Human Resource Management - ANSWERSThe policies, practices, and systems that influence employees behavior
Primary HRM Activities - ANSWERSAdministrative Services and transactions, Business partner services, Strategic partner
Administrative Services and Transactions - ANSWERSCompensation, hiri...
Intro to HRM Final Exam Questions &
Answers
Human Resource Management - ANSWERSThe policies, practices, and systems that
influence employees behavior
Primary HRM Activities - ANSWERSAdministrative Services and transactions, Business
partner services, Strategic partner
Administrative Services and Transactions - ANSWERSCompensation, hiring, staffing
Human Capital: An organization's employees, described in terms of their training,
experience, judgment, intelligence, relationships and insight.
Focuses on efficiency and quality
Strategic Partner - ANSWERSContribute to company strategy by understanding what
HR practices give the organization a competitive advantage
Have to understand the business, industry, and competitors
Business Partner Services - ANSWERSTalent Management, developing effective HR
systems
Encouraging and motivating employees to perform in appropriate ways to contribute to
organizational goals
Social Capital
HRM responsibilities - ANSWERSPrimary activities are NOT mutually exclusive
Everything is intertwined, one will affect the other
Several of these responsibilities will affect more than one activity
HR Strategy - ANSWERSA company's plan for achieving a competitive advantage over
its rivals
-Influences how employees add value to the organization
-Impacts the type of jobs employees perform
-Affects attitudes and behaviors of employees
-Must be aware of overall organizational strategy
Strategy flow - ANSWERSBusiness strategy --> Primary HR Activities --> Employee
Contributions --> Competitive Advantage
-Not just what we are doing, but HOW they are being done; ideal HR strategy
Competitive Advantage - ANSWERSThe favorable position an organization seeks in
order to attain leverage over its competitors
- Are you using your resources (physical and human) correctly?
- Do you do what you do better than others?
,Strategic Positioning - ANSWERSAttempts to achieve sustainable competitive
advantage by preserving what is distinctive about a company
- "Performing different activities from rivals, or performing similar activities in different
ways"
Cost Leadership Strategy - ANSWERSOffering the lowest costs for products and
services
- Focus on efficiencies and cost reductions
- Minimize overhead costs
- Economies of scale are realized
- Only one cost leader in an industry
Differentiation Strategy - ANSWERSProviding something unique for which customers
are willing to pay
- Unique product or services may include features, location, innovation, reputation,
status, customer service or quality
- Offering something competing firms do not provide and customers value
Low-Cost strategy and Managing Employees - ANSWERSJobs are narrow in focus and
emphasize standardized and repetitive actions
-Behaviors are fairly well understood
-Individuals are hired with basic skills
-Employees trained to understand expectations
-Employees paid based on jobs they perform
Differentiation Strategy and Managing Employees - ANSWERS-Jobs geared toward
creativity or customer service
-Employees hired with specific skills and new perspectives
-Jobs require cooperation creativity and knowledge sharing
-Pay based on individual potential or team accomplishments
Porter's Five Competitive Forces - ANSWERS-Threat of new entrants
-Bargaining power of buyers
-Threat of substitute products or services
-Bargaining power of suppliers
-Competitive Rivalry
SWOT analysis - ANSWERSInternal aspects - controllable
(Organization strengths: skills and capabilities that help establish competitive
advantages)
(Organizational weaknesses: decisions and internal factors that hinder an organization)
External aspects - uncontrollable
(Organizational opportunities: Environment factors that organizations can take
advantage of to enhance competitive advantages)
(Organizational threats: environmental factors that hinder an organization)
, Job Analysis - ANSWERSThe process of systematically identifying the tasks, duties,
and responsibilities expected to perform in a single job, as well as the competencies -
knowledge, skills and abilities (KSAO's) employees must posses to be successful in the
job.
- The process of getting detailed information about jobs in organizations.
Job Description - ANSWERSList every dimension of the job
List every task within each dimension
Rate all of those tasks according to importance
Job specification - ANSWERSCome up with the "KSAO's" needed to perform the most
important tasks (job specification)
K (KSAO's) - ANSWERSKnowledge
Factual or procedural information that is necessary for successfully performing a task.
Trainable, not innate
S (KSAO's) - ANSWERSSkills
An individual's level of proficiency at performing a particular task.
Trainable, not innate
A (KSAO's) - ANSWERSAbilities
A general enduring capability that an individual possesses
innate
O (KSAO's) - ANSWERSOther factors/characteristics
Represent motivation or engagement aspect of predicting successful job performance
K vs. S - ANSWERSI can know what is in ratatouille but not have the skills to make it
S vs. A - ANSWERSI can be taught to make ratatouille, but still not have a good enough
palate to know if it tastes the way it should
Job Element Inventory (JEI) - ANSWERSProvides a list of 150 specific tasks and uses a
novel and unique approach to rating task importance
- Uses 3 questions to rate the importance of specific tasks (on a scale of 1 = very
unlikely to 5 = very likely)
Position Analysis Questionnaire (PAQ) - ANSWERSThe PAQ rates the importance of
tasks using 5 scales:
-Extent of use
-Amount of time
-Importance of the job
-Possibility of occurrence
-Applicability to job
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