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28 Cards in this Set
- Front
- Back
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Strategy formulation |
How will we compete? |
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Strategic analysis |
Defines the crucial elements for the strategy's success |
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Strategic implementation |
Necessary actions taken to implement strategies |
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Strategic management |
How firms compete and sustain competitive advantages |
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An organizations vision should be.... |
Inspiring, overarching, and long term |
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Mission statement purpose |
To give purpose and competitive advantage.
The audience is employees |
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SMART objectives |
Specific, measurable, appropriate, realistic, timely |
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Business strategy |
Provides an overall direction for the organization |
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HR strategy |
Set of priorities that a firm uses to align its resources with its goals |
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Planning |
Top-down |
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Execution |
Bottom-up |
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High performance work practices |
1. Flattening organizations 2. Emphasis on line managers as HR managers 3. prioritizing learning/mental capital 4. Decentralizing decision making 5. Linking performance measures to financial performance indicators 6. Planning ⬇️ execution ⬆️ |
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Efficiency |
Speed/ decreased time wasted |
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Job descriptions... |
-Need to be clear and specific
-need to speak how jobs interrelate with training programs, performance measurements, etc.
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Job analysis |
Describes the process of obtaining information about jobs |
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Scientific management |
"One best way" - time minimizing efficiency strategy
- cost minimizing strategy |
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Job design |
The processes of how work is structured, organized, and enacted
Should be closely linked with business strategy |
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Job description |
An overall written summary of task requirements |
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Job specification |
Summary of worker requirements. Sometimes included in job description |
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ADA act of 1990 and job descriptions |
States that you cannot discriminate against a disabled person who can perform the essential functions of the job |
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Methods of job analysis |
A. Job performance B. Observation C. Interview D. Critical incidents- specific E. Structured questionnaire |
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strategic workforce planning..: |
Anticipates future demands on the organization
Reduces the impact of uncertainty |
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Strategic workforce planning is comprised of |
A. Talent inventory-who is good at what? B. A workforce forecast- buy talent or build it? |
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Action plans |
What you're making, buying or doing |
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Control and evaluation |
-Quantitative objectives -provide feedback and evaluate effectiveness |
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Recruitment |
Process of attracting individuals in sufficient #s with right skills at right times to apply for openings |
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Performance management |
Managers provide feedback to employees regarding their past and present job performance and a basis for improvement |
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Limits of a labor market include |
A.geography B.education/tech background C.industry D.licensing requirement E.union membership |
