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HR StrategicPlanning

People

QuestionAnswer
Define deliberate strategy. carefully spelled out plan for future actions
Define emergent strategy. a predictable pattern of decisions using mission, vision, and values to respond to external conditions
What are the four tasks of deliberate strategic planning? Formulation, development, implementation, and evaluation
Describe the formulation task of strategic planning. Leaders gather and analyze internal and external information to determine the organization's current position and capabilities, opportunities, and constraints.
Describe the development task of strategic planning. Developing goals and tactics that will optimize success within the current environment, opportunities, and constraints.
Describe the implementation task of strategic planning. The process of managing the strategy, including clear communication of objectives to teams, coordination and support of their efforts, and control of resources.
Describe the evaluation task of strategic planning. Analyzing the results continually and at regular intervals to determine the effectiveness of the strategy and the need for change or improvement.
What are the critical success factors that relate directly to HR competency and responsibility? Alignment of Effort, Control of Drift, and Focus on Core Competencies
How is Alignment of Effort critical to success? Strategic alignment is needed to keep focus on a defined mission and goals. HR helps move the organization toward its goals. HR is attentive to the logic behind the original plan and the value of the original goal.
How is Control of Drift critical to success? If the organization neglects to be responsive to the need to adjust and change, it will fail. HR can help develop leaders with vision and courage, and HR can embody these values.
What is Strategic Drift? Strategic drift is a phenomenon in which an organization fails to recognize and respond to changes in its environment that necessitate strategic change. It is often caused by a culture too rooted in the past.
How is Focus on Core Competencies critical to success? Core competencies are an organization's special characteristics that competitors find hard to imitate. Vision can be one of these
How are HR leaders equipped to create value? HR leaders' unique cross-functional perspective of the workforce equips them to create value by consulting and advising on performance, organizational, and global culture gaps and ways to bridge them.
What is the key value that global HR contributes to the value chain? The quality and availability of pivotal talent pools.
What are pivotal talent pools? Pivotal talent pools are those employees whose skills are critical to the organization's strategy.
How does HR protect value? HR protects value when it manages labor supply to support optimal productivity.
How does HR enhance value? HR enhances value through its leader and performance development processes.
How can HR add value? HR can add value when it acquires strategically important new areas of talent.
Who are HR strategists' customers? HR customers are senior management, board of directors, functional leaders, employees, suppliers, communities, institutions, and government agencies.
What do senior management customers need from HR? Senior management needs HR data on workforce abilities and costs, HR expertise in identifying and managing risks and acquiring/retaining talent, managing relations with unions, suppliers, etc., and aligning workforce size and skills.
What do boards of directors need from HR? Boards of Directors rely on HR to attract senior management talent, support succession plans, develop competitive and compliant compensation plans, and support the ethical environment and governance system.
What do functional leaders need from HR? Functional leaders rely on HR for support in staffing, development, and employee relations.
What do employees need from HR? Employees rely on HR for compensation and benefits, a safe and healthful workplace, opportunities for career development, support for workplace issues, work flexibility, support for diversity, opportunities to affect society and the environment, etc.
Who are suppliers that work with HR? short- and long-term staffing suppliers, vendors providing or managing benefits or internal functions like IT support
What does HR offer to communities and schools? HR develops and maintains relationships with the community, such as schools that develop future talent and workers, or partners in corporate social responsibility programs.
How does HR relate to government agencies? HR monitors the expectations of government agencies and fulfills its legal and regulator obligations
How is organizational culture connected with the topic of strategy? Culture should be seen as a lever to enhance strategy. A strong culture can eliminate the need for strategic planning. Culture shouldn't affect a strategy choice. Strategy should be planned first, then steps can be taken to create a supportive culture.
Which is an HR strategic task? Working with senior and line managers to forecast workforce needs for the strategic planning period. Securing off-site backup and storage of employee transactions and records. Developing a system to track the number of people leaving the organization. Creating a training program for conducting safe and legal terminations.
One of HR's strategic abilities is an awareness of external factors that can affect the organization and HR's job. Which task reflects this ability? Gathering information about technologies that could increase HR productivity. Conducting annual employee surveys. Creating alignment between the HR and organizational strategies. Networking with leaders of other functions to build consultative relationships.
HR director asks senior staff to discuss ways to develop the talent pool necessary to support the organization's new strategic direction. Many managers support providing a strategy summary to major search firms under contract. How should director respond? Encourage the group to analyze the issue and identify novel responses. Acknowledge the suggestion in the meeting, but ignore it. Delegate the task of communicating with the search firms to this group. Explain to the group in detail hwy this would be a bad response.
Created by: edenmj