Module 1: Human Resource Management
____plans are SHORT-TERM. They should be clearly worded so that people can assess whether or not objectives have been met. These are the actions that each major department of the organization must take to implement each strategic initiative.
*ACTION* plans are short-term. They should be clearly worded so that people can assess whether or not objectives have been met. These are the actions that each major department of the organization must take to implement each strategic initiative.
_______often change as the organization engages in intensive strategic planning, closely examining its external and internal environments.
*APPROACHES* often change as the organization engages in intensive strategic planning, closely examining its external and internal environments.
_________are a set of behaviors encompassing skills, knowledge, abilities and personal attributes that, taken together are critical to successful work accomplishment.
*COMPETENCIES* are a set of behaviors encompassing skills, knowledge, abilities and personal attributes that, taken together are critical to successful work accomplishment.
_____are statements about what the organization needs to accomplish to meet its mission; they address major issues confronting the organization.
*GOALS* are statements about what the organization needs to accomplish to meet its mission; they address major issues confronting the organization.
_______ Planning is part of the organization's strategic planning process and it occurs within the framework of strategic planning.
*HUMAN RESOURCE PLANNING* is part of the organization's strategic planning process and it occurs within the framework of strategic planning.
_______integrates the major functions of the organization: finance/accounting, marketing/sales, operations, IT, and HR --to formulate , develop, implement and evaluate cross-functional decisions.
*STRATEGIC PLANNING* integrates the major functions of the organization: finance/accounting, marketing/sales, operations, IT, and HR --to formulate , develop, implement and evaluate cross-functional decisions.
3 Critical Human Resource (HR) Roles are:
3 Critical Human Resource (HR) Roles are: 1) STRATEGIC 2) OPERATIONAL 3) ADMINISTRATIVE (Part of the 3 legged stool) each contributes to effectiveness of organization)
8 Behavioral Competencies of HR Professionals Include:
8 Behavioral Competencies of HR Professionals Include: 1) Relationship Management 2) Consultation 3) Communication 4) Diversity and Inclusion 5) Ethical Practice 6) Critical Evaluation 7) Business Acumen 8) Leadership & Navigation
A ______ ______ is a collection of the particular KNOWLEDGE, SKILLS, ABILITIES, and ATTRIBUTES (KSAs) needed to effectively perform a role in an organization.
A *COMPETENCY MODEL* is a collection of the particular KNOWLEDGE, SKILLS, ABILITIES, and ATTRIBUTES (KSAs) needed to effectively perform a role in an organization.
A ______ _____ is a simple & effective process for collecting information on the organizations current state. The process involves both an internal and external assessment of the organization.
A *SWOT (STRENGTHS, WEAKNESSES, OPORTUNITES and THREATS) ANALYSIS* is a simple & effective process for collecting information on the organizations current state. The process involves both an internal and external assessment of the organization.
An environmental scan might include all of the following EXCEPT A) a new alliance between two industry competitors. B) occupational health, safety, and security (OSHA) standards. C) effective deployment of organizational policies. D) current Web-based e-commerce technology capabilities.
An environmental scan might include all of the following EXCEPT A) a new alliance between two industry competitors. B) occupational health, safety, and security (OSHA) standards. *C) effective deployment of organizational policies.* D) current Web-based e-commerce technology capabilities.
________is the ability to understand and apply info to contribute to the organizations strategic plan.
BUSINESS ACUMEN is the ability to understand and apply info to contribute to the organizations strategic plan.
_______is the ability to effectively exchange information with stakeholders
COMMUNICATION is the ability to effectively exchange information with stakeholders
________is the ability to provide guidance to organizational stakeholders.
CONSULTATION is the ability to provide *GUIDANCE* to organizational stakeholders.
________is the ability to interpret information to make business decisions and reccomendations.
CRITICAL EVALUATION is the ability to INTERPRET INFORMATION to make business decisions and recommendations.
______ and _____ is the ability to value and conducer the perspectives and backgrounds of all parties.
DIVERSITY AND INCLUSION is the ability to value and conducer the perspectives and backgrounds of all parties.
EFFECTIVE HR Management does 5 things:
EFFECTIVE HR Management does 5 things: *1) Ensures effective and efficient use of HUMAN CAPITAL to accomplish organizational GOALS. *2) Helps organization respond to CHANGE* *3) Creates MATCH between PEOPLE & POSITIONS.* *4) Fosters employee COMMITMENT & PERFORMANCE.* *5) Complies with FEDERAL & LOCAL LAWS!*
_____ is the ability to support and uphold the values of organization while mitigating risk.
ETHICAL PRACTICE is the ability to support and UPHOLD THE VALUES of organization while mitigating risk.
Economic conditions, workforce indicators and competition are examples of an internal or external analysis of a SWOT Analysis?
Economic conditions, workforce indicators and competition are examples of an internal or external analysis of a SWOT Analysis? ANSWER = EXTERNAL ANALYSIS = opportunities an threats
HR CHANGE management initiatives in the WORKPLACE include:
HR CHANGE MANAGEMENT initiatives in the WORKPLACE include: *1) Developing change initiatives such as vision and strategy* *2) Supporting improvement and organizational change.* 3) Establishing a sense of urgency 4) communicating the change vision 5) Empowering broad-based action. 6) Generating short-term wins 7) Consolidating gains and producing MORE CHANGE. 8) Anchoring new approaches in the culture.
HR Plays a key role in assisting employees in _____ to ______.
HR Plays a key role in assisting employees in *ADAPTING* to *CHANGE*.
HR Professionals can support and provide their greatest impact on an organization's competitive strategy through ______ and ______ the right employees, those who "fit" the organization.
HR Professionals can support and provide their greatest impact on an organization's competitive strategy through *RECRUITING* and *RETAINING* the right employees, those who "fit" the organization.
HR must also focus on PEOPLE issues of change including:
HR focus on PEOPLE issues of change including: 1) Involving employees in the change process - so they will be more committed to the outcome of change initiatives 2) Making sure top management (owner) is visible and supportive of change initiatives. 3) Communicating w/ employees throughout the process. 4) Educating employees that change is an ongoing and necessary process. 5) Anticipating resistance and finding ways to manage it.
HRM is an essential function for organizations that seek to remain _____ and fulfill their organizational _________
HRM is an essential function for organizations that seek to remain *COMPETITIVE* and fulfill their organizational *MISSIONS*
Human Capital is...?
Human Capital is *the combined KNOWLEDGE, SKILLS, and EXPERIENCE of an organization's workforce.*
Human Resource Management (HRM) is...?
Human Resource Management (HRM) is *the design of formal systems in an organization that ensure the effective and efficient use of HUMAN CAPITAL to accomplish organizational goals.*
_________is the ability to direct and contribute to initiatives and processes within the organization.
LEADERSHIP AND NAVIGATION is the ability to direct and contribute to initiatives and processes within the organization.
______should monitor the extent to which the goals are being met and whether action plans are being implemented effectively.
MANAGEMENT should monitor the extent to which the goals are being met and whether action plans are being implemented effectively.
Organizational structure, planning, and staffing are examples of a ___ analysis???? A) internal analysis B) external analysis
Organizational structure, planning, and staffing are examples of a ___ analysis???? A) *internal analysis = Strengths/Weaknesses* B) external analysis
__________ Management is the ability to manage interactions to provide service and to support the organization.
RELATIONSHIP Management is the ability to manage interactions to provide service and to support the organization.
STRATEGIC PLANNING gives an organization a ______ focus, defining objectives that will focus the organization on meeting its ____ and ______ range organizational needs and capitalizing on opportunities.
STRATEGIC PLANNING gives an organization a *COMPETITIVE FOCUS*, defining objectives that will focus the organization on meeting its SHORT and LONG range organizational needs and capitalizing on opportunities.
The strategic planning process =
Strategic Planning Process: 1) Define mission 2) Define vision 3) Determine Goals 4) Identify approaches 5) Identify action plans 6) Monitor and update plans
Strategic planning may be initiated, implemented, and monitored by senior management, but to be effective, ____ ______, must be engaged in the process.
Strategic planning may be initiated, implemented, and monitored by senior management, but to be effective, *ALL EMPLOYEES*, must be engaged in the process.
The ____ _____ serves as a guideline for the 4 following areas: 1) Selection 2) Training and Development 3) ____________ 4) ____________ Planning
The *COMPETENCY MODEL* serves as a guideline for the 4 following areas: *1) SELECTION 2) TRAINING AND DEVELOPMENT 3) PERFORMANCE EVALUATION 4) SUCCESSION PLANNING
The _____type of competitive strategy emphasizes EFFICIENCY, with the organization producing HIGH VOLUMES of STANDARDIZED PRODUCTS. -The organization offers no-frill products that are produced at a LOW COST and are accessible to large customer base. ex: of cost leadership organizations = Walmart, Dell, Costco
The *COST LEADERSHIP* type of competitive strategy emphasizes EFFICIENCY, with the organization producing HIGH VOLUMES of STANDARIZED PRODUCTS. -The organization offers no-frill products that are produced at a LOW COST and are accessible to large customer base. ex: of cost leadership organizations = Walmart, Dell, Costco (HIGH VOLUMES and standardized products)
The ____type of competitive stragetgy involves the creation of products or services that are seen in the industry as UNIQUE. -Therefore, the organization may design a HIGHER price to the products. -The resulting brand loyalty , lowers customers sensitivity to price (Customers are WILLING TO PAY MORE because company is UNIQUE) ex: better product, design features, customer service, etc.
The *DIFFERENTIATION* type of competitive stragetgy involves the creation of products or services that are seen in the industry as UNIQUE. -Therefore, the organization may design a HIGHER price to the products. -The resulting brand loyalty , lowers customers sensitivity to price (Customers are WILLING TO PAY MORE because company is UNIQUE) ex: better product, design features, customer service, etc.
The ______ statement describes WHY the organization exists, its PURPOSE. -It also describes what client ____will be met and with what services.
The *MISSION* statement describes *WHY* the organization exists, its PURPOSE. -It also describes what *client NEEDS* will be met and with what services.
The _____ area in the competency model: 1) Provide a shared understanding of what will be monitored and measured.
The *PERFORMANCE EVALUATION* area in the competency model: 1) Provide a shared understanding of what will be monitored and measured.
The ____ type of competitive strategy: 1) focuses on a few target markets. (Narrow market scope) 2) emphasizes PRODUT INNOVATION and BRAND MARKETING more than efficiency 3) focus is on where the competition is weakest. ex: Southwest Airlines (with its short-haul, point-to-point flights, and Family Dollar Stores)
The *SEGMENTATION* type of competitive strategy: 1) focuses on a few target markets. (Narrow market scope) 2) emphasizes PRODUT INNOVATION and BRAND MARKETING more than efficiency 3) focus is on where the competition is weakest. ex: Southwest Airlines (with its short-haul, point-to-point flights, and Family Dollar Stores)
The _____Management function assists in the development of organizational business strategies - It then formulates HR strategy, objectives, policies and practices aligned to the organizational strategy to help meet the long and short term needs of organization.
The *STRATEGIC* Management function assists in the development of organizational business strategies - It then formulates HR strategy, objectives, policies and practices aligned to the organizational strategy to help meet the long and short term needs of organization.
The ______Management function serves as a CORE HUMAN RESOURCE (HR) function and governs HR actives in the remaining 5 functional areas.
The *STRATEGIC* Management function serves as a CORE HUMAN RESOURCE (HR) function and governs HR actives in the remaining 5 functional areas.
The _____ area in the competency model: 1) Provide a method to assess a candidates readiness for the role 2) Allow an organization to assess the readiness of high-potential performers. 3) Design leadership development and mentoring programs.
The *SUCCESSION PLANNING* area in the competency model: 1) Provide a method to assess a candidates readiness for the role 2) Allow an organization to assess the readiness of high-potential performers. 3) Design leadership development and mentoring programs.
The _____ area in the competency model: 1) Enables people to focus on KSAs (Knowledge, skills, abilities, and attributes) that have the greatest impact on effectiveness. 2) Ensure that training and development are aligned with organizational values and strategies.
The *TRAINING AND DEVELOPMENT* area in the competency model: 1) Enables people to focus on KSAs (Knowledge, skills, abilities, and attributes) that have the greatest impact on effectiveness. 2) Ensure that training and development are aligned with organizational values and strategies.
The _____ statement provides a guiding image of what the organization envisions for its future. It answers HOW! It should conjure up a similar picture for each member of the organization.
The *VISION* statement provides a guiding image of what the organization envisions for its future. It answers *HOW*! It should conjure up a similar picture for each member of the organization.
The 3 types of Competitive strategy among organizations are:
The 3 types of Competitive strategy among organizations are: *1) Segmentation* *2) Differentiation* *3) Cost Leadership*
The External Analysis also called an _____ scan of a SWOT Analysis includes:
The External Analysis also called an ENVIRONMENTAL scan of a SWOT Analysis includes: 1) Opportunities 2) Threats
The HR Planning Process works through 4 key issues:
The HR Planning Process works through 4 key issues: 1) HR Contributions required to achieve organizational goals and objectives 2) Process and actives (retained or outsourced) needed to meet goals/objectives 3) Extent to which HR programs align with goals/objectives and values 4) Realignment of HR programs/policies and implementation of new initiatives.
The Internal Analysis of a SWOT ANALYSIS includes:
The Internal Analysis of a SWOT ANALYSIS includes: 1) STRENGTHS 2) WEAKNESSES
The first step in establishing COMPETENCIES is to identify ______ ____ ______ needed by all employees, frequently they are linked to the core values of the organization, such as customer service.
The first step in establishing COMPETENCIES is to *IDENTIFY BASIC CORE COMPETENCIES* needed by all employees, frequently they are linked to the core values of the organization, such as customer service.
The most fundamental requirement/competency for HR professionals is the ________ ______, _________ _______ _______.
The most fundamental requirement for HR professionals is the *TECHNICAL COMPETENCY, HUMAN RESOURCE EXPERTISE*
The operational HR role is BEST exemplified by developing performance management strategies. recruiting employees in a tight labor market. planning for a corporate acquisition. designing an employee incentive system.
The operational HR role is BEST exemplified by *recruiting employees in a tight labor market.*
The operational HR role is BEST exemplified by??? A) developing performance management strategies. B)designing an employee incentive system. C) planning for a corporate acquisition. D) recruiting employees in a tight labor market.
The operational HR role is BEST exemplified by??? A) developing performance management strategies. B)designing an employee incentive system. C) planning for a corporate acquisition. *D) recruiting employees in a tight labor market.* (ANSWER D)
The strategic HR role is BEST exemplified by A) communicating issues about organizational change. B) complying with OSHA regulations. C) arbitrating an employee-management grievance. D) conducting an employee communications survey.
The strategic HR role is BEST exemplified by *A) communicating issues about organizational change.* (ANSWER A) B) complying with OSHA regulations. C) arbitrating an employee-management grievance. D) conducting an employee communications survey.
The strategic HR role is BEST exemplified by complying with OSHA regulations. conducting an employee communications survey. communicating issues about organizational change. arbitrating an employee-management grievance.
The strategic HR role is BEST exemplified by *communicating issues about organizational change.*
There are ___ areas within HR Management which include:
There are *6* areas of *HR Management* which include: *1) HR Management *2) Employment Law* *3) Recruitment and Selection* *4) Compensation & Benefits* *5) Employee Development* *6) Performance Management*
This Critical HR ROLE = ____ FOCUSES ON: -Focus on COMPLIANCE, Record-Keeping -Maintaining employee records -Filing reports as required by law -Processing insurance invoices
This Critical HR ROLE = *ADMINISTRATIVE ROLE* FOCUSES ON: -Focus on COMPLIANCE, Record-Keeping -Maintaining employee records -Filing reports as required by law -Processing insurance invoices Ex: Payroll Owners (baronHCM = Administrative ROLE)
This Critical HR ROLE = ____ FOCUSES ON: -Daily Issues -recruiting -employee relations -and answering benefit questions
This Critical HR ROLE = *OPERATIONAL ROLE* FOCUSES ON: -Daily Issues -recruiting -employee relations -and answering benefit questions *OPERATIONAL HR ROLE*
This Critical HR ROLE = ____ FOCUSES ON: -Focuses on BROAD ISSUES -Supporting organization's mission and goals -Communicating issues about organizational change to employees
This Critical HR ROLE = *STRATEGIC* FOCUSES ON: -Focuses on BROAD ISSUES -Supporting organization's mission and goals -Communicating issues about organizational change to employees
This area ______ in the competency model: 1) Provides a complete picture of essential job requirements. 2) Increases the likelihood of hiring people who will succeed in the job. 3) Distinguish between competencies that are trainable and those that are more difficult to develop, these will vary from candidate to candidate.
This area *SELECTION* in the competency model: 1) Provides a complete picture of essential job requirements. 2) Increases the likelihood of hiring people who will succeed in the job. 3) Distinguish between competencies that are trainable and those that are more difficult to develop, these will vary from candidate to candidate.
This strategy depends on alignment, rather than isolation of the organizations parts =
This strategy depends on alignment, rather than isolation of the organizations parts = *STRATEGIC PLANNING*
Walmart employs which competitive strategy? Differentiation Matrix Segmentation Cost leadership
Walmart employs which competitive strategy? Differentiation Matrix Segmentation *Cost leadership*
Which of the following is the BEST example of a STRATEGIC HR Function? A) Preparing structured interview questions for candidates. B) Working with management to determine organizational staffing needs C) Facilitating sexual harassment prevention training
Which of the following is the BEST example of a STRATEGIC HR Function? A) Preparing structured interview questions for candidates. *B) Working with management to determine organizational staffing needs.* C) Facilitating sexual harassment prevention training
