Term
| Bargain Laborer HR Strategy (60) |
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Definition
| A human resource strategy that combines emphasis on short-term employees with a focus on reducing costs (an external/cost approach) |
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Term
| Business-level Strategy (47) |
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Definition
| A competitive strategy that concerns how an organization, or part of an organization, will compete with other organization that produce similar goods or services |
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Term
| Committed Expert HR Strategy (61) |
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Definition
| A human resource strategy that combines emphasis on long-term employees with a focus on producing unique goods and services (an internal/differentiation approach) |
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Term
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Definition
| A human resource bundle that builds strong attachment to the organization and emphasizes worker empowerment. |
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Term
| Competitive Business Strategy (40) |
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Definition
| Strategy that focuses on different ways to provide goods and services that meet customer needs. |
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Term
| Contingency Approach (52) |
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Definition
| A human resource perspective that seeks to align different ways of managing people with different competitive strategies for producing goods and services |
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Term
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Definition
| A human resource bundle that emphasizes managerial control and tries to streamline production processes. |
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Term
| Corporate-level Strategy (47) |
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Definition
| A competitive strategy that concerns the different businesses and diversity of products and services that an organization produces |
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Term
| Cost Leadership Strategy (47) |
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Definition
| A business-level strategy that seeks to produce goods and services inexpensively |
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Term
| Differentiation Strategy (47) |
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Definition
| A business-level strategy that seeks to produce goods and services that are in some manner superior to what is produced by competitors |
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Term
| External Environment (41) |
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Definition
| Forces outside the organization's boundaries that influence the organization and its outcomes |
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Term
| External labor orientation (56) |
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Definition
| A human resource perspective that limits attachment to a specific organization and emphasizes hiring workers who already possess the skills they need to complete specific tasks |
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Term
| Free Agent HR Strategy (61) |
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Definition
| A human resource strategy that combines emphasis on short-term employees with a focus on producing unique goods and services (an external/differentiation approach) |
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Term
| Human Resource Bundles (52) |
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Definition
| Groups of human resource practices that work together to create a consistent work environment |
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Term
| Human Resource Strategy (40) |
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Definition
| Strategy that focuses on different ways of managing employees of an organization. |
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Term
| Internal Labor Orientation (56) |
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Definition
| A human resource perspective that emphasizes hiring workers early in their careers and retaining those workers for long periods of time |
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Term
| Loyal Soldier HR Strategy (59) |
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Definition
| A human resource strategy that combines emphasis on long-term employees with a focus on reducing costs (an internal/cost approach). |
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Term
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Definition
| Positive elements of an organization's external environment |
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Term
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Definition
| Behaviors that define how a person is expected to act in a given setting, such as the workplace. |
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Term
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Definition
| Coordinated choices and actions that provide direction for people and organizations. |
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Term
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Definition
| Positive elements that define areas in which an organization has high internal capability |
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Term
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Definition
| Negative elements of an organization's external environment |
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Term
| Universalistic Approach (52) |
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Definition
| A human resource perspective that seeks to identify methods of managing people that are effective for all organizations |
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Term
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Definition
| Negative factors that define areas in which an organization has low internal capability |
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