HRM 1 Chapter 4
HRM & OB 1 Module from FHNW Chapter 4. Key Terminology and exam like questions.
HRM & OB 1 Module from FHNW Chapter 4. Key Terminology and exam like questions.
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What is Strategic Planning?
A top-management process to define organizational goals and how to achieve them by aligning internal strengths with external opportunities.
What is Strategic HRM?
Aligning HR practices and policies with long-term organizational goals to ensure workforce readiness and competitiveness.
What is Strategic Planning Process?
Consists of mission definition, environment analysis, goal setting, and developing implementation strategies.
What is a Mission Statement?
Describes the organization’s purpose, values, and target direction.
What is the SWOT Analysis?
Tool used to assess internal (Strengths, Weaknesses) and external (Opportunities, Threats) conditions.
What is Human Resource Planning (HRP)?
Matching internal and external supply of people with anticipated job openings in a specific timeframe.
What is Quantitive Forecasting?
Estimating future workforce needs in terms of headcount and working time.
What is Qualitative Forecasting?
Determining the types of competencies and behaviors needed for future roles.
What is the Zero-Based Forecast?
Starts from zero and builds the workforce plan based on actual, current needs rather than historical data.
What is the Bottom-Up Forecast?
Forecasts made by lower-level managers, aggregated upwards.
What is the Availability Forecast?
Estimates whether required employees can be sourced internally or externally.
What is Succession Planning?
Identifying and developing internal talent to fill key leadership positions in the future.
What is a job Analysis?
Systematic process to determine required skills, tasks, and responsibilities of a job.
What is a Job Description?
Document outlining job tasks, responsibilities, and scope.
What is a Job Specification?
Document listing the qualifications, skills, and traits required to perform a job.
What is a Job Profile?
Combined document including both job description and job specification.
The HR planning method that starts from a clean slate and assesses needs from scratch is the:
The forecasting method where individual departments submit their personnel needs upward is called:
A company’s core purpose and direction is outlined in its:
Estimating the number and skills of people the organization will need in the future is called:
The analysis that evaluates internal strengths and external market threats is known as a:
What is the main purpose of succession planning?
What should a company develop before doing a job analysis?
Which statements about job analysis are correct?
Which are true regarding HR planning and forecasting?
A company is preparing for the retirement of 3 senior leaders. What tool is most relevant?
Succession Planning
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