MGMT 44430 Exam 1

Customer Intimacy

Delivering unique and customizable products or services that better meet customers' needs and increase customer loyalty.

Product Innovation

Develop new products and services.

Differentiation Strategy

Developing a product or service that has unique characteristics valued by customers and for which the firm may be able to charge a premium price.

Value Creators

Directly generate revenue, lower operating costs, and increase capital efficiency.

Applicant Tracking System

Electronically manage recruitment data and processes.

Organic

Expanding a business by opening new factories or stores.

Roles

Expected patterns or sets of behaviors people play in a company.

Specialization Strategy

Focusing on a narrow market segment or niche and pursing either a differentiation or cost-leadership strategy within that market segment.

Job-Oriented Staffing

Hiring to fill a specific job opening.

Business Strategy

How a company will compete in its marketplace.

Moral Judgement

Identifying the 'right' and 'wrong' course of action.

Growth Life Cycle Sage

New companies begin to expand and set themselves apart from competitors to gain customers and market share.

Job Analysis

The systematic process of identifying and describing the important aspects of a job and the characteristics a worker needs to do it well.

An organization's staffing strategy should be derived from and clearly support its ________.

business strategy

According to the resource-based view of the firm, in order to create value, staffing practices must ________.

enhance the differentiation of the firm's products

Organic growth takes place when an organization ________.

expands from within by opening new factories or stores

The time it takes to fill a position is an example of a ______.

metric

When a recruiter is having a hard time filling a position and decides to mislead candidates into thinking the position has more opportunity for advancement than it does to make the job more appealing even though she knows this is wrong, this is an example of _________.

moral intent

To maximize an employer's investment in staffing it should focus on the jobs that are critical to _____________.

obtaining its competitive advantage

Hiring people who are efficient, trainable, and willing to follow standardized procedures would support a(n) ________ competitive advantage.

operational excellence

If a staffing specialist evaluates the external labor market to determine how challenging it will be to hire the talent her employer needs over the next few years, which of the following is being done?

planning

Jen is the Human Resources manager for Bailey's, a large department store. A competitor, ShopWell, is scheduled to open nearby in a few months and Jen is afraid that some of her staff may quit and join ShopWell. To prevent this, Jen introduces a performance incentive program that will reward Bailey's highest-performing employees at the end of the year. This is an example of ________.

practice staffing

Maturity Life Cycle Stage

the company's products or services have fully evolved, and their market share has been established.

An organization's competitive advantage is ________.

what it can do differently from its competitors

Strategically evaluating the company's current lines of business, new businesses it will be getting into, businesses it will be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business strategy is ________.

workforce planning

Contingent Workers

Workers employed for shorter periods by firms as needed.

7 Components of Strategic Staffing:

1. Longer-term planning. 2. Alignment with the firm's business strategy. 3. Alignment with the other areas of HR. 4. Alignment with the labor market. 5. Targeted recruiting. 6. Sound candidate assessment on factors related to job success and longer-term potential. 7. The evaluation of staffing outcomes against pre-identified goals.

9 Elements of Staffing Strategy

1. Do we want a core or flexible workforce? 2. Do we prefer to hire internally or externally? 3. Do we want to hire for or train and develop needed skills? 4. Do we want to replace or retain our talent? 5. What levels of which skills do we need where? 6. Will we staff proactively or reactively? 7. Which jobs should we focus on? 8. Is staffing treated as an investment or a cost? 9. Will staffing be centralized or decentralized?

Succession management ensures that ________.

an organization has people ready to assume leadership positions when they become available

Deployment involves ________.

assigning talent to appropriate jobs and roles in the organization

Promotions are likely to be fastest in organizations in the ________ stage of their life cycle.

growth

Proactive Staffing

Done before situations or issues arise.

Reactive Staffing

Done in response to situations or issues.

Job Enlargement

Giving the employee more tasks to do.

Job Enrichment

Giving worker more autonomy in planning and controlling their work.

Sourcing

Locating qualified individuals and labor markets from which to recruit.

Core Workforce

Longer-term, regular employees.

Decline Life Cycle Stage

Markets for the firm's products and services are shrinking, and the company's performance is falling.

Operational Excellence

Maximizing the efficiency of the manufacturing or product development process to minimize costs.

Staffing Metrics

Operational measures about how efficient, effective, or impactful an organization's staffing practices are.

Moral Intent

Our commitment to the identified moral course of action.

Schemas

Patterns of thought that organize categories of information and the relationship among them.

Value Enablers

Perform indispensable work that enables the creators.

Resource-Based View of the Firm

Proposes that a company's resources and competencies can produce a sustained competitive advantage by creating value by lowering costs, providing something of unique value, or some combination of the two.

Talent-Oriented Staffing

Recruiting and hiring without a specific job opening.

Introduction Life Cycle stage

When a company is forming and. still relatively new.

Job Rotation

Workers move from one job to another rather than performing a single job.

If an employer is unable to hire candidates with the desired qualifications, _______ may be it's only option.

training

A staffing strategy of hiring people likely to be promoted over time would be compromised without a quality ___________.

training and development system

Under which of the following circumstances does a company prefer to "churn" rather than keep existing employees?

when technology is developing very rapidly

When a firm determines that it will need to hire 50 customer service representatives within the next three months, it has engaged in ________.

workforce planning

Competency Modeling

- Analyzes the broader competencies needed to perform well in roles as opposed to jobs. - A job analysis method that identifies the necessary worker competencies for high performance

Combined Approach

A combination of centralized and decentralized staffing.

Ethical Decision

A decision that is morally acceptable to the larger community.

Assets

A resource with economic value that the employer controls.

Code of Conduct

A set of rules outlining the responsibilities and behavioral expectation for employees.

Centralized Staffing

A situation in which all of an organization's staffing activities are channeled through one unit.

Growth Strategy

A strategy to expand the company either organically or via acquisitions.

Talent Philosophy

A system of beliefs about how a firm's employees should be treated.

Future-Oriented Job Analysis

A technique for analyzing new jobs or how jobs will look in the future.

Human Capital Advantage

Acquiring a stock of quality talent that creates a competitive advantage.

Recruiting

All organizational practices and decisions that affect either the number or the types of individuals willing to apply for and accept job offers.

Workflow Analysis

Analyzing how work progresses through the organization to improve efficiency.

Job Redesign

Any changes to a job that increase work quality or productivity.

Stakeholder

Anyone who is impacted by a decision.

Staffing Analytics

Applying software and research methodology to statistically analyze staffing-related data with the goal of optimizing staffing systems.

Selection

Assessing job candidates and deciding whom to hire.

Talent Management

Attracting, developing, retaining, and utilizing people with the required skills and aptitudes to meet current and future business needs.

Cost-Leadership Strategy

Be the lowest cost producer for a particular level of product quality.

Employer Branding

Creating a favorable image in desired applicants' minds about the organization being a good place for them to work.

Human Resource Information System

Software or a cloud-based solution for human resource and staffing data entry, data tracking, and human resource analytics efforts.

Investors

Someone who commits something of value with the expectation of getting something of value in return.

Greg's Bakery chain is planning to diversify into producing and selling candy. It has opened a new factory to support this plan, and the factory is ready to be staffed. The top management at Greg's has decided that it is willing to offer the best salaries in the industry to its latest employee additions. In this situation, which of the following staffing goals should Greg's follow?

hiring the best qualified employees

Interviewing job candidates to assess their fit with the job and organization is part of ________.

selecting

When a supervisor introduces a new hire to her new colleagues and other important people in the organization he is engaging in ________.

socialization

Job

A formal group or cluster of tasks.

Job Families

A grouping of jobs that either call for similar worker characteristics or contain parallel work tasks.

Idiosyncratic Jobs

A job created around a current or new employee's unique experience, knowledge, skills, interests, and abilities.

Strategy

A long-term plan of action to achieve a particular goal.

Internal Talent Focus

A preference for developing employees and promoting from within to fill job opening.

External Talent Focus

A preference for filling jobs with new employees hired from outside the organization.

Competitive Advantage

Something that a company does different from its rivals that allows it to perform better, survive, and succeed in the industry,

Job Design

Specifying the content and method of doing job, and the relationship between jobs, to meet both the. technological and organizational requirements of the job as well as the social and personal requirements of the workers doing the job.

Outcome Goals

Staffing goals that apply to the product of the hiring effort.

Process Goals

Staffing goals that relate to the hiring process itself.

Which of the following, if true, would uphold a company's sustainable competitive advantage in front of rival firms?

Strategic staffing practices are difficult to imitate.

Human Process Advantage

Superior work processes that create a competitive advantage.

Staffing Strategy

The constellation of priorities, policies, and behaviors used to manage the flow of talent into, through, and out of an organization over time.

Decentralized Staffing

The different business units of a company each house their own staffing functions.

Human Resource Strategy

The linkage of the entire human resource function with the company's business strategy.

Workforce Planning

The process of predicting an organization's future employment needs and availability of current employees and external hires to meet those employment needs and execute the organization's business strategy.

Strategic Staffing

The process of staffing an organization in future-oriented, goal-oriented, ways that support the business strategy of the organization and enhance its effectiveness.

When viewing applicants and employees as investors, the goal is to ________.

give applicants and employees a return on their personal contributions in the organization

Axis Auto tries to keep its operational spending as low as possible so that it can pass its savings on to customers in the form of lower prices. This is known as a ________ strategy.

cost-leadership

A company that lets each of its business units staff in whatever way they choose and house their own staffing function, is an example of ________.

decentralized staffing

Staffing can be considered a cornerstone of human resource management because it ________.

determines the workforce available to the company

Focusing on maximizing how quickly a position can be filled improves the _______ of the staffing process.

efficiency

In which of the following cases would a company opt for a short-term staffing strategy?

employee turnover is high

When a company creates an advertising campaign about what a great employer it is, it has engaged in ________.

employer branding

Staffing ethics are gaining more attention as _______ increase.

legal risks