Podcast
Questions and Answers
What is the fundamental aim of Strategic Human Resource Management (SHRM)?
What is the fundamental aim of Strategic Human Resource Management (SHRM)?
- Implement strict performance evaluations
- Achieve vertical and horizontal integration of HR strategies (correct)
- Maximize employee salaries
- Focus solely on employee training programs
How does the resource-based view of SHRM define competitive advantage?
How does the resource-based view of SHRM define competitive advantage?
- Achieved when a firm reduces employee turnover
- Gained by adopting universal best practices in HR
- Established through a unique range of resources that rivals cannot duplicate (correct)
- Obtained by minimizing office expenses
What does vertical strategic fit emphasize in SHRM?
What does vertical strategic fit emphasize in SHRM?
- Improving HR policies independently of business strategies
- Alignment of HR practices with internal employee satisfaction
- Linking HRM practices with the strategic management processes of the organization (correct)
- Balancing HR practices with external market trends
What is the main characteristic of the universalistic perspective on SHRM?
What is the main characteristic of the universalistic perspective on SHRM?
What does the contingency perspective on SHRM stress?
What does the contingency perspective on SHRM stress?
Which of the following best reflects the significance of investment in human resources according to the resource-based view?
Which of the following best reflects the significance of investment in human resources according to the resource-based view?
What does horizontal strategic fit in SHRM concern itself with?
What does horizontal strategic fit in SHRM concern itself with?
According to the resource-based view, what makes human resources a source of competitive advantage?
According to the resource-based view, what makes human resources a source of competitive advantage?
Which of the following is identified as a strength of the organization?
Which of the following is identified as a strength of the organization?
What is a primary opportunity for the organization as per the analysis?
What is a primary opportunity for the organization as per the analysis?
Which of the following factors is categorized under the 'Legal' aspect of the PESTLE analysis?
Which of the following factors is categorized under the 'Legal' aspect of the PESTLE analysis?
What is considered a weakness for the organization?
What is considered a weakness for the organization?
Which strategic plan element focuses on improving organizational performance?
Which strategic plan element focuses on improving organizational performance?
What is the primary focus of the outside-in approach in formulating HR strategy?
What is the primary focus of the outside-in approach in formulating HR strategy?
Which of the following is NOT a criterion for an effective HR strategy?
Which of the following is NOT a criterion for an effective HR strategy?
Which of the following best describes the intent behind the employee relations reward component?
Which of the following best describes the intent behind the employee relations reward component?
What is meant by the 'inside-out' approach in formulating HR strategy?
What is meant by the 'inside-out' approach in formulating HR strategy?
Which of the following components does NOT contribute to a coherent HR strategy?
Which of the following components does NOT contribute to a coherent HR strategy?
What does the vision statement refer to in the context of organizational strategies?
What does the vision statement refer to in the context of organizational strategies?
What is the primary purpose of defining what the organization wants in terms of reward policies?
What is the primary purpose of defining what the organization wants in terms of reward policies?
Which of the following statements about effective HR strategy is correct?
Which of the following statements about effective HR strategy is correct?
Which type of organization lacks a consistent strategy and primarily reacts to market changes?
Which type of organization lacks a consistent strategy and primarily reacts to market changes?
What is the primary characteristic of Analyzers in comparison to other organizational types?
What is the primary characteristic of Analyzers in comparison to other organizational types?
What are High-Performance Work Systems (HPWS) designed to enhance?
What are High-Performance Work Systems (HPWS) designed to enhance?
Which HR strategy aims to improve organizational performance in productivity and customer service?
Which HR strategy aims to improve organizational performance in productivity and customer service?
What is the process called that involves combining multiple HR practices to ensure they are interconnected?
What is the process called that involves combining multiple HR practices to ensure they are interconnected?
Which type of organization operates in a more stable environment and engages in long-term planning?
Which type of organization operates in a more stable environment and engages in long-term planning?
What defines General HR Strategies within an organization?
What defines General HR Strategies within an organization?
Which HR strategy includes practices like rigorous recruitment and extensive training?
Which HR strategy includes practices like rigorous recruitment and extensive training?
What is one of the primary goals of Gordon College?
What is one of the primary goals of Gordon College?
Which objective focuses on maintaining quality and relevance in education?
Which objective focuses on maintaining quality and relevance in education?
What key aspect is integrated into the curriculum to support lifelong learners?
What key aspect is integrated into the curriculum to support lifelong learners?
Which human resource competency relates to collecting and analyzing data?
Which human resource competency relates to collecting and analyzing data?
What measure indicates the percentage of faculty with a permanent appointment?
What measure indicates the percentage of faculty with a permanent appointment?
Which initiative aims to motivate employees throughout their careers?
Which initiative aims to motivate employees throughout their careers?
What type of faculty training is mandated per semester regardless of employment status?
What type of faculty training is mandated per semester regardless of employment status?
What is a key benefit provided for those engaged in research and extension activities?
What is a key benefit provided for those engaged in research and extension activities?
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Study Notes
Organizational Strategy
- GC aims to become the premier higher education institution in Region 3.
- Focus on strengthening organizational performance through strategic planning.
- GC will implement a comprehensive strategy to achieve goals related to strategic situation, recruitment, training and development, compensation, and rewards.
Human Resource Management (HRM)
- Fundamental aim of SHRM: Integration of HR strategies with business strategies and horizontal integration of HR strategies.
- Resource-based view of SHRM: Suggests that organizations gain a competitive advantage through investment in human resources.
- Strategic fit: Emphasizes alignment between HR strategies, business strategies, and the organization's environment.
- Vertical strategic fit refers to the alignment between HRM practices and the organization's strategic management processes.
- Horizontal strategic fit refers to the coherence among HRM practices.
Perspectives on SHRM
- Universalistic perspective: Argues that some HR practices are superior and all organizations should adopt them.
- Contingency perspective: Maintains that HR policies should align with other aspects of the organization and its context.
- Configurational perspective: Emphasizes the significance of the pattern of HR practices and emphasizes a holistic approach.
Types of Organizations based on their Strategic Approaches
- Prospectors: Operate in dynamic and unpredictable environments.
- Defenders: Operate in more stable and predictable environments.
- Analyzers: Large corporations that leverage others' innovations and focus on product development.
- Reactors: Unstable organizations lacking consistent strategies, responding to market changes without a clear approach.
HR Strategy Concepts
- Bundling: Combines and implements numerous interconnected HR practices to support one another.
- Human Resource Strategies: Define the organization's approach to its human resource practices to achieve its objectives.
- General HR Strategies: Represent the overall system of HR practices.
- Specific HR Strategies: Outline specific intentions and initiatives.
General HR Strategies
- High performance management: Aims to improve organizational performance by implementing high-performance work systems (HPWS).
- HPWS consists of practices enhancing employee performance, engagement, motivation, and skill development.
- Example practices include rigorous recruitment and selection, training and development, incentive pay, and performance management.
Criteria for an Effective HR Strategy
- Business needs satisfaction: Must effectively address business needs.
- Evidence-based: Based on analysis and research, not wishful thinking.
- Actionable programs: Translatable into practical programs that forecast and mitigate implementation challenges.
- Coherence and integration: Composed of interconnected and supportive components.
- Manager and employee considerations: Takes into account the needs of both management and staff.
Formulating HR Strategy
- Inside-out approach: Starts with the existing HR function and attempts to identify connections to the business.
- Outside-in approach: Begins with business and customer challenges, aligning HR strategy directly with those needs.
Aligning HR Strategy and Actions with Business Strategy
- Organizations use a model to connect business strategy, HR strategy, and actions. This model includes the following:
- Vision: The organization's long-term aspiration.
- Mission: The organization's purpose and core values.
- Goals: Specific aims that contribute to the mission.
- Objectives: Measurable actions to achieve goals.
- Human Resource Competencies: Skills and capabilities required for success.
Gordon College's HR Strategic Policies
- Policies and Initiatives:
- Increase plantilla positions to attract and retain talented faculty.
- Strengthen training and development in instruction, research, and extension.
- Provide incentives for research and extension outputs.
- Create a career partnership program to foster employee growth.
- HR Scorecard Measures:
- 30% of full-time faculty have permanent appointments.
- 30% of faculty have undergone professional training.
- Each faculty member receives at least one planned training per semester.
- Implementation of rewards and recognition for research and extension.
- Implementation of a career partnership program.
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