationship Builder?
HR develops work practices and a culture that promotes collaboration and teamwork. This includes building an inclusive and fair workplace, creating structured reporting and hierarchy systems, encouraging cross-departmental collaboration through brainstorming sessions and training programs, and organizing company-wide events to foster better relationships among employees.
57
Why is fostering a collaborative culture important?
A collaborative culture improves problem-solving, innovation, and teamwork. When employees from different departments work together, they gain new perspectives and develop stronger professional relationships, leading to a more productive and engaged workforce.
58
How can HR ensure employees feel part of the organization’s success?
HR can create a sense of ownership among employees by providing clear career progression paths, recognizing and rewarding contributions, encouraging open communication and transparency, and involving employees in decision-making and innovation initiatives.
59
Why is it important to organize programs like Christmas celebrations or mentorship initiatives across departments?
Organizing such programs helps build collaboration, foster relationships, and enhance mentorship. It encourages senior employees to guide interns and junior staff, creating an environment of knowledge sharing and engagement, rather than just assigning them tasks.
60
What is a rapid deployment specialist, and how does it contribute to organizational flexibility?
A rapid deployment specialist ensures the company remains adaptable by implementing flexible structures and systems. This role is essential in helping organizations adjust to market trends, technological advancements, and economic changes by equipping employees with necessary skills through training and strategic planning.
61
How does HR minimize risks associated with technological changes?
HR minimizes risks by forecasting future technological trends and providing employees with relevant training programs. This ensures that when new technologies emerge, employees are prepared and can transition smoothly, reducing resistance to change and maintaining operational efficiency.
62
Why is it crucial for HR to have business knowledge beyond just HR functions?
HR must understand all aspects of the business, including finance, marketing, production, and supply chain management. This knowledge helps HR align talent acquisition, training, and policies with the company’s strategic goals, ensuring they recruit the right people and support overall business growth.
63
What are the five competencies that contribute to HR success as a strategic business partner?
1. Strategic Contribution: Developing and implementing business strategies aligned with company goals.
2. Business Knowledge: Understanding the organization’s operations and industry trends.
3. Personal Credibility: Demonstrating measurable outcomes from HR policies and programs.
4. HR Delivery: Effectively managing recruitment, training, and employee relations.
5. HR Technology: Utilizing digital tools and automation to enhance HR functions and drive long-term success.
64
How does HR create measurable outcomes to demonstrate its credibility?
HR tracks and measures performance improvements, such as increased sales after a training program. By presenting quantifiable results, HR justifies investments in employee development and addresses concerns about resource allocation.
65
What are the key components of strategic human resource management?
Strategic HR management includes aligning HR policies with long-term company goals, utilizing business knowledge, ensuring measurable results, conducting HR activities effectively, and integrating technology into HR functions to enhance productivity.
66
What is the ‘Leuk and Snell Employment Model,’ and how does it classify jobs?
The model classifies jobs based on two factors: Strategic Value and Uniqueness. It categorizes jobs into four quadrants: Knowledge-Based Employment, Job-Based Employment, Contractual Work Arrangement, and Alliance or Partnership.
67
How should HR manage knowledge-based employment roles?
HR should provide training, career growth opportunities, competitive salaries, and job security to retain highly skilled employees. Creating a flexible work environment that encourages innovation and skill development helps in retaining top talent.
68
Why are performance-based incentives important for job-based employment roles?
Since these roles have high strategic value but low uniqueness, HR focuses on maximizing productivity by offering incentives based on performance. This approach ensures efficiency while maintaining cost-effectiveness.
69
How does HR handle contractual work arrangements?
HR employs strict compliance-based configurations, outlining clear rules and procedures for temporary workers. This ensures smooth operations while maintaining cost efficiency.
70
Why is HR technology crucial in modern organizations?
HR technology streamlines processes like recruitment, attendance tracking, performance evaluation, and training. Automation enhances efficiency, reduces manual workload, and helps organizations achieve long-term strategic objectives.
71
Why is outsourcing a critical decision for companies?
Outsourcing is critical because it involves transferring certain tasks or functions to external entities, which can impact the company’s control, costs, and operational efficiency. If a company outsources a highly strategic function, it risks losing control and giving the external party significant leverage over its operations.
72
What are the risks associated with outsourcing highly strategic tasks?
The main risks include:
- Loss of control over essential functions.
- Dependence on external providers for crucial deliverables.
- High costs due to negotiation leverage held by the outsourcing partner.
- Potential delays and inefficiencies affecting overall business operations.
73
Why do companies still choose to outsource despite these risks?
Companies outsource when they lack expertise, resources, or funds to handle a task internally. Outsourcing can also help meet tight deadlines and provide access to specialized skills.
74
How does outsourcing impact cost management?
While outsourcing can reduce costs by eliminating the need for internal teams, it can also lead to higher expenses due to:
- Expensive contract terms.
- Additional payments for modifications and revisions.
- Delays affecting project timelines and profitability.
75
How does strategic HR management differ from traditional HR?
Strategic HR management focuses on long-term business alignment, involving line managers and integrating HR with business goals, whereas traditional HR mainly handles administrative and employee-related tasks.
76
How does strategic HR respond to organizational changes?
Unlike traditional HR, which reacts passively to changes, strategic HR proactively prepares for transitions by developing policies, training employees, and ensuring smooth implementation.
77
What role do line managers play in strategic HR?
Line managers actively participate in HR functions such as recruitment, training, and performance appraisals to align HR processes with business needs.
78
What are the advantages of keeping key functions in-house instead of outsourcing?
Keeping functions in-house ensures:
- Greater control over operations.
- Faster decision-making and execution.
- Cost efficiency in the long run.
- Greater flexibility for modifications and improvements.
79
What is the importance of strategic value in deciding whether to outsource a task?
Strategic value determines how crucial a task is to a company’s success. If a task has high strategic value, outsourcing can be risky as it places critical control in the hands of an external party.
80
How can companies mitigate outsourcing risks?
Companies can mitigate risks by:
- Ensuring clear contract terms.
- Retaining partial control over critical functions.
- Establishing contingency plans.
- Developing internal teams to gradually take over outsourced tasks.
81
What is the 360-degree performance appraisal method?
The 360-degree performance appraisal evaluates an employee’s performance from multiple perspectives, including supervisors, peers, subordinates, and even customers, ensuring a comprehensive assessment.
82
How does strategic HR management benefit organizations in the long run?
Strategic HR helps in:
- Aligning HR policies with business goals.
- Proactively managing workforce changes.
- Improving employee engagement and retention.
- Enhancing overall business performance.
83
When is it advisable to outsource a function?
Outsourcing is advisable when:
- The function is not strategically critical.
- Specialized expertise is required.
- It is cost-effective compared to in-house execution.
- The company lacks the necessary infrastructure or workforce.
84
What are the key factors to consider before outsourcing?
Before outsourcing, companies should assess:
- The strategic importance of the task.
- The cost-benefit analysis.
- Potential risks and dependencies.
- The reliability and expertise of the outsourcing partner.
85
How do companies transition from outsourcing to internal execution?
Companies can transition by:
- Gradually building an internal team.
- Using outsourcing only for initial setup or specialized tasks.
- Developing internal expertise through training and hiring.
- Implementing knowledge transfer plans from external partners.
86
Why do department and HR managers often pass responsibilities to HR?
Department managers often believe HR is solely responsible for all human resource functions, leading them to disengage when their involvement is necessary.
87
Why does the HR department find it difficult to quantify achievements and progress?
HR functions are often qualitative, making it hard to measure success with clear metrics. Additionally, HR lacks concrete data to justify its impact.
88
Why do companies hesitate to invest in HR development and training programs?
Due to financial risks and uncertainty regarding returns on investment, companies are reluctant to allocate funds for employee training and development.
89
What is the role of top management in implementing Strategic HRM?
Top management needs to be motivated and committed to implementing strategic HR practices. Without their support, HR strategies cannot be effectively integrated into the company’s long-term goals.
90
What is HR outsourcing?
HR outsourcing refers to hiring external service providers to handle certain HR functions instead of managing them in-house.
91
How does outsourcing HR functions benefit a company?
It reduces HR staff, saves costs, ensures higher-quality HR services, and allows internal employees to focus on strategic tasks rather than administrative work.
92
Why do small companies prefer HR outsourcing?
Small businesses often lack an HR department, so outsourcing helps them access specialized expertise at a lower cost.
93
What are the key HR functions that companies typically outsource?
Payroll processing, administrative tasks, recruitment, compliance management, and employee benefits administration.
94
How does HR outsourcing free up internal employees for strategic work?
By delegating routine administrative work to external providers, internal HR professionals can focus on higher-value activities such as talent management and workforce planning.
95
What is service bundling in HR outsourcing?
Some outsourcing companies offer bundled services, combining multiple HR functions at a lower overall cost for the company.
96
Why should companies be careful when outsourcing HR functions?
Only non-critical tasks should be outsourced, as strategic HR decisions have a direct impact on the company’s success and should remain internal.
97
What did the session cover about Strategic Human Resource Management (SHRM)?
The session explained SHRM’s importance, compared it to traditional HRM, and reviewed models like David Ulrich’s and the Harvard Model.
98
What is the assignment about?
The assignment requires students to describe SHRM, compare it with traditional HRM, and analyze its role in Coca-Cola and another company.
99
How should students approach Task 1 of the assignment?
Define SHRM, explain its importance, compare it with traditional HRM, and apply it to Coca-Cola. Then, briefly compare Coca-Cola’s SHRM practices with another company.
100
What confusion exists in the assignment’s wording?
The phrase “analyze its role within both organizations” is unclear, leading to uncertainty about whether students should discuss one or two companies.
101
What is the recommendation for resolving the assignment confusion?
Students should clarify with the instructor whether they need to compare two companies or focus only on one.
102
What does Task 2 require?
Examining how HR strategies are planned, developed, and implemented in Coca-Cola, and suggesting possible improvements.
103
How should students approach finding more details on HR strategy in Coca-Cola?
Conduct independent research beyond the provided case study to identify HR strategies Coca-Cola employs.
104
How should students identify possible improvements for Coca-Cola’s HR strategy?
By comparing Coca-Cola’s HR practices with industry best practices and identifying gaps or areas for enhancement.
105
What are some potential strategic HR focus areas for Coca-Cola?
Diversity and inclusion, employee well-being, leadership development, innovation, and workforce planning.
