Term
| How to develop human capital |
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Definition
| Develop knowledge, skills and experience in workplace, keep/promote top employees and develop a HR group |
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Term
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Definition
| Systematic way of bringing about and managing organizational changes and individual changes |
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Term
| Engineering successful change management |
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Definition
| Link changes to business strategy, show how changes make benefits, engage employees, customers and suppliers early when making change, make an investment in implementing and sustaining change |
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Term
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Definition
| Partnerships, mergers and selling products internationally |
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Term
| Competitive challenges (7) |
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Definition
Responding strategically in market,
Globalizing,
Social responsibility and sustainability goals,
Advancing technology,
Reducing costs and maxing productivity with top employees,
Reacting to demographic/diversity challenges in work, Adapting to education/culture shifts in work |
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Term
| Human Resources Information System (HRIS) |
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Definition
| Computerized system that provides current and accurate data for control and decision making |
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Term
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Definition
| Convenient and efficient operations, Connecting employees and employers easily, changing and improving HR process designs and executions |
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Term
| Demographic Changes to Workforce (3) |
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Definition
| Diversity and Immigration, Age of employees, Gender Distribution |
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Term
| Competencies of HR manager (4) |
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Definition
| Business mastery, HR mastery, Change mastery (being able to organization all changes), Personal credibility |
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Term
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Definition
| Integrated knowledge sets within an organization that differentiate from competitors |
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Term
| Common general categories for composition (4) |
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Definition
| Strat. Knowledge workers, Core employees (not unique abilities), Supporting workers, Partners and complementary skills (lawyers and accountants, not core functions) |
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Term
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Definition
| Process of outlining behaviours that promote org's culture and promoting people who are a good fit |
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Term
| Managers forecasting for strategic planning of needs/capabilities (3) |
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Definition
1) Demand for labour
2) Supply of labour
3) Balancing supply and demand considerations |
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Term
| How to forecast demand of labour |
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Definition
Quantitative approaches - Trend Analysis which is based on an index such as sales
Quantitative approaches - Management forecasts which are the opinions of higher-ups/experts |
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Term
| How to forecast the supply of employees (6) |
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Definition
Staffing tables - graphs of all jobs showing # employees and future reqs. for jobs,
Markov analysis - Shows the percentage of employees who remain in each firms jobs from one year to next and who is promoted/trasferred,
Skill inventories - List all employee skills, work exp, etc.,
Management inventories - Same as skill inv. for managers,
Replacement charts - list current holders and possible potential replacements,
Succession planning - Process of identifying, developing and tracking key individuals for top-lvl positions |
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Term
| Functional strategies for alignment (2) |
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Definition
Vertical alignment/fit - connection b/w business objectives and major initiatives in HR
Horizontal alignment/fit - Make sure all HR practices are aligned with one another internally to establish a good configuration |
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Term
| HR's roles in strategy implementation (2) |
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Definition
| Reconciles(restores) the HR demanded and HR available |
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Term
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Definition
| Evaluating your processes/practices and comparing to other companies |
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Term
| Balanced Scorecard four cells (BSC) (4) |
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Definition
Measurement framework that helps managers translate strategic goals into operational objectives
Four cells are,
1) Financial
2) Customer
3) Processes
4) Learning |
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Term
| Trend Analysis of HR Demand |
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Definition
| Business factor/Labour productivity = HR Demanded |
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Term
| Types of Business Strategies (2) |
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Definition
1) Low-cost
2) Differentiation |
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