HRPA Classes Flashcards - Professional Practice

Professional Practice

• Refers to the competencies necessary to behave professionally and maintain high professionalism in all contexts.

Code of Ethics

• Comprises principles guiding member conduct; more directional than specific regulations.

Standards of Practice

• Consists of detailed guidelines for specific professional activities.

Practice Guidelines

• Recommendations for best practices using suggestive language (should/might).

7 Main Principles in the Code of Ethics

• Include Competence, Legal Requirements, Dignity in the Workplace, Balancing Interests, Confidentiality, Conflict of Interest, and Professional Growth and Support.

Components of Rules of Professional Conduct

• Covers Registration, Regulation of Professional Conduct, Complaints/Investigations, and Appeals/Reviews.

Professional Misconduct Example

• Lying about professional liability insurance falls under Professional Practice competency.

Responsibilities of HRM Professionals

• Must comply with statutory acts and regulations related to HRM within their jurisdiction.

Application of HRPA Rules of Professional Conduct

• Applicable to all HRPA members, regardless of their role (policy-makers or consultants).

Requirement for Professional Liability Insurance

• HRPA members must maintain adequate professional liability insurance.

Support for Downsized Employees

• Options include severance packages, extended benefits, education, and retraining.

Four C's for Downsizing

• Encompasses Comprehensive Planning, Communication, Credibility, and Compassion.

Incremental vs. International Growth

• Incremental growth refers to gradual development of products/services; international growth seeks new global customers/markets.

Acquisition and Merger Concepts

• Acquisition is when one company purchases another; merger involves combining resources of two organizations.

Strategies in Different Markets

• Domestic strategy targets the Canadian market; multidomestic strategy extends to two countries; multinational entails three or more; global strategy centralizes with a head office and regional branches.

Management Orientation Types

• Ethnocentric assumes parent company management is best; polycentric assigns key positions to host country nationals; geocentric selects the best candidates regardless of origin.

Expatriate Definition

• Individuals residing in a foreign country, having left their home country.

Types of Nationals in International HRM

• Host-country nationals are local to the subsidiary; parent country nationals are from headquarters; third-country nationals have international experience but are not from either of the previous two categories.

Strategic Planning Overview

• Involves the organization’s direction, performance goals, and approaches outlined in a formal document.

Organizational Effectiveness

• Measures the success of an organization in achieving its intended outcomes.

Recruitment in Polycentric and Ethnocentric Approaches

• Polycentric approaches favor host country nationals for recruitment; ethnocentric approaches favor parent country nationals.

Soft Goal Example

• Employee satisfaction is identified as a soft goal.

HRPA Competency Framework on Organizational Effectiveness

• Focuses on aligning cultural initiatives with the organization's strategy.

Rules of Professional Conduct

• Specifies expected member behaviors, outlining professional practice "dos and don'ts."

Confidential Information Disclosure

• Permissible only when legally required or when imminent serious harm is evident.

Risk Identification Process

• Involves identifying, assessing, strategizing, implementing, and communicating risks, engaging all involved parties.

Ethics in Organizations

• Involves making judgments regarding acceptable behavior in relation to people and processes within the organization.

Strategy Definition

• Involves formulating missions, goals, and action plans considering competition and environmental factors.

Best Method for Aligning HR and Business Strategy

• Most effective when leveraging a reciprocal relationship model.

Corporate Restructuring Strategies

• Includes Turnaround, Divestiture, Liquidation, and Bankruptcy.

Corporate Growth Strategies

• Encompasses Domestic, Multidomestic, Multinational, and Global strategies.

Compensation Policy Options

• Home-based ensures no financial loss; host-based aligns pay with local counterparts; region-based matches compensation to regional standards.

Steps in Strategic Planning Process

• Establish mission/vision/values; develop objectives; conduct SWOT analysis; define competitive position; implement strategy; and evaluate results.

Competitive Strategies

• Low-cost leader focuses on price; broad differentiation seeks unique features; best-cost provider emphasizes value.

Workforce Planning Process

• Involves strategic alignment of workforce strategies to achieve business outcomes.

HR Forecasting Essentials

• Includes determining personnel demand and assessing internal supply for current and future needs.

Demand vs. Supply Definitions

• Demand signifies the requirement for personnel; supply refers to the availability of workers to meet that demand.

Addressing Surpluses and Deficits

• Surplus solutions: layoffs, job sharing, hiring freezes; deficits: recruitment, recalling laid-off employees.

Succession Management Process

• Aligning workforce skills with business strategy through training and monitoring of high-potential employees.

Forecasting Techniques

• Demand forecasting includes Trend Analysis, Regression Analysis, and Nominal Group Technique; supply forecasting involves Markov Analysis and Linear Programming.

Vacancy Models and Movement Analysis

• Examine compensation levels and analyze how personnel movements affect supply and demand.

Outplacement Programs

• Provide counseling and job-seeking assistance for terminated employees.