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SWOT
Strategic planning technique to help choose the most appropriate action, using theSWOT technique looks at and identifies - Strengths, Weaknesses, Opportunities, Threats. Mission Statementa statement of the organization's purpose - what it wants to accomplish in the larger environment. Activities the organization wishes to pursue and direction they will take Values StatementA brief statement of what owners want from business. A concise statement of significant values, beliefs, and priorities owners want members of the organization to follow.Directs actions of employees. "what we must do together"
Vision Statementpresents a final picture of what an organization's management foresees for the organization in a distant future. Balanced scorecard A mix of performance measures oriented to the company's long-term and short-rungoals and used as a basis to granting incentive pay. It aims to balance financial and non-financial successes. Greiner's Five Phases of Organizational Growth
The ideas behind the Greiner Curve are that there will inevitably be problems, or'crises', which develop over time a the organisation grows. These crises are likely to arise between periods of smooth growth, each one of which must be successfullynegotiated if growth is to be continued.
Creativity (entrepreneurial) Direction (formal) Delegation (formation of middle managers)Coordination (potential for increased bureaucracy) Collaboration (regrouping) Halo Effect Judging a candidate as strong in many areas because he or she is strong in one area. Horn effect Judging a candidate as weak in many areas because he or she is weak in one area leniency effect tendency of raters to provide ratings that are overly generous primacy effect When the appraiser give more weight to the employees previous work cherry picking Offering higher pay Job bidding Internal recruiting method where an employee can express a preference for a position,prior to it being opened.
Theory X: If you believe that your team members dislike their work and are poorlymotivated, then, McGregor suggests you will adopt an authoritarian style of management. This style is very "hands-on" and normally involves a process ofmicromanaging people's work to ensure that the work is done correctly.
Theory Y: Still, if you think that your people pride themselves on their work and accept itas a challenge, you will more likely apply the participation management style. In this approach, the managers believe that the men can decide for themselves whether theycan do the job properly without being overseen. McGregor labeled this as Theory Y.
William Ouchi Theory Z: strong focus on well-being and providing a job for life yields increasedemployment loyalty. Trusting employees to do their job and creating a community.
Skinner Behavioral Reinforcement Theory Behavioral modifications have for intervening steps that will lead to change, positivereinforcement, negative reinforcement, punishment, and extinction ( involves no response). Engagement should start at recruitment
Fast-track programs Career development programs that involve identifying a pool of potential leaders andrapidly increasing their leadership skill development.
Coaching Focuses on one area of specific personal or professional goal Dual Career Ladder A development plan that allows for upward mobility without requiring that they beplaced in managerial positions
Situational judgement tests present realistic and hypothetical scenarios Kirkpatrick's Four Levels of Evaluation It can be used objectively to analyze the impact of training, work out how well your teammembers learned, and can improve their learning in the future.
- Reaction- ask trainees to evaluate training using checklists2. Learning- test trainees ( pre/post or just post) or test with control groups
- Behavior- observe job performance4. Results- measure changes in performance or behavior using performance test and observations
Geert Hofstede
A federal law that prohibits the knowing presentation of a false claim or the making of afalse statement or representation regarding a claim. Prohibits the selling of products that are defective this also relates to the falsification ofrecords.
Privacy Act of 1974 Limits the way that federal agencies may disclose personal informationMust allow individuals access to records concerning them, and allows individuals to amend records containing inaccurate information Must take precautionary measure to ensure security and confidentiality of sensitiveinformation
paired comparison methodRanking Employees -by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair. Uses a matrix Broadbanding Combining several salary grades or job classifications with narrow pay ranges into oneband with a wider salary spread.
- It streamlines hierarchy structure within the organization It facilitates and simplifies internal movement within the company and focuses on otheraspects of a job than pay grade, already communicated. Gives more transparency and higher trust in management The disadvantages of broadbanding Pay-grade limits mask external market rate transparency. Broadbanding leads to fewer promotions within an organization it only enables theorganizations to offer higher pay and to provide opportunities to train people without necessarily promoting them. - Broadband pay structures are insensitive to changing market conditions.
Green-circle rates Scenario when an employee pay is lower than the minimum of the range. ESOP
- employee stock ownership plan
- a defined contribution plan providing employer stock to employees based on incomeand company profits
Six Sigma A grouping of methods and tools for process improvement. Focusing on enhancingquality Six Sigma Black Belts- project leaders Six Sigma Green Belt - Employees Six Sigma Master Black Belt - a quality leader who oversees the work of Green Belts Lean Six Sigma A methodology that integrates organizational components and tools of six sigma withLean focus on waste reduction
DMAICA six sigma process: define, measure, analyze, improve and control. Used for improving existing processes DMADV A Six-Sigma process that describes the sequence of steps required to create entirelynew business processes or products to achieve improvement define measure, analyze,
Subject Matter Experts (SMEs) This is how HR demonstrates they are strategic business partners
Center of Excellence (COE) HR structural alternative set up as a standalone department to provide services withinthe area of concentration to internal clients. Traditional work of HR: payroll, benefits administration this takes away duplicatingadministrative tasks.
ROI when ever considering training programs in your head is return on investment ADDIE Model Instructional systems design framework with five steps that guide the design anddevelopment of learning programs. Analysis, Design, Development, Implementation, Evaluation scatter diagram Graph that shows degree and direction of relationship between two variables Fishbone diagramA chart that helps in organizing cause and effect Compares a number of causes suspected to be affecting the outcomeIshikawa diagram A diagram tracing complaints about quality problems back to responsible productionoperations to aid in finding the root cause; also called a cause-and-effect diagram or fishbone diagram
Pareto Chart a bar graph whose bars are drawn in decreasing order of frequency or relativefrequency
basic quality tool that helps you identify the most frequent defects, complaints, or anyother factor you can count and categorize.
Histogram A graph of vertical bars representing the frequency distribution of a set of data.Graphically depicts change from one variable Remedial Intervention Attempts to eliminate specific effects of a disability Used when the org is not creating value and or is misaligned with strategic goals Proactive Intervention Intervene before potential problems, Dare, used in Primary Prevention Used when problems have not yet occurred Resistance to Change Remember resistance can happen at any time regardless of previous success orbehavior. Resistance can stop a project - remember Jonathan!
Delphi Technique
the use of the previous employer's employees. Can make changes to a unionized org but they must negotiate through collectivebargaining public policy exception Under the public-policy exception to employment at will, an employee is wrongfullydischarged when the termination violates an explicit, well-established public policy of the state. For instance, in most states, it is not grounds for discharge when an employeefiles a workers' compensation claim after being injured on the job or refuses to engage in illegal activity at an employer's request. Sylvia's Sympathy Strike Workers unopposed to a strike themselves work to rule strike Workers deliberately slowdown production by doing only the tasks described in their job description sit-down strike boycotting work by sitting at one's desk and refusing to leave the establishmentGroupware Software that enables individuals connected by a network to form groups and collaborate on creating documents, programs, or databases. Programs thatfacilitate the ability for people to work together as groups while being located remotely from each other. Programs that allow for real-time collaboration are known assynchronous groupware. Other services that may be provided by groupware include calendar sharing, group writing, e-mail management, database sharing, and electronicmeetings where each participant can view and show information to other participants. Sometimes referred to as collaborative software, groupware is a key part of a area ofstudy called Computer-Supported Cooperative Work, or CSCW.
Predictive Analytics It draws conclusions from data and uses it to predict what will happen in the future andmap the behaviour.
Strategic Analytics Making use of data to find out why a problem is occurring and build recommendations.
Reactive Analytics Uses data to measure efficiency and comply with regulations Proactive Analytics Using data to benchmark and assist in decision-making KPI Key performance indicator - a statistical measure of how well a company is doing in aparticular area.
Bretton Woods Agreement International Financial Agreement signed shortly before the end of World War II - thatcreated World Bank and International Monetary Fund
The beginning of globalization Bretton Woods Agreement and System provided a global international currencyexchange regime in the period of the mid-1940s and early 1970s. The Bretton Woods System imposed a currency peg to the U.S. dollar that was in turn pegged to the price ofgold.
Reverse Innovation
Buying an already existing facility Greenfield operationbuilding factories and offices from scratch
Global integration strategy Globalization strategy that ensures consistency of approach, standardisation ofprocedures and a common corporate culture within the worldwide operations. Known alternatively as GI. Advantages an organisation by making economies of scale and standardising processesin an effort to improve efficiency, lower costs, and make a profit. Local Responsiveness Strategy Globalization strategy that assumes globalization requires adaptation to the local needsand permits subsidiaries to create different products, structures and systems. Known also as LR. Laissez-faireIdea that govt should play as small a role as possible in economic affairs.
Employee is responsible for taxes incurred The EU sets goals that all countries must achieve but each country may decide how toachieve these goals.
SHRM Definition of Diversity in the BoCK The qualities, life experiences, personalities, education, skills. competencies, andcollaboration of many types of people who are necessary to propel and organization to success.
reservation The principle that creates legal mandated quotas or other special considerations for aspecific group of people in the ethnic community.
International Organization for Standardization defines risks as the effects of uncertainty on objects Risk Scorecard is to find individual assessments of various risk characteristics such asfrequency, occurrence, degree of impact/loss and degree of current controls
HR can best play the role of identifying risks in the workplace by addressing the vulnerabilities of staff located at various locations. Risk management strategies are developed to either modify the likelihood of a risk occurring or alter the consequences if a riskoccurs. It is virtually impossible to eradicate risk.
If an emergency arises, changing diversity, who should drive the change?The Chief Executive Officer
Risk Management process Set the context, identify and assess, treat, monitor - monitoring should take placethroughout all stages
social audita planned and systematic assessment of an organization's movement toward the establishment of socially responsible and responsive programs a formal examination of a company's social and environmental processes one areaaudited is compliance.
Triple Bottom Line people, planet, profit Full cost accounting economic, environmental, social factors Caux Round Table a group of businesses, political leaders, and concerned interest groups that wantresponsible behavior in the global community human dignity and working for the common good
A Value Based Code of Conduct Does not list rules and regulations, rather addresses ethical dilemmas. A value-basedcode of ethics addresses a company's core value system. It may outline standards of responsible conduct as they relate to the larger public good and the environment.Value-based ethical codes may require a greater degree of self-regulation than compliance-based codes.
A key component of the compliance program is the evaluation section Employment practices liability insurance (EPLI) prevents the employee from filing a claim against the employer for an alleged violationof the worker's rights as an employee of the organization.
Title VII of the Civil Rights Act of 1964 Prohibits discrimination on the basis of sex, race, color, religion, and national origin inall facets of the employment relationship
Number of employees that must be employed to constitute coverage under the EqualEmployment Opportunity Act
15
