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Criado por Taylor Bentley
mais de 3 anos atrás
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Questão | Responda |
Strategy Planning | Procedures for making decisions about the organization's long-term goals and strategies |
Human Resource Planning (HRP) | The process of anticipating and providing for the movement of people into, within and out of the organization |
Strategic HR Management (SHRM) | The pattern of HR deployments and activitie that enable an organization to achieve its strategic goals |
Mission | The basic purpose of the organization as well as its scope of operations |
Strategic Wisdom | A statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and its strategic intent |
Core Values | The strong and enduring beliefs and principles that the company uses as a foundation for its decisions |
Environmental Scanning | Systematic monitoring of the major external forces influencing the organization |
Core Capabilities | Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers |
Value Creation | What the firm adds to a product or service by virtue of making it; the amount of benefits provided by the product or service once the costs of making it are subtracted |
Cultural Audits | Audits of the culture and quality of work life in an organization |
Values-Based Hiring | The process of outlining the behaviours that exemplify a firm's corporate culture and then hiring people who are a fit for them |
Trend Analysis | A quantitative approach to forecasting labour demand based on an organizational index such as sales |
Management Forecasts | The opinions of supervisors, department managers, experts, or others knowledgable about the organization's future employment needs |
Staffing Tables | Graphic representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future employment requirements (monthly or yearly) |
Markov Analysis | A method for tracking the pattern of employee movements through various jobs |
Quality of Fill | A metric designed to assess how well new hires are performing on the job |
Skill Inventories | Files of personnel education, experience, interests and skills that allow managers to quickly match job openings with employee backgrounds |
Replacement Charts | Lists of current jobholders and people who are potentional replacements if an opening occurs |
Succession Planning | The process of identifying, developing, and tracking key individuals for executive positions |
Human Capital Readiness | The process of evaluating the availability of critical talent in a company and comparing it to the firm's supply |
SWOT Analysis | A comparison of strengths, weaknesses, opportunities and threats for strategy formulation purposes |
Attrition | A natural departure of employees from organizations through quits, retirements and deaths |
Hiring Freeze | A practice whereby new workers are not hired as planned or workers who have left the organization are not replaced |
Termination | Practice initiated by an employer to separate an employee from the organization permanently |
Severance Pay | A lump-sum payment given to terminated employees by an employer at the time of an employer-initiated termination |
Benchmarking | The process of measuring one's own services and practice against the recognized leaders in order to identify areas for improvement |
Balanced Scorecard (BSC) | A measurement framework that helps managers translate strategic goals into operational objectives |
Organizational Capability | The capacity of the organization to act and change in pursuit of sustainable competitive advantage |
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