WGU C232: Introduction to Human Resource

WGU C232: Introduction to Human Resource

Management-ALL Leave the first rating Terms in this set (189) Save Managerial Estimates - Judgmental Forecasting The most common method of estimating HR demand. These are typically made by top management (a top-down approach).Multiple Linear Regression - Statistical Forecasting An extension of simple linear regression analysis.However, instead of relating employment to just one variable, multiple variables are used.Nominal Grouping Technique - Judgmental Forecasting A group process involving problem identification, solution generation, and decision-making.Redundancy PlanningHR planning associated with the process of laying off employees who are no longer needed.Replacement PlanningThis type of planning uses charts that show the names of the current occupants of positions in the organization and the names of likely replacements.

Simple Linear Regression - Statistical Forecasting A projection of future demand is based on a past relationship between the organization's employment level and a variable related to employment, such as sales and shows how these measures are connected.Succession PlanningThis type of planning tends to be long-term, developmental, and flexible. Although this type of planning is widely practiced, many employers who use it tend to emphasize characteristics of the managers and downplay characteristics of the positions to which the managers may eventually be promoted.Deontological TheoriesThese theories of ethics evaluate the rightness or wrongness of an action based on how well that action conforms to some rule or principle, regardless of the consequences.External EnvironmentThe factors that organizations and their managers have no control over, such as legislation, changes in technology, competition, and so on.HROften referring to the department charged with overseeing an organization's personnel or human resources.Human Resource Management (HRM) Is responsible for the recruitment, selection, training, and motivation of the organization's employees and is therefore concerned with the fundamental task of defining and analyzing jobs in organizations.

Internal EnvironmentFactors that organizations control as they interact in the global marketplace, such as culture, product development, and strategy.Quality of Work LifeThe quality of life experienced by employees in their work environments.SWOT AnalysisAn acronym for strengths, weaknesses, opportunities, and threats. This analysis provides the firm actionable direction for competing in the marketplace.StrategyThe plan an organization has to compete in a marketplace. A strategy can consist of products and services, employees, and the organization's goals, among other things.StrengthsA company's core competencies, abilities, and capacities that give it an advantage when meeting the needs of target customers.TechnologyThe equipment and knowledge used to produce goods and services. The exact meaning varies widely among industries and fields.ThreatsConditions, trends, or barriers in the external environment that hinder firm performance.Utilitarian TheoriesA theory of ethics that evaluates the rightness or wrongness of an action based on the consequences of that action.

Define internal factors impacting business strategies.

Internal business strategies are:

• company strategy & culture
• company structure
• company size
• top management
• company HR perceptions
• internal technology available

Define external factors impacting business strategies.

• changing technology
• economy
• competition
• Globalization
• Legislation

Peer AppraisalPerformance Assessment of an employee's performance or future success by his or her work colleagues. Often considered an effective tool when teamwork and participation are part of the organizational culture.List the Administrative use of Performance Appraisals (PA)/Evaluations.

• Salary in-/de-creases
• Demotions
• Layoff
• Promotions/transfers
• Terminations

List the Development use of Performance Appraisals (PA)/Evaluations.

• Identify training needs
• Motivate employee improvement
• Provide feedback
• Counsel employees
• Spot performance deficiencies
• Identify/Acknowledge strengths