Study Guides (238,295)
Canada (115,061)
York University (9,811)
ADMS 2400 (95)

Exam Prep. CH1 - CH6.doc

12 Pages
Unlock Document

York University
Administrative Studies
ADMS 2400
Paul Fairlie

ADMS 2600 – HR MGMT 1 Ch 1,2, 4-7 - NO CH 3 Ch 1. Knowledge workers: workers whose responsibilities extend beyond the physical execution of work to include planning decision-making and problem-solving. Human resources information system HR I S: A computerized system that provides current and accurate data for purposes of control and decision-making. HR I S has become a potent weapon for lowering administrative costs, increasing productivity, speeding up response time and improving decision-making and services to managers and employees. The most obvious impact has been operational such as automating routine activities, alleviating administrative burdens, reducing costs and improving productivity internal to the HR function itself. Reactive change: change that occurs after external forces have already affected performance. For example Steve Jobs stepped in and saved Apple amid crisis. Proactive change: change initiated to take advantage of targeted opportunities. Change initiated by managers to take advantage of target take opportunities especially in fast-changing industries in which followers are not successful. Human capital: describes economic value of employees knowledge skills and capabilities. Total quality management TQM. A set of principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement. Developed in the mid 1940s by Dr. W Edwards Deming after studying Japanese companies regarding following world war two. TQM revolution in North America began in the mid 1980s led by companies such as Motorola, xerox and Ford. Six Sigma: the process used to translate customer needs into a set of optimal tasks that are performed in concert with one another. Motorola GE Dow chemical and Honeywell have adopted a more systematic approach to In true six Sigma environment radiation from standard is reduced to only 3.4 defects per million quality called six Sigma which includes major changes in management philosophy and HR programs. It catches mistakes before they happen. HR programs are so essential to programs such as six Sigma is that they help balance two opposing forces. Like human resources information system TQM has helped HR departments progress from a focus on functional activities to strategic planning. Reengineering fundamental rethinking and radical redesign of business processes to achieve dramatic improvements and cost quality service and speed. It requires managers to start over from scratch in rethinking how work should be done, how technology and people should interact and how entire organizations ADMS 2600 – HR MGMT 2 should be structured. Downsizing is the plant elimination of jobs for example when LL Bean saw that sales had fallen the company undertook a number of efforts to identify what it's called smart cost reductions. Downsizing is no longer seen as a short-term fix when times are tough it has now become a tool continually used by companies to adjust to changes in technology globalization and the firms business direction. Outsourcing simply means hiring someone outside the company to perform business processes that could be done within a firm. Companies hire accounting firms to take care of financial services, advertising firms to handle promotions, software firms to develop data processing system and law firms to handle legal issues. Offshore he also called global sort sourcing involves shifting work to overseas locations on this half of 500 senior finance and HR leaders surveyed saw their firms are either off shoring or are considering off shoring in the next three years, according to a study by Hewitt Associates. As an alternative to downsizing outsourcing and off shoring many companies especially small ones have decided to sign employee leasing agreements with professional employer organization's PEOs. Employee leasing means the process of dismissing employees who are then hired by a leasing company which handles all HR related activities and contracting with that company to leaseback employees. Managing diversity being aware of characteristics, team please one also managing employees as individuals managing diversity means being a cutie aware of characteristics common to employees while also managing his employees as individuals it means not just tolerating or accommodating all source of differences but supporting, nurturing and utilizing these defenses to the organization's advantage. Business mastery in this requires an understanding of its economic and financial capabilities so that they can become a key member of the team of business managers in order to develop the firm strategic direction. it also requires that HR professionals develop skills at external relations books on their customers. H our mastery HR professionals are the organizations this behavioral science experts.HR professionals should develop expert knowledge in the areas of staffing, development, appraisals, voice, team buildings, and communication. Change mastery.HR professionals have to be able to manage change process so that their friends is HR activities are effectively marched with the business needs to their organizations. this involves interpersonal and problem solving skills, as well as innovativeness and creativity. ADMS 2600 – HR MGMT 3 Personal credibility: like other management professionals, HR professionals must establish personal credibility in the eyes of the internal and external customers. CH2. Chapter 2: strategic planning: procedures for making decisions about the organization's long-term goals and strict strategies. The plans especially focus on how the organization will position itself to its competitors in order to ensure its long-term survival, create value, and grow. Human resources planning HRP: the process of anticipating and providing for the movement of people into, within, and out of an organization. Strategic human resources Management SHRM: The pattern of human resources department and activities that enable an organization to achieve its strategic goals. Mission: the basic purpose of the organization as well as its scope of operations. Strategic vision: a statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and it's true strategic intent. Linking strategic planning and human resources: mission, vision, and values - external analysis - internal analysis - strategy formulation - strategy implementation - evaluation.
More Less

Related notes for ADMS 2400

Log In


Don't have an account?

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.