Bus 201 Test 3 Study Guide

Bus 201 Test 3 Study Guide - Bus 201 Test 3 Study Guide 1...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Bus 201 Test 3 Study Guide 1) Centralized organizations: most decision making authority is by upper level managements; lower level decisions must be approved by upper management first a. Ex: McDonalds practices centralization (follow precise steps of buying products, b. Ex 2: JC Penneys also practices centralization 2) Decentralized organization: decision making authority is delegated to levels of management at various points below the top; makes a company more responsive to its environment by breaking up into more manageable units (from product lines a. Exs: Welch of GE & Kellogg’s has been decentralizing (Kelloggs because tastes are constantly changing & lower level management needs more autonomy); cant be more than a one person business if you don’t let managers make their own decisions b. Typical: in firms that have complex, rapidly changing environmental conditions 3) Flat organization structure: correlated with decentralized firms; has relatively few layers of management & wide spans of control (number of ppl supervised by one manager) 4) Tall organization structure: correlated with centralized firms; info needs to pass through several layers of management; tends to cause delays in info flow; small span of control a. Ex: the US Army 5) HR Planning Process a. Job analysis: systematic analysis of jobs within an organization; knowing about job content & requirements is necessary to develop appropriate selection methods, i. Job description: outline of the duties of a job, working conditions & the ii. Job specification: description of the skills, abilities & other credentials/qualifications needed to perform the job effectively b. start of planning for the organizations future by assessing trends in the past HR usage, future organizational plans & economic trends; a good sales forecast is often the foundation for smaller organizations; simple approach just adjusts staff levels for turnovers & promotions i. can be predicted by historical ratios for types of employees, like ii. Supply: 1. internal: # & type of employees that will be in the firm at some future date 2. External: # & type of employees who will be available for hiring from the labor market at large; harder to predict; firms need to rely on outside sources such as state employment commissions, govt reports & college figures iii. Replacement charts: lists of each management position, who occupies it, how long that person will likely stay in the job & who (by name) is qualified or soon will be as a replacement; most common for management
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
planning for specific people & positions; allows time to plan developmental experiences for people identified as successors for critical
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

Page1 / 12

Bus 201 Test 3 Study Guide - Bus 201 Test 3 Study Guide 1...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online