29969188
Descripción
Fichas por Taylor Bentley, actualizado hace más de 1 año
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Creado por Taylor Bentley
hace más de 5 años
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| Pregunta | Respuesta |
| 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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