{[ promptMessage ]}

Bookmark it

{[ promptMessage ]}


Study+Guide+1-5 - Study Guide for Midterm I Introduction to...

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

View Full Document Right Arrow Icon
Study Guide for Midterm I Introduction to HR Management Professor Bill Castellano General: The first midterm examination will consist of 50 multiple-choice questions. You will have the entire class period to complete the examination. Each question is worth two points. The equivalent letter grade will be calculated as described in the syllabus. Questions will cover the book and lectures, class discussions, exercises, etc. I will try to make sure questions are not “tricky” by depending on semantics or other wording issues, and you will not need to know whether a particular law was passed, say in 1937 or 1938. There are a number of “key terms” at the end of each chapter that are worth knowing. Do not focus just on the definition of the word but think about why it matters. The first key term in Chapter 1, for example, is “alignment.” A dictionary definition of this term is pretty irrelevant. What is important is knowing why it matters. In this situation we care about alignment because it suggests that our HR policies and practices be aligned with the external environment because that allows us to get the kind of employees we need to pursue our business strategy, not run afoul of various laws, and so forth. The term also suggests our HR policies and practices need to be internally consistent, so we don’t try to hire the very best people in an area (for example) while paying below market. Chapter 1. Managing Employees for Competitive Advantage . This is the overview chapter. Some key points: Why do organizations care about HR? Is HR just a department or do HR responsibilities extend to other employees? Can managing HR correctly provide competitive advantage? How? The model on page 7 (Framework for the Strategic Management of Employees) is particularly important. You should know the key HR challenges and the primary HR activities. How do HR practices and policies meet organizational demands? What are the major strategies organizations follow? Two primary strategies are low-cost vs. differentiation. Differentiation can be through customized products or services, quality, speed of delivery, etc. How does strategy impact the kinds of people needed? How does this impact HR? What are the major environmental influences on the organization?
Background image of page 1

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

View Full Document Right Arrow Icon
What is an organizational culture? How does it impact HR policies and practices?
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.

{[ snackBarMessage ]}