human capital correct answers PP: Employee individual capabilities, motives
B: "is the economic or productive potential of employee knowledge, experience, and actions. Human capital stems from all of the employee competencies that are or could be valuable to the organization."
(p.g. 397)
s...
Micheal Ford UA MGMT 300 Exam 3 || SCORED A+
human capital correct answers PP: Employee individual capabilities, motives
B: "is the economic or productive potential of employee knowledge, experience, and actions.
Human capital stems from all of the employee competencies that are or could be valuable to
the organization."
(p.g. 397)
social capital correct answers PP: relationships among employees
B: "is the economic or productive potential of strong, trusting, and cooperative relationships.
Social capital stems from the reciprocity, knowledge, and capabilities that are embedded in
both informal connections and close personal relationships. (p.g. 397)
human capital and Social capital different correct answers O: Social capital and human
capital are two types of resources. The key difference between human capital and social
capital is that human capital refers to skills, knowledge, experience, etc. possessed by
different individuals whereas social capital refers to the resources we gain from being a social
network.
What are the major functions of human resource management? correct answers B: employee
recruitment, compensation, onboarding, and performance management
B: 1. Recruitment and selection
2. Compensation and Benifets
3. Onboarding and L&D
4. Performance Management
5. Employee Relations
(figure 9.1) p.g. 395
O: staffing, development, compensation, safety and health, and employee and labor relations.
What is strategic HRM correct answers B: is the process of designing and implementing
systems of policies and practices that align an organization's human capital with its strategic
objectives (p.g. 396)
O: Strategic HRM refers to HR that is coordinated and consistent with the overall business
objectives in order to improve business performance. ... Strategic HRM emphasizes the
importance of HR - and the people in the business - to the success of an organization.
How does strategic HRM differ from more traditional HR administration? correct answers B:
While HRM is about managing people, strategic HRM is about generating competitive
advantages through people. In other words, strategic HRM views people as valuable strategic
assets of any organization.(p.g. 396)
O: A strategic HR manager is focused on forming a long-term strategy. For example, when
they are looking to hire for a position, they are considering future growth projections and the
, goals of the company. While traditional HR managers work reactively, strategic HR
managers work proactively.
PP: HR Administration-
•Operational, carrying out specific procedures (processing applications, benefits)
•Takes place in the "HR" department
Strategic HRM
•Focuses on the future of the organization, the role of human capital in value creation and
competitive advantage
•Concerned with all people-related issues
•How different HR areas fit together toward the company's strategic goals
•Executed by HR department and by leaders and line managers (and sometimes even front-
line
Internal Fit HR correct answers PP: Consistency across HR practices. (S #8 chapter 9)
B: Internal fit exists when all of the individual policies and practices within the HR system
reinforce one another. For example, an organization that hires employees based on their
performance potential rather than their previous experience needs to provide extensive
opportunities for learning and development and should use a performance management
system that rewards growth.(p.g. 397)
O: is when the organizational systems, structure and technology are aligned with the Human
Resource systems of the organization.
External Fit HR correct answers PP: Alignment of HR practices with the company's desired
culture and strategy (S #8 chapter 9)
B: External fit exists when the HR system is aligned with the organization's culture and
structure in support of firm-level strategy. For example, a firm that competes based on cost
reductions and efficiency should reward objective job performance, provide targeted skills
training, and define job performance clearly. (p.g. 397)
O: External fit is the alignment between the organization and its environment. When the
strategies of the organization are aligned to the HR systems of the organization to be in sync
the external environment it is called external fit.
What is the different between internal and external fit of HR practices? correct answers
What are examples of internal and external recruiting? correct answers PP: Internal
◦Job postings
◦Can be open or targeted/closed
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