Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
27 Cards in this Set
- Front
- Back
- 3rd side (hint)
|
Records Management |
Distribution/use/maintenance of recorded information maintained as EVIDENCE of business activities and transactions |
|
|
|
Staffing |
Human resource planning, recruitment, selection |
Aka employment |
|
|
HR is responsible for... |
Attracting, training, maintaining safety of employees of company |
|
|
|
Primary goal of HR support system |
Assist in growth, enhance work attitudes, increase commitment |
|
|
|
Organizational accountability |
Account for it's activities, accept responsibility, disclose results in transparent manner. $ too |
|
|
|
Multifunctional HR Dept |
Recruitment, employee relations, compensation/benefits, compliance, safety, training/development. |
6 areas |
|
|
Organizational Strategy |
Sum of actions a company intends to take to achieve a long term goal. |
|
|
|
Mission |
Written declaration of an organization's core purpose/focus. |
|
|
|
3 features of perfect mission statement |
Separate what's important from what's not. Clearly state what's served and how. State intended direction to entire organization. |
|
|
|
How is a mission different than a vision? |
Mission is the cause and vision is the desired future. Mission is accomplished. Vision is pursued. |
|
|
|
Objectives (3 characteristics) |
Specific & measurable. Defined completion date. Steps to attain goal. |
|
|
|
Organizational culture |
Shared assumptions, values, beliefs which govern how people behave. Influence how employees dress, act, perform jobs. |
|
|
|
What personalized information is included in Employee records? |
Application, compensation, termination, disciplinary action, qualifications for promotion. |
|
|
|
Name advantage and disadvantage of functional departmentalization |
Promotes skill specialization. Reduces communication/cooperation between departments. |
|
|
|
HR policies & procedures |
Reassure employees they will be treated fairly. Help managers make rapid and consistent decisions. Give managers confidence to solve problems/defend decisions. |
3 major purposes |
|
|
Progressive Discipline Policy |
Series of increasingly severe penalties for repeated offenses. |
|
|
|
Employee Handbook describes (top 3) |
Sets expectations. Legal obligations. Employer and employee rights |
|
|
|
HR Metrics |
Measurements used to determine value/effectiveness of HR initiatives. |
|
|
|
5 employee relations metrics to track. |
1. # of grievances per month/year. 2. Cost of grievances. 3. Root cause of grievances. 4. Average close time. 5 return on investment. |
|
|
|
Reliability vs Validity |
Reliability = consistentsy of measure. Validity = actually measures what it's supposed to measure. |
|
|
|
4 areas a company can gather internal data from: |
Sales, finance, marketing, human resources |
|
|
|
4 Ps of Marketing |
Product, price, place, promotional strategy |
|
|
|
List 4 main types of organizational structure |
Flat, functional, divisional, matrix |
|
|
|
Flat |
Few or no levels of middle mgmt. Advantages: elevates employees responsibility, removes excess mgmt. Disadvantage: lack specific boss to report to. May limit long term growth. |
|
|
|
Functional |
Each portion of company is grouped according to purpose. Works well for small business. Disadvantage: organizational boundaries can limit communication |
|
|
|
Divisional |
Larger companies, wide geographic areas. Advantage: needs can be met rapidly. Disadvantage: communication, costly can be used in smaller scale tho |
|
|
|
Matrix |
= hybrid of divisional and functional structure with corresponding benefits. Typical I. Large multinational companies. Disadvantage: can create power struggles due to dual mgmt. |
|
