Z440 HR chapter 3 and 4

is the company's overall plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage.

• corporate level- identifies the portfolio of businesses that , in total, comprise the company and how these business relate to each other.
• cost leadership-means become the lowest cost leader in a industry (competitive strategy)
• geographic expansion- the company grows by entering new territorial markets, for instance, by taking the business abroad.

a process of assigning financial and nonfinacial goals or metrics to the human resources management related chain of activities required for achieving the company's strategic aims and for monitoring results (show HR value and if they are meeting there goals)

the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it (job analysis produce information for writing a job description )

• Work activities-
• Human behavior-
• Machines,tools ,equipment and other work aids-
• Performance standards-
• job context-
• Human requirements-

a list of a job's duties , responsibilities , reporting relationships, working conditions, and supervisory responsibilities

systematically moving workers from one job to another

redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition

• 1. Make the job analysis a joint effort by human resources manager, the worker, and the worker's supervisor
• 2. Make sure questions and the process are both clear to the employee
• 3. Use several job analysis methods

• specific
• measureable
• attainable
• relevant
• timely

is a personnel management technique where managers and employees work together to set, record and monitor goals for a specific period of time

are observable and measurable human characteristics that make performance possible. to determine what a job's required competencies are ask " IN order to do this job competently, what should the employee be able to do" (competencies are skills)

A strategic planning tool that shows the "big picture" of how each department's performance contributes to achieving the company's overall strategic goals.

seeing the best practice and cam pairing them against your own

present the manager with desktop graphs and charts , and so computerized pictures of where company stands on all those metrics from the hr scorecard

where a company currently stands and determine what it has to accomplish to improve it HR functions

A set of human resource management polices and practices that promote organization effectiveness. they perform better then those without