Chapter 1 - Strategic Human Resource Management

Front 1

The automatically controlled operation of a process, system, or equipment by mechanical or electronic devices.

Back 1

Automation

Front 2

Human resource practitioner, formally accredited to practise, who reflects a threshold professional level of practice.

Back 2

Certified Human Resource Professionals (CHRP)

Front 3

Strategy to gain competitive advantage through lower costs of operations and lower prices for products.

Back 3

Cost leadership strategy

Front 4

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.

Back 4

Cultural forces

Front 5

Canadian ideal of encouraging each ethnic, racial, and social group to maintain its own cultural heritage, forming a national mosaic of different cultures.

Back 5

Cultural mosaic

Front 6

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.

Back 6

Demographic changes

Front 7

Strategy to gain competitive advantage by creating a distinct product or offering a unique service.

Back 7

Differentiation strategy

Front 8

Economic factors facing Canadian business today, including global trade forces and the force to increase one's own competitiveness and productivity levels.

Back 8

Economic forces

Front 9

The highest educational level attained by an individual worker, employee group, or population.

Back 9

Educational attainment

Front 10

Goals to assist employees to achieve personal goals that will enhance their contribution to the organization.

Back 10

Employee goals

Front 11

Strategy to gain a competitive advantage by focusing on the needs of a specific segment of the total market.

Back 11

Focus strategy

Front 12

Authority that allows staff experts to make decisions and take actions normally reserved for line managers.

Back 12

Functional authority

Front 13

An examination of the human resource policies, practices, and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals.

Back 13

Human resource audit

Front 14

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.

Back 14

Human resource management

Front 15

Members of occupations generating, processing, analyzing, or synthesizing ideas and information (like scientists and management consultants).

Back 15

Knowledge workers

Front 16

Authority to make decisions about production, performance, and people.

Back 16

Line authority

Front 17

Statement outlining the purpose, long-term objectives, and activities the organization will pursue and the course for the future.

Back 17

Mission statement

Front 18

Refers to the social (health care) and organizational (new workplace ergonomics) challenges caused by aging of population.

Back 18

Old age crisis

Front 19

The product of all of an organization's features--people, objectives, technology, size, age, unions, policies, successes, and failures.

Back 19

Organization character

Front 20

The core beliefs and assumptions that are widely shared by all organizational members.

Back 20

Organizational culture

Front 21

An organization's short- and long-term goals that human resource management aims to support and enable.

Back 21

Organizational goals

Front 22

A human resource Management approach wherein decision makers anticipate problems or challenges and likely challenges and take action before it impacts the organization.

Back 22

Proactive human resource management

Front 23

The ratio of a firm's outputs (goods and services) divided by its inputs (people, capital, materials, energy).

Back 23

Productivity

Front 24

A human resource Management approach wherein decision makers respond to problems or challenges rather than anticipate them.

Back 24

Reactive human resource management

Front 25

Authority to advise, but not to direct, others.

Back 25

Staff authority

Front 26

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.

Back 26

Strategic human resource management