Beruflich Dokumente
Kultur Dokumente
SHRM
1-1
HR Roles
Historical roles are still important, but roles have broadened into todays more strategic focus.
SHRM 1-2
International HR challenges
Recruiting, managing, and motivating the new workforce Ensuring communication and coordination Acculturation of new workforce
SHRM
1-4
1. Identify issues, form and train teams, and prepare for change. 2. Investigate structural, technological, financial, legal, and cultural risks. 3. Develop plans to address key issues. 4. Measure activity of new organization against benchmarks.
SHRM 1-5
Management Functions
Planning
Organizing
Directing
Controlling
Design Assist
Schedule Implement
Measure
1-6
Roles
Interpersonal Leader
Liaison
Informational Communicator
Information disseminator
SHRM
1-7
SHRM
1-8
SHRM
1-9
SHRM
1-10
A company must immediately downsize its workforce by 15% due to shrinking markets. What important role will HR play during the process? A. Form new work teams based on the gaps created by the layoffs. B. Summarize industry trends and communicate them to employees. C. Ensure that top management regularly communicates with employees. D. Launch a new quality initiative to preserve customer satisfaction. Answer: C
SHRM 1-11
SHRM
1-12
E-procurement
Electronic signatures
SHRM
SHRM
1-14
Strategy Formulation
Develop vision and mission statements. Define organizational values.
Must understand: What business the company is in. When to change the mission and alter strategy. How and when to communicate the mission.
1-15
SHRM
Strategy Development
Conduct a SWOT analysis, including an environmental scan. Establish long-term objectives (three to five years). Identify corporate/ organization, business unit, and functional strategies.
S = W = O = T =
SHRM
1-16
Strategy Implementation
Establish short-term objectives (six months to a year). Develop action plans. Allocate resources. Motivate employees.
SHRM
1-17
Strategy Evaluation
Review strategies at planned intervals. Measure performance. Take corrective action.
Which of the following activities best prepares HR to participate in the strategic planning process?
A. Evaluating a new HRIS system B. Restructuring HRs recruiting system C. Training line managers on interviewing techniques D. Reviewing the companys key financial data Answer: D
SHRM 1-19
Understand the perspective of your business partners. Create communication and collaboration. Identify internal needs and emerging issues.
SHRM
1-20
SHRM
1-21
Budgeting Methods
Prior budget and newly identified needs are the basis for funding.
Incremental
Formula
Zero-based
All objectives and operations are ranked and funds are allocated according to rank. Budgets start at zero; all expenditures must be justified.
SHRM
1-22
Balance Sheet
Summarizes the firms financial position. Basic form of the sheet is: Assets = Liabilities + Equity. Every financial transaction is an exchange, and both sides are recorded. Only records transactions measured in money.
SHRM
1-23
Balance Sheet
Assets
Current assets Fixed assets Investments Total assets
310,000 $
Income Statement
Explains revenues, expenses, and profits over a specified period of time.
Basic form of the statement is: Revenues Expenses = Net income. Some expenses are never cash outflows (depreciation). Some expenses may be paid partly in one period and partly in another (cost of goods sold). Owner withdrawals are distributions, not operating expenses.
SHRM 1-25
Income Statement
Gross sales (revenues) Less cost of goods sold Gross profit Less expenses: Salaries Rent Utilities Depreciation Interest Subtotal of expenses: Income less expenses Income tax expense Net income
SHRM
$360,000 $240,000 $120,000 $50,000 $20,000 $18,000 $7,200 $1,800 $3,000 $50,000 $70,000 $28,000 $42,000
1-26
Product
Promotion
Key elements
Price
SHRM
Operations
Goal: To provide goods and services to customers. Focuses on productivity, quality, cost, delivery, and performance. Affected by supply chain management.
1-28
Capacity
Standards
Inventory
Scheduling
SHRM
A company commits to answering all phone calls within 15 seconds. Which operational concept deals with observing and documenting actual results?
A. B. C. D. Capacity Inventory Scheduling Control
Answer: D
SHRM 1-29
Information Technology
Enables an organization to use information to support its strategic objectives.
Strategic information systems are designed to achieve competitive superiority.
Airline reservation systems
SHRM
1-30
Employees
Engagement
Employees willingness to go the extra mile How employees describe the organization Whether employees choose to remain How employees work
Human Capital
Combined knowledge, skills, and experience of employees Leads to creativity and competitive advantage
SHRM
1-31
Evolution of Organizations
SHRM
1-32
Differentiation Strategy
Goal: Attempt to set the product apart from its competition by giving it unique characteristics for which customers will pay a premium price. Requires:
Reduced costs in areas not related to differentiation. Strong research and development and marketing. Product knowledge and quality training. Decentralized decision making for quicker speed to market.
SHRM
1-34
Other Strategies
Another generic Porter strategy that places emphasis on a buyer group, a segment of the product line, or a specific market within an industry
Focus
Investment in people
Customer intimacy
Emphasis on understanding customer needs and helping them get the most out of their products
SHRM
1-35
Specialization and Departmentalization Specialization: Degree to which processes are divided into tasks and grouped into jobs
Balances need for productivity with employee satisfaction
Functional Structure
SHRM
1-37
Divisional Structure
SHRM
1-38
Matrix Structure
SHRM
1-39
Span of Control
Number of individuals who report to a supervisor
Narrow span (tall organization) Wide span (flat organization)
SHRM
1-40
Formalization: Degree of discretion individuals have over how to perform their work.
SHRM 1-41
Environmental Scanning
Interprets data related to external opportunities and threats. Prepares HR to participate in strategic planning. Examines seven key factors:
Demographic Economic Employment International Political Social Technological
SHRM
1-42
Demographic Factors
Age Gender Generational differences Population shifts Ethnicity Unskilled labor Nontraditional labor force
SHRM
1-43
Economic Factors
GDP
Interest rates
CPI
Economic Factors
Inflation
Disposable income
1-44
SHRM
Employment Factors
Attitude toward careers Immigration Occupational and industry shifts Recruitment Unions Unemployment Turnover Relocation
SHRM
1-45
International Factors
European Union Wage comparisons Trade agreements International labor law Globalization
SHRM
1-46
Other Factors
SHRM
1-47
ROI
Measures the economic return on a project or investment. ROI =
SHRM
1-48
Cost-Benefit Analysis
Determines the financial impact that programs have on company profitability. Presents data as a ratio.
SHRM
1-49
Break-Even Analysis
Determines the point in time at which total revenue associated with an HR program is equal to the total cost of the program.
HR is launching a company-wide training initiative. How can HR determine when the anticipated revenue return will exceed the cost of developing the program? A. B. C. D. Calculate gross margin. Calculate return on investment. Conduct a cost-benefit analysis. Conduct a break-even analysis.
Answer: D
SHRM 1-51
Balanced Scorecard
Customers
Finance
Business processes
Aligns business function measures with organizational strategies. Measures the effectiveness of a department or the entire company. Considers perspective of all stakeholders.
1-52
SHRM
HR Audit
Analyzes effectiveness and efficiency of HR programs. Keeps executives current on HR activities. Allows HR managers to cut or enhance programs and address noncompliance. Conducted by HR staff or a third-party contractor.
SHRM
1-54
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1-55
SHRM
1-56
Primary
(data gathered firsthand) Experimental Pilot projects Surveys/questionnaires Interviews Focus groups Direct observation Testing
Secondary
(data gathered by others) Historical data Benchmarking and bestpractices reports Purchased data Professional publications Secondhand reports
SHRM
1-57
Scientific Method
1 2 3 4 5
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Problem specification Hypothesis formulation Experimental design Data collection Data analysis
1-58
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1-59
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1-60
Step 3: Experimental Design (Classic) Subjects are randomly assigned to two equal groups. Experimental group is exposed to the variable; control group is not exposed to the variable.
Experimental group Control group R R O O X O O
SHRM
1-61
Step 3: Experimental Design (Quasi-Experimental) Subjects are not assigned at random. Experimental group is exposed to the variable; control group is not exposed to the variable.
Experimental group Control group O O X O O
SHRM
1-62
SHRM
1-64
Answer: C
SHRM 1-65
Descriptive Statistics: Measures of Variation Provide an indicator of variation around central tendency values.
Range: Distance between highest and lowest scores. Percentile: Specific point that has a given percentage of cases below it. Standard deviation: How much scores are spread out around a mean.
SHRM
1-66
Descriptive Statistics: Measures of AssociationCorrelation Shows the relationship between two variables.
SHRM
1-67
Refers to a statistical method used to predict a variable from one or more predictor variables. Determines whether a relationship exists between variables and the strength of the relationship. Causal relationship exists when two variables are related in some way.
SHRM
1-68
Inferential Statistics
Form a conclusion by studying a sample of the population. Population: Entire group (all employees). Sample: Part of the population (20 random employees). Normal distribution: Expected distribution given a random sampling of a large population.
SHRM
1-69
Qualitative Analysis
Most useful for:
Depth of information. Brainstorming and idea generation. Discovering underlying motivation, feelings, values, attitudes, and perceptions.
Gathered from:
Interviews. Surveys and questionnaires. Observation, file studies, testing.
SHRM
1-70
Reliability
Ability of an instrument to measure consistently. Test A scores are more consistent. This test is considered reliable.
Candidate
Test A
90
89
92
92
90
94
Test B
87
79
81
95
86
93
1 2 3
SHRM
1-71
Validity
Ability of an instrument to measure what it is intended to measure. Answers the questions:
What does the instrument measure? How well does it measure it?
SHRM
1-72
Ethics
System of moral principles and values that establish appropriate conduct.
Ethics is not synonymous with legality.
SHRM
1-73
SHRM
1-74
Ethical Issues
Board of directors training Workplace privacy Whistleblowing Conflict of interest Bribes, payoffs, and kickbacks Insider trading Cultural clashes Copyrights Corporate responsibility
SHRM
1-75
Legislative and Regulatory Environment Laws are actions passed by Congress and state legislatures. Regulations reflect how laws will be implemented and often have the force of law.
Regulatory agencies may issue guidelines that interpret how regulations will be enforced.
SHRM
1-76
Rule-Making Process
Laws are made by legislatures, and rules are made by agencies.
The public may comment via public hearings, conversation, e-mail, or letter for a specified time period.
SHRM 1-77