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26 Cards in this Set

  • Front
  • Back
The automatically controlled operation of a process, system, or equipment by mechanical or electronic devices.
Human resource practitioner, formally accredited to practise, who reflects a threshold professional level of practice.
Certified Human Resource Professionals (CHRP)
Strategy to gain competitive advantage through lower costs of operations and lower prices for products.
Cost leadership strategy
Challenges facing a firm's decision makers because of cultural differences among employees or changes in core cultural or social values occurring at the larger societal level.
Cultural forces
Canadian ideal of encouraging each ethnic, racial, and social group to maintain its own cultural heritage, forming a national mosaic of different cultures.
Cultural mosaic
Changes in the demographics of the labour force (e.g., education levels, age levels, participation rates) that occur slowly and are usually known in advance.
Demographic changes
Strategy to gain competitive advantage by creating a distinct product or offering a unique service.
Differentiation strategy
Economic factors facing Canadian business today, including global trade forces and the force to increase one's own competitiveness and productivity levels.
Economic forces
The highest educational level attained by an individual worker, employee group, or population.
Educational attainment
Goals to assist employees to achieve personal goals that will enhance their contribution to the organization.
Employee goals
Strategy to gain a competitive advantage by focusing on the needs of a specific segment of the total market.
Focus strategy
Authority that allows staff experts to make decisions and take actions normally reserved for line managers.
Functional authority
An examination of the human resource policies, practices, and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals.
Human resource audit
The leadership and management of people within an organization using systems, methods, processes, and procedures that enable employees to optimize their contribution to the organization and its goals.
Human resource management
Members of occupations generating, processing, analyzing, or synthesizing ideas and information (like scientists and management consultants).
Knowledge workers
Authority to make decisions about production, performance, and people.
Line authority
Statement outlining the purpose, long-term objectives, and activities the organization will pursue and the course for the future.
Mission statement
Refers to the social (health care) and organizational (new workplace ergonomics) challenges caused by aging of population.
Old age crisis
The product of all of an organization's features--people, objectives, technology, size, age, unions, policies, successes, and failures.
Organization character
The core beliefs and assumptions that are widely shared by all organizational members.
Organizational culture
An organization's short- and long-term goals that human resource management aims to support and enable.
Organizational goals
A human resource Management approach wherein decision makers anticipate problems or challenges and likely challenges and take action before it impacts the organization.
Proactive human resource management
The ratio of a firm's outputs (goods and services) divided by its inputs (people, capital, materials, energy).
A human resource Management approach wherein decision makers respond to problems or challenges rather than anticipate them.
Reactive human resource management
Authority to advise, but not to direct, others.
Staff authority
Integrating human resource management strategies and systems to support the organization's overall mission, strategies, and success while meeting needs of employees and other stakeholders.
Strategic human resource management