CHRL Exam with 100% Verified Answers

Human Resources Management - the management of HR from managers within a framework that is established by HR Human Capital Management - the strategy of attracting, retaining, and leveraging the skills and knowledge of the workforce SWOT Analysis - strengths, weaknesses, opportunities, threats Strategic human resources management - The pattern of human resources deployments and activities that enable an organization to achieve its strategic goals What is the difference between operational effectiveness and strategic planning? - Operational effectiveness concentrates on performing similar activities better than rivals. In contrast, strategic planning beings performing different activities than rivals or performing similar activities differently. Another way to think about these two concepts is that operational effectiveness focuses on short-term activities. While strategic planning focuses on the future. Human Resources Planning - The process of anticipating and making allowances for the movement of people into, within, and out of an organization. What is environmental scanning? - Determining what is happening in the external environment in these areas: economic factors, technological changes, political issues, social and cultural concerns (changes of values in society), and demographic trends Labour Market Analysis - The study of a firm's labour market to evaluate the present or future availability of different types of workers What are the three elements to creating an HR Plan? - Forecasting demand, performing supply analysis, and balancing supply and demand What are some solutions to surplus? - re-assignments to other areas where there are shortages; job sharing; reduction in hours; temporary layoffs; unpaid loas; early retirement packages What are some solutions to a deficit? - Work redesign; new recruitment initiatives; internal promotions, temporary re-assignments to fill the gap; outsourcing; offering overtime Skills inventories - provides educational information, employee's skills and abilities, and historical data on salaries and jobs in a company. These allow HR to search through the current employee base quickly and determine if there are any internal supply for the organization's job vacancies. Skills - the mental or physical activities that can be measured in terms of performance. Examples include typing, driving, and interviewing Competency - broad categories that are defined by an integrative mix of knowledge, skills, and abilities. Examples include influencing others, problem-solving, and strategic thinking Management inventories - same as a skills inventories but for managers specifically Replacement Charts - Listings of current jobholders and people who are potential replacements if an opening occurs (e.g. A1 could mean ready immediately and great performance)