Term
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Definition
| Strategy- the formulation of organizational missions, goals, objectives and action plans for achievement that explicitly recognize the competition and the impact of outside environmental forces |
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Term
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Definition
Plan
Purpose
Ploy
Position
Perspective |
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Definition
| A tangible corporate goal; a point of view about the competitive positions a company hopes to build over a decade |
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Definition
| Those activities that employees and managers of an organization undertake to enact the strategic plan, to achieve the performance goals |
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Definition
| A written statement that outlines the future goals of an organization, including long-term performance goals |
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Definition
| the agreed upon strategy arrived at through the formal planning process |
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Definition
| created from new ideas and conditions |
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Definition
| deemed inappropriate due to changing circumstances |
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Definition
| the implemented plan -- what actually happened |
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Term
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Definition
| organizational-level decisions that focus on long-term survival |
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Definition
| includes turnaround, divestiture, liquidation, and bankruptcies |
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Definition
| includes incremental, international, and mergers and acquisitions |
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Definition
| an attempt to increase the viability of an organization |
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Definition
| the sale of a division or part of an organization |
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Definition
| the termination of a business and the sale of its assets |
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Definition
| can be attained by expanding the client base, increasing products/services, changing the distribution networks, or using technology |
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Definition
| the purchase of one company by another |
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Term
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Definition
| two organizations combine resources and become one |
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Term
| Status Quo, Neutral, Stability Strategies |
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Definition
| These are maintenance strategies where companies do not wish to see their companies grow and so their strategic HRM practices remain constant |
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Term
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Definition
| plans to build a competitive focus in one line of business |
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Term
| Strategic Planning Process |
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Definition
Establish the mission, vision and values
Develop objectives
Analyze the external environment
Determine the competitive position
Identify the competitive advantage
Implement the strategy
Evaluate the performance |
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Term
| Porter's Model of Strategies |
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Definition
1. Low-cost provider strategy
2. Broad differentiation strategy
3. Best-cost provider strategy
4. Focused or market niche strategy based on lower cost
5. Focused or market niche strategy based on differentiation |
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Term
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Definition
| is defined as the characteristics of a firm that enable it to earn higher rates of profits than its competitors by utilizing its resources |
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| Benefits of Strategy Formulation |
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Definition
Clarity
Coordination
Efficiency
Incentives
Change
Career Development |
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Term
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Definition
| interrelated practices, policies, and philosophies that facilitate the attainment of organizational strategy |
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Term
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Definition
| This theory suggests that the management of resources and capabilities will lead to competitive advantage resulting in superior performance and value creation. |
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Term
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Definition
| HR’s role is to reinforce certain behaviours via the HR practices such as recruitment, selection, training, compensation, and performance |
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Term
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Definition
| the sum of employees’ knowledge, skills, experience, and commitment invested in the organization |
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Term
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Definition
view the firm as having control over three types of resources in the production of goods and services including:
Land
Labour (or Human Capital)
Capital |
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Term
| Downsides to Strategic HRM planning |
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Definition
Time and energy in making decisions
Information overload potential
Impossible commitments to employees
Over-concern with employee reactions
Potential job losses
Myopia developed from commitment to one strategy
Inability to see and adapt to changes developing in environment |
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Term
| Three Ways to align HR with Corporate Strategy |
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Definition
Start with organizational strategy and then create HR strategy
Start with HR competencies and then craft corporate strategies based on these competencies
Do a combination of both in a form of reciprocal relationship |
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Term
| Corporate Strategy Leads to HR Strategy |
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Definition
| A traditional view that supports the notion that HRM programs flow from the corporate strategy |
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Term
| HR Competencies lead to Business Strategy |
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Definition
| A more current view assumes that an organization cannot implement a strategy if it does not have the necessary human capital |
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Term
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Definition
Key employees are retained during economic downturns rather than be terminated
The advantages to an organization include the retention of its investment in human capital -- the organization’s chief asset |
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Definition
HR Professionals play a more strategic role moving from outsider to insider status
HR managers apply their financial, forecasting and entrepreneurial skills to assist in developing the strategy |
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Term
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Definition
| Must contain External Fit, Internal Fit, Focus on Results |
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Term
| The Strategic HR Planning Model (7 steps) |
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Definition
Monitor and analyze external factors
Assess the strengths and weaknesses of the organization’s human resources
Determine the HR implications of such corporate strategies as restructuring
Going international
Mergers and acquisitions
Outsourcing
Assess the effectiveness of these efforts |
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Term
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Definition
| systematic monitoring of the major factors influencing the organization |
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Term
| (4) Steps to Analyzing External Environment |
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Definition
Scanning
Monitoring
Forecasting
Assessing |
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Term
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Definition
| a forecasting method that extrapolates from historical organizational indices |
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Term
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Definition
| a process that relies on the forecasts and judgments of experts to determine the future of employment |
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Term
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Definition
| a forecasting method in which past trends are analyzed by a panel of experts who then predict the probability of future events |
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Term
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Definition
| a method of creating future scenarios that differ radically from those created by extrapolation of present trends |
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Term
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Definition
| is a formal approach to obtain information about competitors |
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Term
| 6 Major Environmental Factors |
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Definition
Economic Climate
Globalization
Political and Legislative Factors
Technological Factors
Demographic Factors
Social/Cultural Factors |
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Term
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Definition
| is the area from which an organization recruits its employees |
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Term
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Definition
| is used to determine the important trends that may impact an organization |
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Term
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Definition
| the analysis of subdivided work in the organization, both at the level of the individual job and for the entire flow of the production process |
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Term
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Definition
| outlines the competencies the jobholder must possess to be a successful performer in the specified job |
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Term
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Definition
| outlines the duties or tasks to be carried out on the job. |
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Term
| Outlined in the Job Analysis |
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Definition
Knowledge (K)
Skill (S)
Ability (A)
Other Attributes (O) |
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Term
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Definition
Knowledge and Skills (education, experience, computers)
Effort (mental and physical)
Responsibility (people, product, money)
Working Conditions |
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Term
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Definition
Method employed - how the jobholder performs the job
Time measurement – the amount of time the jobholder requires to complete the task |
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Term
| 4 problems with Job Analysis |
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Definition
Job analysis that is neither updated nor reviewed
Job description or specification that is too vague
Contamination and deficiency
Time and costs of job analysis |
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Term
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Definition
| an error that occurs when unimportant or invalid behaviours or attributes are incorporated into a job description or specification |
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Term
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Definition
| an error of omission when a job description or specification fails to incorporate important aspects of the job required for success |
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Term
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Definition
Determine the job or process to be analyzed
Determine methods and analyze the job or process
Examine the recorded data on the job or process
Define and formalize new methods and performance standards for the job or process
Maintain new methods and performance standards for the job or process |
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Term
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Definition
| external comparators for organizational jobs and performance criteria |
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Term
| National Occupational Classification |
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Definition
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Term
| Dictionary of Occupational Titles |
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Definition
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Term
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Definition
| Occupational Information Network |
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Term
| Sources of Info for Job Analysis |
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Definition
Interviews
Observation
Questionnaires
Journals and Diaries
Output and Production Analysis
Current Job Descriptions and Specifications |
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Term
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Definition
Who performs the job?
What is the purpose of the job? What behaviours are required for successful job performance?
When was the last job analysis done?
Where is the job performed?
Why does this job exist? |
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Term
| 5 Widely used JA techniques |
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Definition
Critical Incidents Technique
Behaviourally Anchored Rating Scales
Position Analysis Questionnaire
Functional Job Analysis
The Hay System |
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Term
| Critical Incidents Technique |
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Definition
| a qualitative process of job analysis that produces behavioural statements along a range from superior to ineffective performance for a specific job |
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Term
| Behaviourally Anchored Ratings Scales (BARS) |
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Definition
| a job is divided into a number of key dimensions and each dimension contains a range of statements of job behaviour “anchored” to a numerical scale |
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Term
| Position Analysis Questionaire (PAQ) |
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Definition
| a structured job analysis checklist that includes 194 items or job elements used to rate a job |
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Term
| 6 Dimensions of the Position Analysis Questionaire |
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Definition
Information input
Mental processes
Work output
Relationships with other workers
Job context and work satisfaction
Other job characteristics |
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Term
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Definition
Analyzes the job by rating three essential elements:
People – important interpersonal relationships on the job
Data – obtaining, using, and transforming data in aid of job performance
Things – physical machinery, resources and the environment |
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Term
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Definition
A job analysis system used for compensation and organizational analysis
It uses 3 key factors to analyze each job:
know-how
problem-solving
accountability |
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Term
| 3 Elements of Compentency Based Approach |
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Definition
Competency
Core competencies
Role or specific competencies |
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Term
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Definition
| any knowledge, skill, trait, motive, attitude, value, or other personal characteristic that is essential to perform the job and that differentiates superior from solid performance |
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Term
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Definition
| characteristics that every member of an organization, regardless of position, function, or level of responsibility with the organization, is expected to possess |
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Term
| Role or Specific Competencies |
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Definition
characteristics shared by different positions within an organization
only those members of an organization in these positions are expected to possess these competencies |
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Term
| IT intensive HR functions |
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Definition
Data storage – wages, vacations, sick time
Transferring data from HR to payroll
Generating organizational charts
Posting job openings
Tracking labour costs |
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Term
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Definition
| the process of learning contents distributed in digital format via computers over the Internet or other network |
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Term
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Definition
| are knowledge communities that allow employees from a single or multiple companies to access and benefit from specialized knowledge associated with tasks |
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Term
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Definition
| a technology platform that enables employees and managers to access and modify their data via a web browser from a desktop or centralized kiosk |
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Term
Employee Self Service application
Manager Self Service application |
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Definition
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Term
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Definition
| applications address the challenge of getting business intelligence for strategic decision making |
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Term
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Definition
| includes the applications and technologies for gathering, storing, analyzing, and providing access to data to help users make better business decisions |
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Term
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Definition
| typically contain a personal record or skills profile of each member of the workforce (see Chapter 8) |
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Term
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Definition
are used to support the process of finding replacements for key managerial positions
Typical information includes
Predicted departure dates
Shortlist of possible successors
Performance appraisal information
How ready successors might be as replacements |
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Term
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Definition
| is about preparing employees for future jobs within the organization and developing the next generation of leaders |
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Term
| Human Resource Information System |
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Definition
a comprehensive across-the-board software system for HRM that includes sub-systems or modules such as:
recruitment and selection
time and attendance management
payroll
training and development
pension administration |
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Term
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Definition
| software solutions for specific or specialized applications that may or may not interface with the main database |
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Term
| Enterprise Resource Planning ERP |
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Definition
| commercial software systems that automate and integrate many or most of a firm’s business processes |
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Term
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Definition
| a database that can share information across multiple tables or files, which allows the same information to exist in multiple files simultaneously |
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Term
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Definition
| is a complete and integrated human capital management solution that delivers unmatched global capability |
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Term
| Business Process Re-Engineering |
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Definition
| the fundamental rethinking and radical re-design of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service and speed |
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Term
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Definition
| the extent to which users intend or actually use technology as a regular part of their jobs |
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Term
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Definition
| is a systematic and organizationally specified process for acquiring, organizing, and communicating both tacit and explicit knowledge of employees so that other employees may make use of it to be more effective and productive in their work |
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Term
| Transactional Based Forcasting |
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Definition
| focuses on tracking internal change instituted by the organization's managers |
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Term
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Definition
| Forcasting concerned with changes in the external environment |
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Term
| Process Based Forecasting |
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Definition
| Forecasting not focused on a specific internal organization event, but on the flow or sequencing of several work activities |
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Term
Reduces HR costs
Increases Organizational Flexibility
Ensures a close linkage to the Macro Business Forecasting Process |
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Definition
| 3 Benefits to HR Forcasting |
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Term
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Definition
| identifiable groups deemed to need special attention; in the case of Canadian HR, these are people of Aboriginal descent, women, people with disabilities and members of visible minorities |
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Term
| 5 Stages of Forecasting Process |
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Definition
Identify organizational goals, objectives, and plans
Determine overall demand requirements for personnel
Assess in-house skills and other internal supply characteristics
Determine the net demand requirements that must be met from external, environmental supply sources
Develop HR plans and programs to ensure that the right people are in the right place |
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Term
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Definition
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Term
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Definition
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Term
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Definition
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Term
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Definition
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Term
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Definition
| a single numerical estimate of HR requirements associated with a specific time horizon and set of assumptions |
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Term
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Definition
| incorporates several HR estimates based on a variety of assumptions |
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Term
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Definition
| an analogy in which one can easily visualize the corners of an envelope containing the upper and lower limits or “bounds” of the various HR projections extending into the future |
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Term
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Definition
| a proposed sequence of events with its own set of assumptions and associated program details |
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Term
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Definition
| implemented when severe, unanticipated changes to organizational or environmental factors completely negate the usefulness of the existing HR forecasting predictions or projections |
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Term
| External supply requirements = replacement + change supply components |
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Definition
| External Supply - potential employees who are currently undergoing training, working for competitors, members of unions or professional associations, or are in a transitional stage, between jobs or unemployed |
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Term
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Definition
| hiring to increase (or decrease) the overall staffing level |
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Term
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Definition
| hiring to replace all normal losses |
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Term
| External supply = current workforce size x (replacement % per year + change % per year) |
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Definition
=100 (.09) +(.05)
=9+5
=14 External hires needed |
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Term
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Definition
| occurs when demand for HR exceeds the current personnel resources available in the organization's workforce (HR internal supply) |
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Term
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Definition
| occurs when the internal workforce supply exceeds the organization’s requirement or demand for personnel |
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Term
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Definition
| occurs when two or more employees perform the duties of one full-time position, each sharing the work activities on a part-time basis |
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Term
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Definition
| occurs when two or more employees perform the duties of one full-time position, each sharing the work activities on a part-time basis |
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Term
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Definition
| the process of reducing an HR surplus by allowing the size of the workforce to decline naturally because of the normal pattern of losses associated with retirements, deaths, voluntary turnover, etc. |
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Term
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Definition
| a prohibition on all external recruiting activities |
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Term
| 4 Corners of Envelope Analogy |
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Definition
1. Optimistic Sales Assumption (time1)
2. Pessimistic Sales Assumption (Time1)
3. Optimistic Sales Assumption (Time2)
4. Pessimistic Sales Assumption (Time2)
Anchors the envelope |
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Term
| Strategy Making Hierarchy |
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Definition
1 Corporate Strategy
2 Business Strategy
3 Functional Area Strategies within each business
4 Operating Strategies within each business |
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Term
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Definition
| A complex comvination of people and processes that represent the firm's capacity to exploit resources that have been purposefully integrated to achieve a desired result |
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Term
| Low Cost Provider Strategy |
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Definition
| Product or service must be perceived by the consumer to be comparable to that offered by the competition and to have a price advantage (Mcdonalds) |
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Term
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Definition
| Offering something unique and valuable to it's customers, price premium for it's uniqueness (BMX, Rolex) |
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Term
| Broad Differentiation Strategy |
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Definition
| organizations who differentiate its products from competitors’ products in ways that will appeal to a broad range of buyers |
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Term
| Best Cost Provider Strategy |
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Definition
| giving customers more value for their money by emphasizing low-cost products or services and an upscale differentiation |
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Term
| Focused or Market Niche Strategy |
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Definition
| (offer a low-cost product to a select group of customers |
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Term
| Focused or market niche strategy based on differentiation |
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Definition
| offering a niche product or service customized to the tastes and requirements of a very narrow market segment) |
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Term
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Definition
| If an organization manages its resources and capabilities, these distinct advantages will result in competitive advantage. |
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Term
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Definition
| Different strategies require different behaviours from employees, which in turn are influenced by different HR practices. |
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Term
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Definition
Classical economists view the firm as having control over three types of resources in the production of goods and services:
land
capital
labour |
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Term
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Definition
| the number of employees required by each sub-unit and by the organization in total + the employee skill sets, competencies, or specifications required for each of these positions |
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Term
| Determining the requirement, need or demand for personnel in terms of numbers and obligatory skill competencies. |
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Definition
| Step One: Determine HR Demand |
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Term
| This involves determining how demand will be filled |
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Definition
| Step 2 Ascertain HR Supply |
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Term
External supply requirements = replacement + change supply components
Change supply = hiring to increase (or decrease) the overall staffing level
Replacement supply = hiring to replace all normal losses
External supply = current workforce size x (replacement % per year + change % per year) |
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Definition
| Step 3 Determine Net HR Requirements |
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Term
HR Surplus – occurs when the internal workforce supply exceeds the organization’s requirement or demand for personnel.
HR surplus = HR demand
HR internal supply |
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Definition
| Step Four: Institute HR Programs: HR Deficit and HR Surplus |
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