An organization's human resources are a means by which the firm fosters a sustained competitive
advantage.
To achieve sustainable
competitive advantage through people, an organization's employees' skills,
knowledge, and abilities must be widely available in the labor market.
In order to facilitate
sustained competitive advantage, firms need only to ensure that human resources
are combined and organized properly.
We have to understand corporate
social responsibility to work with people effectively.
Human capital plays an
important role in providing employees a work environment that meets their
needs.
Organizations set major
objectives and develop comprehensive plans to achieve those objectives through
strategic planning.
Human Resource Planning (HRP)
is the conducting of recruitment and selection methods according to a strategic
plan.
Strategic HRM is a combination
of strategic planning and HR planning.
Organizations set major
objectives and develop comprehensive plans to achieve those objectives through
human resource planning.
Inadequate HRP can result in
vacancies remaining unfilled.
To comply with the Americans
with Disabilities Act, organizations can install easy-to-reach switches,
provide sloping sidewalks and entrances, and widen doors and hallways.
"Reasonable
accommodation" for a disability may include reassignment to another, vacant position.
The Equal Employment
Opportunity Act of 1972 provides for the awarding of damages in cases of
intentional discrimination.
The functional job analysis
approach is worker-oriented and permits dimensions of behavior to be compared
across a number of jobs.
The critical job tasks
identified by the critical incident approach to job analysis include those
important duties and job responsibilities performed by the jobholder that lead
to job success.
Human Resource Information
Systems can be used to enhance the career paths of employees.
Skill inventories are an
important tool for succession planning.
It is the responsibility of the
organization to supply information about its mission, policies, and plans for
providing support for employee self-assessment, training and development.
Measuring KSAOs of an applicant
against the competencies required for the job is called selection.
Person-organization fit has
become more of a focus in firms that need teamwork and flexibility.
The three different types of
training needs assessment are organizational analysis, job knowledge analysis,
and person analysis.
Awareness building in diversity
training provides the KSAs necessary for working with people who are different.
According to a Supreme Court
ruling, performance appraisals are subject to the same validity criteria as
selection procedures.
Strategic compensation is the
compensation of employees in ways that enhance motivation and growth while
concurrently aligning their efforts with the goals of the organization.
The expectancy theory of
motivation predicts that one's level of motivation depends on the
attractiveness of the rewards sought by employees and the probability of
obtaining those rewards.
In a work system with a high
degree of internal fit, adjusting one HR practice is not likely to
substantially impact the other components of the work system.
Efforts to achieve external fit
help focus the design of high-performance work systems on strategic priorities.
The HR Scorecard can be used to
diagnose both internal and external fit.
The HR scorecard helps managers
assess the strategic alignment of their work systems.
Using the HR scorecard,
managers assess internal fit by determining whether particular HR practices
reinforce one another.
A multinational corporation is
essentially a domestic firm that builds on its existing capabilities to
penetrate overseas markets.
The European Union (EU) was
established to facilitate free trade with the United States.
NAFTA has resulted in net job
increases in the United States.
The host country is the country
in which an international business operates.
Different cultural environments
require different organizational behaviors.
A significant part of the
selection process for staffing overseas offices and operations is the cultural
context of the position as well as the political and legal situations.
If an organization wanted to
decrease the failure rate of its expatriates, one good strategy would be to
give more women international assignments.
Benchmarking identifies the
best practices in a given area and establishes them as performance standards.
The Balanced Scorecard is a
tool for mapping a firm’s strategy in order to ensure strategic alignment.
Internal fit is a necessary and sufficient cause of
strategic alignment.
Adverse impact refers to the
rejection for employment, placement, or promotion of a significantly higher
percentage of a protected class when compared to a nonprotected class.
. The Four-Fifths Rule applies when the number of
employees from a protected class is less than four-fifths of the number of
employees hired from the class with the highest selection rate.
An organization's human resources are a means by which the firm fosters a sustained competitive
advantage.
To achieve sustainable
competitive advantage through people, an organization's employees' skills,
knowledge, and abilities must be widely available in the labor market.
In order to facilitate
sustained competitive advantage, firms need only to ensure that human resources
are combined and organized properly.
We have to understand corporate
social responsibility to work with people effectively.
Human capital plays an
important role in providing employees a work environment that meets their
needs.
Organizations set major
objectives and develop comprehensive plans to achieve those objectives through
strategic planning.
Human Resource Planning (HRP)
is the conducting of recruitment and selection methods according to a strategic
plan.
Strategic HRM is a combination
of strategic planning and HR planning.
Organizations set major
objectives and develop comprehensive plans to achieve those objectives through
human resource planning.
Inadequate HRP can result in
vacancies remaining unfilled.
To comply with the Americans
with Disabilities Act, organizations can install easy-to-reach switches,
provide sloping sidewalks and entrances, and widen doors and hallways.
"Reasonable
accommodation" for a disability may include reassignment to another, vacant position.
The Equal Employment
Opportunity Act of 1972 provides for the awarding of damages in cases of
intentional discrimination.
The functional job analysis
approach is worker-oriented and permits dimensions of behavior to be compared
across a number of jobs.
The critical job tasks
identified by the critical incident approach to job analysis include those
important duties and job responsibilities performed by the jobholder that lead
to job success.
Human Resource Information
Systems can be used to enhance the career paths of employees.
Skill inventories are an
important tool for succession planning.
It is the responsibility of the
organization to supply information about its mission, policies, and plans for
providing support for employee self-assessment, training and development.
Measuring KSAOs of an applicant
against the competencies required for the job is called selection.
Person-organization fit has
become more of a focus in firms that need teamwork and flexibility.
The three different types of
training needs assessment are organizational analysis, job knowledge analysis,
and person analysis.
Awareness building in diversity
training provides the KSAs necessary for working with people who are different.
According to a Supreme Court
ruling, performance appraisals are subject to the same validity criteria as
selection procedures.
Strategic compensation is the
compensation of employees in ways that enhance motivation and growth while
concurrently aligning their efforts with the goals of the organization.
The expectancy theory of
motivation predicts that one's level of motivation depends on the
attractiveness of the rewards sought by employees and the probability of
obtaining those rewards.
In a work system with a high
degree of internal fit, adjusting one HR practice is not likely to
substantially impact the other components of the work system.
Efforts to achieve external fit
help focus the design of high-performance work systems on strategic priorities.
The HR Scorecard can be used to
diagnose both internal and external fit.
The HR scorecard helps managers
assess the strategic alignment of their work systems.
Using the HR scorecard,
managers assess internal fit by determining whether particular HR practices
reinforce one another.
A multinational corporation is
essentially a domestic firm that builds on its existing capabilities to
penetrate overseas markets.
The European Union (EU) was
established to facilitate free trade with the United States.
NAFTA has resulted in net job
increases in the United States.
The host country is the country
in which an international business operates.
Different cultural environments
require different organizational behaviors.
A significant part of the
selection process for staffing overseas offices and operations is the cultural
context of the position as well as the political and legal situations.
If an organization wanted to
decrease the failure rate of its expatriates, one good strategy would be to
give more women international assignments.
Benchmarking identifies the
best practices in a given area and establishes them as performance standards.
The Balanced Scorecard is a
tool for mapping a firm’s strategy in order to ensure strategic alignment.
Internal fit is a necessary and sufficient cause of
strategic alignment.
Adverse impact refers to the
rejection for employment, placement, or promotion of a significantly higher
percentage of a protected class when compared to a nonprotected class.
. The Four-Fifths Rule applies when the number of
employees from a protected class is less than four-fifths of the number of
employees hired from the class with the highest selection rate.
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