Term
| What are the 4 categories of the HR Impact Model? |
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Definition
Catalyst
Consultation
Policies and Procedures
Programs and Processes |
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Term
| If you think of the HR function as a 3-legged stool, what are the 3 legs? |
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Definition
Administrative
Strategic
Operational/Tactical |
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Term
| Pertaining to the HR Impact Model, what is the organizational role of the Policies and Procedures function? |
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Definition
| Creating and implementing HR policies and procedures |
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Term
| Pertaining to the HR Impact Model, what is the organizational impact of the Policies and Procedures function? |
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Definition
| influence the creation, appropriate interpretation, and implementation of organizational policy; ensure fair treatment of employees; and provide decision-making framework |
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Term
| Pertaining to the HR Impact Model, what is the organizational role of the Programs and Processes function? |
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Definition
| overseeing programs and processes to attract, motivate, develop and retain employees |
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Term
| Pertaining to the HR Impact Model, what is the organizational impact of Programs and Policies? |
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Definition
| promote ee satisfaction and enhance performance; provide effective process guidelines for the organization to follow in implementing people-management practices |
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Term
| Pertaining to the HR Impact Model, what is the organizational role of consultation? |
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Definition
| responding to or identifying the needs of management and working in partnership to enhance the management team's effectiveness, both individually and collectively |
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Term
| Pertaining to the HR Impact Model, what is the organizational impact of consultation? |
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Definition
| support, coach, develop and challenge clients to take appropriate action on identified problems, issues, initiatives or programs |
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Term
| Pertaining to the HR Impact Model, what is the organizational role of Catalyst? |
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Definition
| focusing on the long-term, strategic needs of the organization to identify relevant trends and ensure that management is prepared to act appropriately in guiding the organization for the long-term |
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Term
| What model uses 4 categories to explore the functional responsibilities of the HR professional? |
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Definition
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Term
| What are the 7 stages of internal consulting? |
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Definition
1) exploring the situation 2) gaining agreement to the project plan 3) gathering data, analyzing and identifying findings 4) developing recommendations 5) presenting the finding and recommendations 6) implementing 7) reviewing, transitioning, and evaluating the project |
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Term
| Pertaining to the HR Impact Model, what is the organizational impact of the Catalyst function? |
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Definition
| help position the organization for the future, especially by designing a working environment and organizational culture that meet the changing needs, preferences, and demographics of current and future employees and by helping the organization address changes in the business and operating environments |
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Term
| What are 4 basic management functions used to ensure that the strategies and plans developed to meet changing customer needs are implemented and accomplished? |
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Definition
1) planning
2) organizing
3) directing
4) controlling |
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Term
| Characteristics of a general partnership? |
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Definition
| partners share responsibility for managing the business based on partnership agreement |
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Term
| Characteristics of limited partnership or limited liability partnership? |
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Definition
| partners are involved only as investory and have little input into daily operations of the business; common in service businesses |
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Term
| What is one method of strategy evaluation? |
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Definition
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Term
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Definition
| should communicate what the company does, for whom they do it, and what long-range success will look like |
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Term
| What is the strategy (in terms of strategic planning process)? |
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Definition
| uses the strengths of a business to its competitive advantage in the marketplace |
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Term
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Definition
| parts of an organization's operations that they do best and that set them apart from the competition |
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Term
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Definition
Describes how the organization will achieve the vision;
describes the company, what it does, where it is going, and how it is different from other organizations;
generally directed at employees in the organization;
mid to long range |
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Term
| What happens during the strategy formulation phase of the strategic planning process? |
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Definition
develop vision;
develop mission;
develop corporate values;
develop corporate goals |
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Term
| What are 4 meaningful measures of tactical accountability for strategic management? |
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Definition
HR expenses as a percent of operating expenses;
HR expenses as a percent of total revenue;
Ratio of total employees to HR staff;
HR department expenses per employee |
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Term
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Definition
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Term
| What 4 questions does the HCMP answer? |
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Definition
where are we now?
where do we want to be?
how will we get there?
how will we know when we arrive? |
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Term
| What is another term for Human Capital Management Plan? |
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Definition
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Term
| Goal (in terms of the strategic planning process) |
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Definition
describes the direction the business will take and what it will achieve;
set at the corporate and business unit level of the organization |
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Term
| What are 6 common components of the HCMP? |
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Definition
HR statement of strategic direction
desired results or goals
objectives
action plans
communication plan
measurement |
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Term
| HR Statement of Strategic Direction |
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Definition
| HR team gathers information from the organization's strategic plan, external sources, and internal sources to clearly understand the workforce requirements for organization goals, what resources are available to achieve those goals, and the timing of deliverables |
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Term
| The control function is used by managers to ensure that... |
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Definition
| ...strategies, tactics, and plans developed during the planning process are implemented |
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Term
| Balanced scorecard addresses what shortcoming? |
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Definition
| traditional business measurements focused only on financial results and did not include other key elements that impact business success |
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