BES 3145 Prelims

service learning

giving back to the communities

competitiveness

• an organization’s ability to maintain and gain market share in its industry.

• what you have that others do not have.

industry

any department or branch of occupation or business especially one which employs much labor and capital

business model

• story of how the organization will create value for customers and, more importantly, how it will do so profitably.

• harmonizes all unites in one unified goal and direction.

• these are things that worked, did not work, or are seen to work.

strategy

• overall plans or approaches that guide an organization to achieve long-term goals.

• big picture thinking and decision making

tactics

specific actions implemented to actualize and support the overall strategy; short term

strategy formulation

the process of deciding on a strategic direction by defining an organization’s mission, vision, core values, and goals, its external opportunities and threats, and its internal strengths and weaknesses.

efficiency

doing things in the best possible way using the least amount of resources

effectiveness

achieving the desired outcome or goal with no care of the resources used

vision statement

• desired future state or outcome

• always has a time element

mission statement

• an organization’s purpose or reason for being

• the means for attaining the vision

strengths

characteristics of a business which give it advantages over its competitors

weaknesses

characteristics of a business which make it disadvantageous relative to competitors

opportunities

elements in a company’s external environment that allow it to formulate and implement strategies to increase profitability

threats

elements in the external environment that could endanger the integrity and profitability of the business

strategic choice

the ways an organization will attempt to fulfill its mission and achieve its long-term goals

strategic implementation

the process of devising structures and allocating resources to enact the strategy an organization has chosen

employer

meaning of ER

employee

meaning of EE

four-fold test doctrine

SPaDisCo

• Selection and engagement of ee

• PAyment of wages

• power of DISmissal/disciplinary actions

• power to COntrol the ee

right-of-control test

initially found application in the case of viaña vs. al-lagadan and piga

economic reality test

• sevilla v. court of appeals

• totality of economic circumstances of the worker

• considers whether the worker is economically dependent on the employer or is in business for themselves

two-tiered test

assesses the level of control the employer has over the means AND methods of the worker and examines the economic realities of the relationship

human resources management

the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them

strategic human resources management

• art and science of effectively acquiring, motivating, and developing people in their roles while considering their skills, goals, and the organization's vision and resources

• aims to align individual and organizational objectives for optimal achievement

hr planning

• forecasting arm

• helps ensure the right people with the right skills are in the right positions at the right time

recruitment/selection

• onboarding arm

• finding and hiring suitable candidates for job openings and integrating them into the organization

performance management

• diagnostic arm

• evaluating and improving employee performance through feedback, goal setting, and coaching

learning and development

• educational arm

• providing opportunities for employees to acquire new skills and knowledge to enhance their performance and career advancement

compensation and benefits

• rewards/recognition arm

• recognizes and rewards employee contributions, enhances job satisfaction, and helps the organization remain competitive in the labor market

labor and employee relations

• discipline/wellness arm

• managing relationships between employees and the organization, including handling conflicts, grievances, and promoting employee well-being

communications management

• information arm

• facilitating effective communication within the organization to ensure clarity, transparency, and alignment of goals and expectations

organizational development

• change management arm

• implementing planned changes to improve organizational effectiveness, such as restructuring, mergers, or culture change initiatives

strategic planner

• management of strategic human resources

• executing strategy

• aligning hr and business strategy: organizational diagnosis

administrative expert

• management of firm instructure

• building an efficient infrastructure

• reengineering organization process: shared services

employee champion

• management of employee contribution

• increase employee commitment and capability

• listening and responding to employees: providing resources

change agent

• management of transformation and change

• creating a renewed organization

• managing transformation and change: ensuring capacity for change

small-scale organizations

• hr manager is a true generalist; covers all areas of hr management

• gets support from consulting firms

medium-scale organizations

hrm justifies the hiring of specialists

large-scale organizations

• hr director has a unit manager reporting to them

• functions are handled by units or sections

staffing

involves the entire hiring process from posting a job to negotiating a salary package

development of workplace policies

ensures fairness, order, and continuity within the organization

rewards administration

considers the need to determine that compensation is fair, meets industry standards, and is high enough to entice people to work for the organization

employee retention

involves keeping and motivating employees to stay with the organization

talent development

considers the need to make sure employees are not only trained to do the job but also continue to grow and develop new skills in their work

dealing with employment laws

the legal environment of SHRM is always changing, so SHRM must always be aware of changes taking place and then communicate those changes to the entire management organization

worker protection

safety is a major consideration in all organizations

onshoring

the practice of transferring a business operation that was moved overseas back to the country from which it was originally relocated

nearshoring

the practice of transferring a business operation to a nearby country, especially in preference to a more distant one

offshoring

the practice of basing some of a company’s processes or services overseas, so as to take advantage of lower costs

value proposition

an innovation, service, or feature intended to make a company or product attractive to customers/clients