Advanced Hrm Exam 1
MGT 4533: Advanced HRM Study Guide Exam 1
Strategic HR 1. How has HR’s role in the organization evolved from the 1980’s to the present? * HR PAST: * HR is reactive * HR not part of the leadership team * HR responds to the leadership team’s business strategies * Find and hire the best employees * HR responds to employee needs in order to attract and retain talent * HR is administrative * HR takes care of people “problems” * Compliance police * HR PRESENT: * Best HR professionals think like business leaders, influence business strategy and drive the whole company forward * Talent = strategic resource * HR is proactive, forward thinking * HR is your partner, not an enemy (compliance police) * HR in the 1980’s: * Strategy becomes a hot topic (both in HR and management) * Management authors encouraged HR to align its activities to the organization’s strategy * HR still stuck in its “silo” * HR arguing to be included in strategy development * HR in the 1990’s: * HR is increasingly included in executive discussions about strategic management * HR positions itself as a “strategic partner” * HR receives more recognition as “war for talent” begins at the end of the decade * HR in the 2000’s: * In previous two decades, prominence increased for HR due to competition for talent * In 2000s, prominence increases due to dot.com bust and corporate scandal * Enron, subprime mortgages * Results in increased board oversight of succession, compensation, and performance management of senior executives 2. What is the difference between tectical/day-to-day HR and strategic HR? * Tactical Human Resources * Baseline administration of people issues and data * Compensation &
Strategic HR 1. How has HR’s role in the organization evolved from the 1980’s to the present? * HR PAST: * HR is reactive * HR not part of the leadership team * HR responds to the leadership team’s business strategies * Find and hire the best employees * HR responds to employee needs in order to attract and retain talent * HR is administrative * HR takes care of people “problems” * Compliance police * HR PRESENT: * Best HR professionals think like business leaders, influence business strategy and drive the whole company forward * Talent = strategic resource * HR is proactive, forward thinking * HR is your partner, not an enemy (compliance police) * HR in the 1980’s: * Strategy becomes a hot topic (both in HR and management) * Management authors encouraged HR to align its activities to the organization’s strategy * HR still stuck in its “silo” * HR arguing to be included in strategy development * HR in the 1990’s: * HR is increasingly included in executive discussions about strategic management * HR positions itself as a “strategic partner” * HR receives more recognition as “war for talent” begins at the end of the decade * HR in the 2000’s: * In previous two decades, prominence increased for HR due to competition for talent * In 2000s, prominence increases due to dot.com bust and corporate scandal * Enron, subprime mortgages * Results in increased board oversight of succession, compensation, and performance management of senior executives 2. What is the difference between tectical/day-to-day HR and strategic HR? * Tactical Human Resources * Baseline administration of people issues and data * Compensation &