Strategic Human Resource Mangement Week 2

Ultimate Business Goals (UBGs) are linked by Boxall & Purcell too competitive advantage by to two things, which?

Critical HR goals (labor productivity) and critical non-HR goals (market share) are linked by Boxall & Purcell to?

The critical HR goals in the basic framework of Boxall & Purcell focus on three desired types and levels of outcome, which?

What are the three flexibilities of organizational flexibility?

Social legitimacy and employment citizenship can out itself on macro and micro level. What influence has it on micro level?

Social legitimacy and employment citizenship can out itself on macro and micro level. What influence has it on macro level?

What HR goals have a natural tension?

Boxall & Purcell's critical goals can be linked to HR outcomes, the result of people management in terms of employee attitudes, behaviours and cognitive aspect. Which two outcomes?

What are distal outcomes? (Ex. market values)

What are proximal outcomes? (Ex. employee satisfaction)

The defenition of an organization is: a group of people who decided to co-operate to achieve a common goal. An organization is the people. The employees are the assets, they are the ones adding value to your organization. They cannot be seen as costs, and they are the core capital.
Professional organization is an organization with 2 additional goals, which?

What is the modern replacement for head work and for handwork?

An organization continuity needs people to be employable. What are the 5 factors why?

What leads to career succes, higher productivity, innovation, flexibility, less illness etc.?

What are the 4 compontents of the Balanced Score Card (BSC)?

What was the main drive for Human Resource Accounting (HRA) in the 70's and 80's?

Early HR scorecards used by Yeung and Berman (1997), Becker et al. (2001) and Philips et al. (2001) were focused on?

Next generation HR scorecards used by Paauwe (2004) and Huselid et al. (2005) were focused on?

Yeung and Berman's scorecard (1997) was about?

Becker et al.'s scorecard (2001) was about measuring the?

Philips et al.'s scorecard (2001) emphasizes?

Paauwe's scorecard (2004) was based on which 4 logics?

Huselid et al.'s scorecard (2005) is based on which 4 key dimensions?

Intellectual capital is defined by Starovic and Marr (2003) in terms of?

The added value of HRM can be measured by 3 capitals due to Wright (2001), which?

What are the different types of groups within an organization?

What are different perspectives for measuring HR input in questionnaires?

Three kinds of outcomes should be balanced. Which outcomes and for who are they important?

Are HR outcomes proximal or distal outcomes?

How can you restore unbalanced organizations when there is high employee interest and low employer interest due to Paauwe?

How can you restore unbalanced organizations when there is low employee interest and high employer interest due to Paauwe?

What are popular HR-related outcomes?

What are popular organizational outcomes?

What are popular financial outcomes

Why would you measure the added value of HR?

What are examples of hard HR outcomes?

What are examples of soft HR outcomes?