Term
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Definition
| Designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals |
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Term
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Definition
| The collective values of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce |
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Term
| What are the seven HR activities? |
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Definition
| Strategic HR Management, Equal Employment Opportunity, Staffing, Talent Management and Development, Total Rewards, Risk Management and Worker Protection, and EMployee and Labor Relations |
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Term
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Definition
-HR Effectiveness
-HR measurement
-HR technology
-HR retention |
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Term
| Equal Employment Opportunity? |
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Definition
| -Compliance, Diversity, and Affirmative action |
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Term
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Definition
| Job Analysis, Recruiting, and Selection |
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Term
| Talent Management and Development? |
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Definition
| Orientation, Training, HR development, Career planning, and Performance management |
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Definition
| Compensation, Incentives, and Benefits |
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Term
| Risk Management and Worker Protection? |
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Definition
| Health and wellness, Safety, Security, and Disaster and recovery planning |
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Term
| Employee and Labor Relations? |
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Definition
| Employee rights and privacy, HR policies, and Union/Management relations |
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Term
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Definition
| Administrative, Operational and Employee advocate, and Strategic |
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Term
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Definition
| Focusing on HR clerical administration and record keeping |
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Term
| Operational and Employee Advocate role |
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Definition
| Managing most HR activities in keeping with the strategy that has been identified by management and serving as employee "champion" |
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Term
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Definition
| Helping to define the strategy relative to human capital and its contributing to organizational results |
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Term
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Definition
| Globilization of businesses, economic forces, rapid growth of technology, changing demographics, and cost pressures, and organizational reconstructing |
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Term
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Definition
| U.S. business contracting out activities to unaffiliated companies or their affiliates in another county |
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Term
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Definition
| Foreign businesses shifting activities to the United States |
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Term
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Definition
| Businesses contracting out activities to unaffiliated companies either at home or abroad |
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Term
| What is HRMS(human resource management system) or HRIS(human resource information system)? |
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Definition
| An integrated system provided information used by HR management in decision making. Declining 60% administrative work and and increase in operational effieiciency |
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Term
| How to foster ethical behavior |
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Definition
| written code of ethics and standards of conduct, training on ethical behavior for all executives, managers and employees, means for employees to obtain advice on ethical situations they face, often provided by HR, AND systems for confidential reporting of ethical misconduct or questionable behavior |
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Term
| 5 areas of HR competencies |
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Definition
| Strategic contribution, business knowledge, HR delivery, HR Technologies, and Personal credibility |
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Term
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Definition
| a person who has responsibility for performing a variety of HR activities |
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Term
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Definition
| a person who has in-depth knowledge and expertise in limited area of HR |
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Term
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Definition
| Professional in Human Resources Certificate, sponsored by HRCI. 2 years HR experience and pass the PHR certification exam |
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Term
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Definition
| Senior Profesional in Human Resources Certification, sponsored by the HRCI. at least 2 years of HR experience, pass the SPHR or GPHR exam |
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Term
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Definition
| the strategy an organization follows is its propostion for how to compete successfully and thereby survive and grow |
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Term
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Definition
| Use of employees to gain or keep a competitive advantage -- HR should be involved in implementing strategies that affect and are influenced by people |
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Term
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Definition
| Employment security, Selective Recruiting, High Wages/incentives, Information sharing/participation, Training/crossing-training, Promotions from within, and Measurement |
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Term
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Definition
| societal forces affecting the values, beliefs, and actions of a distinct group of people |
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Term
| Multi-national enterprise |
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Definition
| Organization that has operating units located in foreign countries |
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Term
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Definition
| Firm that has corporate units in a number of countries integrated to operate as one organization worldwide |
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Term
| What issues are associated with globalization? |
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Definition
| convincing individuals from a different religious, ethnic, or tribal backgrounds to for together in a global firm can be difficult. |
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Term
| How does HR contribute to organizational effectiveness? |
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Definition
| by giving significant attention to working more effectively with financial executives to make certain that HR is a financial contributor to organizational effectiveness. The return on investment of all resources and expenditures in organizations can be calculated, including the ROI of human expenditures. |
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Term
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Definition
process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives.
--ensures the organization has the right number of human resources, with the right capabilities, at the right times, and in the right place |
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Term
| What are the HR planning steps? |
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Definition
1. Consider Organizational Objectives and Strategies, 2. Scanning External Enviroment for Labor Supply Changes & Assess Internal Workforce
3. Devolpe Forecasting
4. Identify Organizational Need for People & Determine People Available
5. Formulate HR Strategies and Plans |
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Term
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Definition
| process of studying the enviroment of the organization to pinpoint opportunities and threats |
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Term
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Definition
| Identifying Strengths, Weakness, Opportunities, and threats |
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Term
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Definition
| a comprehensive analysis of all current job provides a basis for forecasting what jobs will need to be done in the future. Data for this should be available from existing staffing and organizational databases |
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Term
| Questions addressing internal assesment |
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Definition
What job exists now?
How many individuals are performing each job?
What are the reporting relationships of jobs?
How essential is each job?
What jobs will be needed to implement future organizational strategies?
What are the characteristics of anticipated jobs? |
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Term
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Definition
Audit of current employees and their capabilities
-Can be incorporated into a skills database |
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Term
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Definition
| using information from the past and the present to identify expected future conditions |
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Term
| What are some opportunities and threats in the external environment? |
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Definition
| government influences, economic conditions, geographic and competition issues, workforce changes |
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Term
| What are some strengths and weaknesses in the internal environment? |
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Definition
| job and skills audit, organization capabilities inventory, using a skills database |
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Term
| what happens when supply and demand are not aligned? |
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Definition
Surplus
– Downsizing
– Hiring freeze
– Voluntary separation
– Layoffs
• WARN Act
– Outplacement
• Shortage
– Overtime
– Contingent workers – Bring back retirees – Outsourcing
– Reduce turnover

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Term
| How does HR help attain a competitive advantage? |
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Definition
Attracting human resources with the necessary skills and talent to accomplish organizational goals
– Retaining human resources with the necessary skills and talent to accomplish organizational goals |
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Term
| How does HR help attain enhance organizational performance? |
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Definition
Provides inputs on acquisitions and mergers – Viability of the merger based on HR
– Compatibility of corporate cultures
– Availability of critical KSAs |
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Term
| How does HR have a positive effect on human capital? |
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Definition
– Developing Capabilities
• Job Analysis
• Career and succession planning • Development programs
Attracting and Retaining
• Recruiting
• Selection & Placement
• Training & Development
• Employee benefits
• Compensation (wages and incentives) • Employee and labor relations
– Performance Evaluation (identifying and rewarding performance)
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Term
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Definition
| To demonstrate its strategic contribution to senior managers, HR needs specific measures tied to HR performance indicators; Cost Control and Value Creation |
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Term
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Definition
| Driving out cost in the HR function and enhancing operational efficiency outside of HR |
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Term
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Definition
Ensuring that the HR architecture intersects with the process of implementing strategy in the organization
By enhancing return, reducing risk, or increasing liquidity |
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Term
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Definition
| Driving out cost in the HR function and enhancing operational efficiency outside of HR |
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Term
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Definition
| Assigns dollar estimates to behaviors, such as absenteeism, turnover, and job performance, of employees and managers |
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Term
| Direct measures refer to the actual costs |
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Definition
| Such as absenteeism, accidents, and recruiting |
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Term
| Indirect measures do not deal directly with cost |
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Definition
Usually expressed in terms of time
• Such as communication breakdowns, distrust, and low motivation |
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Term
| Return on Investment (ROI) |
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Definition
| Calculation showing the value of expenditures for HR activities |
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