Card Set Information
Cards for studying for 2013 NKE
Definition: Strategic HRM
The practices, policies, philosophies to achieve organizational strategy.
Should be developed with the input of sr. mgmt
Provides foundation to attract/develop/retain
HR Professionals must fill the role of...(4)
Manage employee contributions (engagement)
Proactive HRM involves...
Early strategic involvement
Long term involvement
Reactive HRM involves..
HRM as an afterthought
Definition: Human Resources Management
Management of human resources by MANAGERS within a framework established by HR
Definition: Human Capital Management
Attracting, retaining, and leveraging the skills and knowledge of the workforce
HCM is not the exclusive domain of HR - enterprise wide discipline of which HR is a key influencer
Why is strategic HRM important?
Creates a sustainable advantage by increasing strategic value of human capital
Involves all departments and integrates short term (operational) and long term (strategic) planning
Definition: Human Resources Plan
Describes the number of individuals, experience, and skills required for the organization to function properly. Should be centered on the organization's vision, mission, and values.
What are the benefits of a HRP
Plays a critical role in ensuring all HRM issues are being addressed within the org.
Creates accountabilities, resource requirements, and time frames for initiatives that HR and org are undertaking
Provides a framework for the org to achieve it's goals
Broad categories defined by a mix of KSAs
Learned mental or physical activities that can be measured in terms of performance.
Ex. Interviewing, driving, typing
Competencies are a critical lever to produce leadership within an org b/c...
They guide direction
Can be learned
Distinguish & differentiate the organization
Help integrate mgmt practices
What are the core competencies all employees should have?
Ability to cope with stress
Ability to work in teams
What competencies should all Sr. Mgmt have?
What competencies should all middle mgmt have?
Definition: Tacit Knowledge
Knowledge that is difficult to transfer to another by writing it down
Definition: Explicit knowledge
Knowledge that can be articulated and stored. Can be transmitted to others
Five core competencies that HR should have?
HR Core Competency 1: Strategic Contribution
Involvement in business decision making
Leveraging customer info to create customer focused organizations
HR Core Competency 2: Personal Credibility
Delivery results and establish track record
Effective verbal/written comm. skills
HR Core Competency 3: HR delivery
HR Core Competency 4: Business Knowledge
Must understand organization and industry to become key players and use that knowledge to make strategic contributions
HR Core Competency 5: HRM Technology
To free up time for less administrative tasks and deliver services to employees
HRM comprises of four elements; each focused on reaching integration with business strategy. These are:
The use of planning
A coherent approach to the design and management of personnel systems based on policy/strategy & philosophy
Matching HRM activities & policies to an explicit business strategy
Seeing employees as a strategic resource for achievement competitive advantage
What are four HR programs designed with long-term strategic planning in mind?
Definition: Talent Management
Attract, select, develop careers, manage performance, retain talent, and manage succession
Definition: Leadership development
Assess, coach, and develop leaders & teams
Definition: Organizational Performance
Assess, execute strategy, and manage change
Definition: Succession Planning
Build career ladders for future leaders
Definition: Vertical Linkage
How individual performance and behaviour is translated to impact the organization
Consistency and complementary relationship between people, competencies, strategy, and performance
Definition: Horizontal Linkage
How processes and practices ensure cohesion amongst employees
Creation of an environment and culture that is conducive success
Definition: Temporal Linkage
Maintaining a long-term strategic perspective
Focus on broader issues regarding the direction of the org.
On a short-term basis organizations need to:
Set objectives that are linked to business strategy
Create performance metrics
Reward performance that is aligned with goals
Provide short-term training to support delivery of goals
For a long-term perspective organizations need to:
Develop a leadership team capable of delivery the strategy of the next decade
Transform the basic skills and aspirations of the workforce to prepare for long-term
Create an organizational structure and value set that will underpin long-term success