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46 Cards in this Set
- Front
- Back
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What are Ulrich's 6 HR Compotencies?
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1. Strategic Positioner
2. Capability Builder 3. Change Champion 4. Technology Proponent 5. HR Innovator and Integrator 6. Credible Activitst |
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What is a positive opinion on the future roles of HR?
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(lawler)
Become responsible for integration Responsible for trickiest parts of M&As responsible for business success Employee champion |
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What is a negative opinions on the future role of HR?
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even as people and culture are seen as more important, HR professionals are not seen as able to provide the impetus. Relegated to operational roles - with specialist or outsourced providers.
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What is your view on the future role of HR?
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Humans are too important to leave to HR. Bifurcation of industry with true HR leaders being partnered with the business, and transactional and speciality service being more and more outsourced.
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What is Kirkpatrick's Evaluation Model for HR?
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Level 1 - evaluate feedback (do they like you?)
level 2 - Evaluate knowledge (What do they know?) Level 3 - evaluate practices (Doing the right stuff) level 4 - Results. Tunrover, profit, efficency, engagement, etc. |
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What are Pfeffer's 7 practices?
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1. Employment Security
2. Selective Hiring 3. Self-Managed Teams with decentralised decision making 4. High Compensation, Contingent on organisational performance 5. Extensive Training 6. Reduced Status Distinctions 7. Extensive Information Sharing |
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What is the structure of Collin's contingent model?
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1. External Fit
2. Internal/Business Fit - Strategy 3. Macro Fit 3.1 Structure 3.2 Culture 3.3 Leadership 4. Micro Fit 4.1 Learning,Training and Developmnet 4.2 Rewards and recognition 4.3 Performance Management Systems 4.4 Orientation and Induction 4.5 Employment Branding, Recruitment, Assessment, Selection 4.6 Job Design & Planning |
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What is the Hewitt model for best employer? (Universal model)
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aa
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How do you become an "Employer of Choice"?
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Offer:
Autonomy Challenge Experimentation Improvement (Of self, company, and world) Or Fun Focus Fulfillment |
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what is the difference between ER/personnel and SHRM?
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ER/Personnel is a standalone activity done as an adminstrative/hygeine factor in the business sepearte from strategic concerns.
SHRm is a pattern of planend deployment of HR activities, by HR or through line managers, to enable the business to achieve it's goals. |
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What is the definition of "Human Resources"?
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Human resources are people. A key resource of the organisation that if properly managed will support capabilites that deliver teh abiliyt to compete in teh market place (RBV)
Human resource management is the policies, practices, systems, and norms that influence the employees attrtacted to, and retained in the org - and their behaviour attitudes and performance once there. |
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What is the definition of leadership?
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A process of an individual influencing a group toward the attainment of desired goals
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How is a leadership assessment conducted?
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EQ Testing.
Learning Style Inventory Personality Testing Engagement Surveys of Staff |
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How do you turnaround or build leadership?
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Train and mentor
Self-managing teams (emergent leadership) Actively Manage talent pool encourage delegation to find leadership potential |
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What are developmental steps for leadership in an organisation?
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Create a diversity of leaders
Focus on values?? ? |
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What is the definition of culture?
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How things are done around here
Set of beliefs, values, and behaviour patterns that characterise an organisation |
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How do you build or change a culture?
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Clearly define and state values
Build state of emergency/reason for change Adjust visible symbols Re-Align Rewards Reward modelling of good behaviour Adjust structure of organisation Adjust physical space |
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How do you assess culture?
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values audit (ask)
personality test leaders look for symbols |
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What is a "values based organisation"?
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Where every aspect of the company from it's vision, strategy, and objectives down to the operational decisions of the most junior member is informed by an defined set of values communicated throughout the organisation.
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How do you build a "values based organisation"?
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Define the values, in a a collaborative manner drawing in as many people as possible
Align the values to what is true, and currently in the organisation Set the values down in a simple accessible form Repeat them constantly at every opportunity until they are part of the furniture Align the strategy and major decision to the values Reward and recognition should be aligned to the values |
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What is the definition of organisational structure?
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The decomposition of the organisational mission into smaller functions/outcomes, and the lines of accountability and responsibility for delivery for those outcomes. Grouping people into teams.
Actual and on-paper structures may vary. |
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What is EVP?
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The essence of teh employmetn relationship. What's in it for the employee, and what is expected in return.
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What is Employment Branding?
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Targeted long term strategy to manage awareness and perceptions of employees, potential employees, and stakeholders about the firm (Sullivan)
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What are Minvhington's 3 levels of Employment Branding?
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1 - Fill jobs. Employer is so good.
2 - engage employees - actively sell company 3 - employees as assets - requires an engagement with whole community, and building corporate reputation |
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What are two pieces of research that relate to best practice recruitment and selection?
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Mental Ability & Conscientioussness most valid general attributes
Standardised Structure/Behavioural interview effective "Real World" tests, like job Collect data on outcomes to fine-tune process Multiple reviewers best to root out bias |
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What attributes have been found to be most linked with future success? and by which studies?
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Mental ability, Conscientioussness (Barrick and Schmidt)
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What is the difference between short and long term performance?
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Short term is operational efficency. Keeping the machine runnning well and continual marginal improvements. Requires technical skills.
Long term is effectiveness, continually adjusting the mission and objectives to respond to environmental change. Requires general capabilities. |
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What does the sigmoid curve model tell use about performance management?
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That continual short-term improvements can be counter-productive once the environment changes and the previous structure is no longer a "fit" however efficent it is.
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What makes a good performance management system? According to which research?
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Once that provides employees with a feeling of equity and constructive feedback to imprve their satisfaction adn thus performance.
Clear understanding of aim. Either Strategy Alignment, Development, or support Admin ecision Not a once a year process - part of ongoing formal discussion Separate from salary review HR supports line managers in hard conversations By objective - low validity - good for strategy alginment By behaviour - high validity - good for development 360 deg feedback - employees more likely to take on feedback from peers |
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What does HR do and what do line managers do for performance management?
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HR design the system,
administer the processes, Own the technology platform Govern the outcomes - escalation Train managers and employees in use Managers do the actual performance converations and assessment. Managers have the conversations (with HR in the room if necessary) |
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Definition of training, learning and development?
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learning - effecting a change in behaviour in observable activitity and internal porcesses
Training giving job related skills/knowledge Development increase individual effectiveness and overall capacity |
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What is best practice for training? According to which research? (at lest two)
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McBassi - trainings so under-used that supernormal returns on investment available
Pfeffer - Train everyone constantly 60:30:10 learning. 60 on the job - 30 mentoring (link to perf mgmt) 10 formal "Learning culture" - Open comms and respect ensure learnings embedded in all processes (Virogna) |
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What are PIaggio's 4 doors of online training?
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1. Library - Flat content
2. Playground - Games/Puzzles 3. Cafe - Social 4. Torture Chamber - Assessments |
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What is Kirckpatrick's model of online training evaluation?
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1. Evaluate reactions to training (did you like it?)
2. Learnings (Tell me what you learnt?) 3. Behaviour (Different in practice, new skills) 4. Results (productivity, cost savings, etc) |
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What is the definiton of reward and remuneration?
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Design and implmentation of compensation system to motivate individual to perform behaviours desired by the organisation, e.g.
1. motivate to join 2. Motivate to stay 3. Motivate to high performance (Not acheivable solely by pay) |
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What are the 4 factors that relate to employee retention?
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1. Job Alignment to Employee Values (Does the job suit me?)
2. Organisational/Company Commitment (Does the company suit me?) 3. Employee Engagement with Work (Am I well treated and respected?) 4. External Labour Market |
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What is best practice for remuneration? According to which research? (At least two)
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high satisfaction and engagement can come only from the work itself (Deci, 1975)
Pay top percentile, and give performance pay based on organisational performance (Pfeffer) |
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What are the 4 roles of HR according to Ulrich?
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Strategy - Align HR to strat and business need
Perf Enhance - Work on organisation to impove it's capabilities (Attract, retain, perf mange, train, etc) Transactions - Hire and Fire. Employee enquiries Adminstration - Payroll, ongoing OH&S/EEO compliance, etc |
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What are Messingers? 4 HR compotencies?
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Compotent
Curious Courageous Caring about people |
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What capabilities is the HR function expected to have?
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(???)
Leadership Skills HR Function HR Programs HR Team Skills HR Technologies |
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What is an HR business partner?
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An HR representative embedded with the business functioning in a business unit acting to align the central HR functions to the BU's strategy and needs. Semi account manager.
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What metric are approriate for and HR function?
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HR metrics must be part of business wide metrics framework - such as balanced score-card or mgmt-by-process KPIs
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What items would be appropriate in an HR dashboard for the management and board level?
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ROI/per Program business case
Client Feedback Knowledge - Behaviours - Turnover, retention, engagement Outcomes - Profit, Customer Sat, |
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What is Maslow's hierachy of needs?
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Self-Actualisation
Esteem-Autonomy Social Safety Physiological |
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What is Hertbergs motivational model?
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Things are either "Motivators" or "Hygeine" factors. Motivators push you forward, but "Hygeine" is only affective when sub-par, pushing above a certain point wont help.
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What are the 7 key parts of the evp according tot he corporate executive board?
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Attraction: Compensation and Org. Stability
Commitment: Manager Quality & Collegial Work Environment Both: Development Oppurtunities, Future Career Opps, Respect (Pretty much just Pfeffer..) |
