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HRM Chapter 2
Vocabulary
| Term | Definition |
|---|---|
| Bargain Laborer HR strategy | A human resource strategy that combines emphasis on short-term employees with a focus on reducing costs (an external/cost approach). |
| Business-level strategy | A competitive strategy that concerns how an organization, or part of an organization, will compete with other organizations that produce similar goods or services. |
| Committed Expert HR strategy | A human resource strategy that combines emphasis on long-term employees with a focus on producing unique goods and services (an internal/differentiation approach). |
| Commitment strategy | A human resource bundle that builds strong attachment to the organization and emphasizes worker empowerment. |
| Competitive business strategy | Strategy that focuses on different ways to provide goods and services that meet customer needs. |
| Contingency approach | A human resource perspective that seeks to align different ways of managing people with different competitive strategies for producing goods and services. |
| Control strategy | A human resource bundle that emphasizes managerial control and tries to streamline production processes. |
| Corporate-level strategy | A competitive strategy that concerns the different businesses and diversity of products and services that an organization produces. |
| Cost leadership strategy | A business-level strategy that seeks to produce goods and services inexpensively. |
| Differentiation strategy | A business-level strategy that seeks to produce goods and services that are in some manner superior to what is produced by competitors. |
| External environment | Forces outside the organization's boundaries that influence the organization and its outcomes. |
| External labor orientation | A human resource perspective that limits attachment to a specific organization and emphasizes hiring workers who already possess the skills they need to complete specific tasks. |
| Free Agent HR strategy | A human resource strategy that combines emphasis on short-term employees with a focus on producing unique goods and services (an external/differentiation approach). |
| Human resource bundles | Groups of human resource practices that work together to create a consistent work environment. |
| Human resource strategy | Strategy that focuses on different ways of managing employees of an organization. |
| Internal labor orientation | A human resource perspective that emphasizes hiring workers early in their careers and retaining those workers for long periods of time. |
| Loyal Soldier HR strategy | A human resource strategy that combines emphasis on long-term employees with a focus on reducing costs (an internal/cost approach). |
| Opportunities | Positive elements of an organization's external environment. |
| Strategy | Coordinated choices and actions that provide direction for people and organizations. |
| Strengths | Positive elements that define areas in which an organization has high internal capability. |
| Threats | Negative elements of an organization's external environment. |
| Universalistic approach | A human resource perspective that seeks to identify methods of managing people that are effective for all organizations. |
| Weaknesses | Negative factors that define areas in which an organization has low internal capability. |
Created by:
LJones8376
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