D351 - Functions in Human Resources
Study online at https://quizlet.com/_d7u8yw
Explain why relationship building and en- The people within an organization are
gagement are important in both human one of the primary means of creating a
resource management and your person- competitive advantage for the organiza-
al life. tion.
Identify the difference between the tradi- HR is transforming from clerical sup-
tional view of human resource manage- port to a strategic business partner that
ment (HRM) and the present view. makes data-driven decisions.
Upskilling the workforce to manage the
Identify the major challenges that HR
AI revolution and extracting value from
managers face in a modern organization
big data
Four critical dependent variables that
productivity, employee engagement,
managers must control in order to com-
turnover, and absenteeism
pete in a modern organization:
technical, interpersonal, conceptual and
Four major HRM skill sets:
design, business
legal considerations, labor cost controls,
leadership & motivation, training & de-
Line manager's six HRM responsibilities:
velopment, appraisal & promotion, and
employee safety & security
legal, staffing, training and development,
Eight major HRM discipline areas: employee relations, compensation and
benefits, safety, ethics, and analytics
On the first level are the items that are
absolutely critical to the organization.
The second level encompasses those
things that are required to identify the
kinds of jobs that must be filled and then
Explain the five parts of the practitioner's to recruit and select the right types of
model for HRM people.
As we get into the third tier, we concern
ourselves with management of the hu-
man resources.
In the fourth tier, we look at how to reward
,D351 - Functions in Human Resources
Study online at https://quizlet.com/_d7u8yw
and maintain employees.
Finally, in the top tier, minimize unneces-
sary turnover and dissatisfaction.
The analytical and quantitative skills—in-
cluding in-depth knowledge of how the
business works and its budgeting and
business skills strategic-planning processes—that are
necessary for a manager to understand
and contribute to the profitability of the
organization
The ability to evaluate a situation, identify
alternatives, select a reasonable alterna-
conceptual and design skills
tive, and make a decision to implement a
solution to a problem
A division or department that brings in
no revenue or profit for the organiza-
cost center
tion—running this function only costs the
organization money
A function of getting the job done when-
effectiveness
ever and however it must be done
A function of how many organizational
efficiency resources were used in getting the job
done
A combination of job satisfaction, abili-
ty, and a willingness to perform for the
employee engagement
organization at a high level and over an
extended period of time
Employee engagement as well as the to-
tality of other interactions between the in-
employee experience dividual and their workplace and whether
those interactions are positive or nega-
tive overall
human resources (hr) The people within an organization
The ability to understand, communi-
cate, and work well with individuals and
, D351 - Functions in Human Resources
Study online at https://quizlet.com/_d7u8yw
groups through developing effective rela-
interpersonal skills
tionships
Workers who "use their head more than
their hands" and who gather and inter-
knowledge workers
pret information to improve a product or
process for their organizations
The individuals who create, manage, and
maintain the people and organizational
line managers
processes that create whatever it is that
the business sells
The amount of output that an organiza-
tion gets per unit of input, with human
productivity
input usually expressed in terms of units
of time
A revenue center that enhances the prof-
itability of the organization through en-
Productivity Center
hancing the productivity of the people
within the organization
Divisions or departments that generate
Revenue Centers
monetary returns for the organization
Individuals who advise line managers in
staff managers
some field of expertise
an advantage that cannot be copied by
sustainable competitive advantage
the competition
The ability to use methods and tech-
technical skill
niques to perform a task
Customers, competition, suppliers, labor
Identify the major components of the ex-
force, shareholders, society, technology,
ternal environment.
economy, and government
(1) cost leadership (2) differentiation (3)
The three types of strategy are:
focus or niche
(1) the five-force analysis to determine
the external competitive situations, an-
alyzing the rivalry among competitors,
threat of substitute products or services,
, D351 - Functions in Human Resources
Study online at https://quizlet.com/_d7u8yw
potential new entrants, power of suppli-
ers, and power of buyers, and (2) the
The two methods of strategic analysis
SWOT analysis to analyze the internal
are:
environment of strengths, weaknesses,
opportunities, and threats.
To + action verb, + singular, specific,
The writing objective model is:
measurable result + target date.
Major components of organizational
complexity, formalization, centralization
structure
Because organizational culture is based
Discuss how organizational culture af- at least partly on assumptions, values,
fects the members of the organization. and beliefs, the culture can control how
people act within its boundaries.
Identify areas of HRM where data analyt- We can directly translate historical pat-
ics and other HR technologies can have terns that we find into improved decision
an effect on organizational success. making and performance.
interacting database systems that aim to
Describe human resource management generate and deliver HR information and
systems (HRMS) allow us to automate some HRM func-
tions.
Identify the common measurement tools economic value added (EVA) and return
for strategic HRM on investment (ROI)
Managers and executives will need to
foster a culture where individuals can
Discuss the role of culture, technology, adapt to workplace changes driven by
and globalization in HRM technology and globalization. They may
do this through increased use of people
analytics and strategic decision making.
Degree to which decision making is con-
centralization
centrated within the organization
Degree to which three types of differenti-
complexity
ation exist within the organization
the process of using data and analytical
data analytics systems to arrive at optimal decisions,
including statistical analyses of data
Economic Value Added (EVA)
Study online at https://quizlet.com/_d7u8yw
Explain why relationship building and en- The people within an organization are
gagement are important in both human one of the primary means of creating a
resource management and your person- competitive advantage for the organiza-
al life. tion.
Identify the difference between the tradi- HR is transforming from clerical sup-
tional view of human resource manage- port to a strategic business partner that
ment (HRM) and the present view. makes data-driven decisions.
Upskilling the workforce to manage the
Identify the major challenges that HR
AI revolution and extracting value from
managers face in a modern organization
big data
Four critical dependent variables that
productivity, employee engagement,
managers must control in order to com-
turnover, and absenteeism
pete in a modern organization:
technical, interpersonal, conceptual and
Four major HRM skill sets:
design, business
legal considerations, labor cost controls,
leadership & motivation, training & de-
Line manager's six HRM responsibilities:
velopment, appraisal & promotion, and
employee safety & security
legal, staffing, training and development,
Eight major HRM discipline areas: employee relations, compensation and
benefits, safety, ethics, and analytics
On the first level are the items that are
absolutely critical to the organization.
The second level encompasses those
things that are required to identify the
kinds of jobs that must be filled and then
Explain the five parts of the practitioner's to recruit and select the right types of
model for HRM people.
As we get into the third tier, we concern
ourselves with management of the hu-
man resources.
In the fourth tier, we look at how to reward
,D351 - Functions in Human Resources
Study online at https://quizlet.com/_d7u8yw
and maintain employees.
Finally, in the top tier, minimize unneces-
sary turnover and dissatisfaction.
The analytical and quantitative skills—in-
cluding in-depth knowledge of how the
business works and its budgeting and
business skills strategic-planning processes—that are
necessary for a manager to understand
and contribute to the profitability of the
organization
The ability to evaluate a situation, identify
alternatives, select a reasonable alterna-
conceptual and design skills
tive, and make a decision to implement a
solution to a problem
A division or department that brings in
no revenue or profit for the organiza-
cost center
tion—running this function only costs the
organization money
A function of getting the job done when-
effectiveness
ever and however it must be done
A function of how many organizational
efficiency resources were used in getting the job
done
A combination of job satisfaction, abili-
ty, and a willingness to perform for the
employee engagement
organization at a high level and over an
extended period of time
Employee engagement as well as the to-
tality of other interactions between the in-
employee experience dividual and their workplace and whether
those interactions are positive or nega-
tive overall
human resources (hr) The people within an organization
The ability to understand, communi-
cate, and work well with individuals and
, D351 - Functions in Human Resources
Study online at https://quizlet.com/_d7u8yw
groups through developing effective rela-
interpersonal skills
tionships
Workers who "use their head more than
their hands" and who gather and inter-
knowledge workers
pret information to improve a product or
process for their organizations
The individuals who create, manage, and
maintain the people and organizational
line managers
processes that create whatever it is that
the business sells
The amount of output that an organiza-
tion gets per unit of input, with human
productivity
input usually expressed in terms of units
of time
A revenue center that enhances the prof-
itability of the organization through en-
Productivity Center
hancing the productivity of the people
within the organization
Divisions or departments that generate
Revenue Centers
monetary returns for the organization
Individuals who advise line managers in
staff managers
some field of expertise
an advantage that cannot be copied by
sustainable competitive advantage
the competition
The ability to use methods and tech-
technical skill
niques to perform a task
Customers, competition, suppliers, labor
Identify the major components of the ex-
force, shareholders, society, technology,
ternal environment.
economy, and government
(1) cost leadership (2) differentiation (3)
The three types of strategy are:
focus or niche
(1) the five-force analysis to determine
the external competitive situations, an-
alyzing the rivalry among competitors,
threat of substitute products or services,
, D351 - Functions in Human Resources
Study online at https://quizlet.com/_d7u8yw
potential new entrants, power of suppli-
ers, and power of buyers, and (2) the
The two methods of strategic analysis
SWOT analysis to analyze the internal
are:
environment of strengths, weaknesses,
opportunities, and threats.
To + action verb, + singular, specific,
The writing objective model is:
measurable result + target date.
Major components of organizational
complexity, formalization, centralization
structure
Because organizational culture is based
Discuss how organizational culture af- at least partly on assumptions, values,
fects the members of the organization. and beliefs, the culture can control how
people act within its boundaries.
Identify areas of HRM where data analyt- We can directly translate historical pat-
ics and other HR technologies can have terns that we find into improved decision
an effect on organizational success. making and performance.
interacting database systems that aim to
Describe human resource management generate and deliver HR information and
systems (HRMS) allow us to automate some HRM func-
tions.
Identify the common measurement tools economic value added (EVA) and return
for strategic HRM on investment (ROI)
Managers and executives will need to
foster a culture where individuals can
Discuss the role of culture, technology, adapt to workplace changes driven by
and globalization in HRM technology and globalization. They may
do this through increased use of people
analytics and strategic decision making.
Degree to which decision making is con-
centralization
centrated within the organization
Degree to which three types of differenti-
complexity
ation exist within the organization
the process of using data and analytical
data analytics systems to arrive at optimal decisions,
including statistical analyses of data
Economic Value Added (EVA)
