[MHR 523] - Final Exam Guide - Comprehensive Notes fot the exam (48 pages long!)
30 Mar 2017
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Document Summary
The human resources movement: concern for people and productivity. Phase 3: a direct result of government legislation passed during the 1960s to the 1980s, technological advances resulted in outsourcing much of the operational hr activities. Phase 4: the current phase, where the role of hr departments has evolved to that of helping their organization achieve its strategic objectives. Credible activist: a core hr competency is that of being both credible (respected, listened to, trusted) and active (takes a position, challenges assumptions) Culture and change steward: the ability to appreciate, help shape, and articulate an organization"s corporate culture includes understanding, guiding, and reacting to both. Talent manager and organizational designer: plays a role in lowering labour costs, internal and external stakeholder expectations particularly in the service sector. Strategy architect: integrates internal stakeholder and external stakeholder expectations. Operational executer: expected to be change agents who lead the organization and its employees through organizational change. Business ally: plays a role in environmental scanning.
