Strategic Human Resource Management week 4

Guardians are also core employees but they do not add value to the organization. They avoid major losses and minimize risks. What is an example of a guardian?

Foot soldiers are more peripheral workers of an organization who are necessary to run the business and support other employee groups. What is an example of a foot soldier?

Lepak and Snell (2002) have built the HR Architecture Model in which distinciton is made between peripheral and core employees. What is a peripheral employee?

Lepak and Snell (2002) have built the HR Architecture Model in which distinciton is made between peripheral and core employees. What is a core employee?

Lepak and Snell (2002) differentiate between the dimensions uniqueness and strategeic value. Which employee group has high uniqueness and low strategic value?

Lepak and Snell (2002) differentiate between the dimensions uniqueness and strategeic value. Which employee group has low uniqueness and low strategic value?

Lepak and Snell (2002) differentiate between the dimensions uniqueness and strategeic value. Which employee group has high uniqueness and high strategic value?

Lepak and Snell (2002) differentiate between the dimensions uniqueness and strategeic value. Which employee group has low uniqueness and low strategic value?

Contract workers are mostly hired temporarily with little or no employment security for example cleaners or painters. What is the optimal employment system?

Job -based employees are characterized by compulsory knowledge. They are obligatory, you need this knowledge. For example accountants or webdesigners. What is the optimal employment system?

Alliance partners represent the type of work that is required in organizations regularly but has no direct link to the business processes and core business of the organization. For example management consultants or lawyers from outside your company. What is the optimal employment system?

Knowledge employees are characterized by core knowledge that is essential for the long-term succes of an organization. For example surgeons or nurses. What is the optimal employment system?

Which type of employees are mostly internalized?

Which type of employees are mostly outsourced?

What is the Anglo-American critique on the HR architecture model of Lepak and Snell and the model of Baron?

What is the European perspectives critique on the HR architecture model of Lepak and Snell and the model of Baron?

How can recruiting and selection be manipulated?

A Realistic Job Review (RJP) provides applicants with honest information about a vacancy. This helps with?

Signalling refers to the information sent by candidates to the organization or by the organization to the candidate. This is to create the optimal person-environment (P-E) fit. What are two possible problems?

What is a marketing tactic companies use to attract and retain employees with the underlying assumption that human assets are more easily attracted with a strong corporate identity and brand name?

What are 5 benefits of eRecruitment?

In the past recruitment was mostly about knowledge and skills (language, technical and social) but now also on?

How can you tell if the employer and employee match?

You Have P-J, P-E and P-O fit. Which do positively affect each other?

What are the most valid selection techniques do to Hunter and Hunter (1984)?

HR differentiation towards employee groups can be considered based on ethical or legal considerations. What can be a strategic consideration?

HR differentiation towards employee groups can be considered based on ethical or legal considerations. What can be an economic consideration?

An important criteria in selection techniques is validity. It's the context of selection techniques so we can measure what we want to measure. What are other criteria?

What are possible causes of a mismatch of a job and a candidate made by the organization?

What are possible causes of a mismatch of a job and a candidate made by the candidate?

What does Performance Management (PM)?

What is the intermediate goal of PM?

PM can be seen as a broad range of activities that create a bridge between managing employee performance and enhancing overall organizational performance. What are activities or tools of PM?

What are purposes of PM?

What is Performance Appraisal (PA) due to Cardy & Dobbins (1998)?

What is Performance Evaluation (PE)?

Baron and Kreps (1999) have summarized the important and relevant aspects of difference performance evaluations. Who or what is to be evaluated?

Baron and Kreps (1999) have summarized the important and relevant aspects of difference performance evaluations. Who performs the evaluation?

Baron and Kreps (1999) have summarized the important and relevant aspects of difference performance evaluations. What is the time frame?

Baron and Kreps (1999) have summarized the important and relevant aspects of difference performance evaluations. Should we be using objective or subjective evaluations?

Baron and Kreps (1999) have summarized the important and relevant aspects of difference performance evaluations. Do we apply relative or absolute performance indicators?

Baron and Kreps (1999) have summarized the important and relevant aspects of difference performance evaluations. Should we use forced contribution?

Baron and Kreps (1999) have summarized the important and relevant aspects of difference performance evaluations. How many performance indicators should be used?

How did they perform PM before 1990?

How did they perform PM after 1990?

What are three reasons for growing popularity of PM in the 80s?

What are tasks of managers due to Peter Drucker (1909-2005)?

Which theories can you implement to influence employee behavior toward te business strategy and goals?

The goal setting theory by Locke and Latham (1990) is a theory of motivation to explain human action in specific work organizations. This states that when individuals are set to achieve goals this motivates them. How do they motivate the individual employee?

What are findings of Locke (2003) on the goal setting theory?

Goals should be formulated SMART. Where stands SMART for?

The Expectancy theory of Vroom says that to be motivated to work, employees need to believe that their Efforts (E) are directly connected to their Performance (P). Then their P needs to be closely related to the Outcome (O). O's are individually Valued (V) by the employee. When is the individual value high and the employee motivated?

With what system can evaluations or ratings of direct supervisors, peers, subordinates be collected?

How can procedural justice help unfair/biased performance management?

How can distributive justice help with injustice in performance management?

What is a solution how PM as a HPWP doesn't disturb the balance between employees and employers?

Performance appraisal can be destructive. Osnat Bouskila-Yam and Avraham N. Kluger developed and implemented Strength-based Performance Appraisal (SBPA) by capitalizing on positive psychology. What are the six tools and principles that are applied in SBPA?

Feedforward Interview (FFI) is one of the six tools and principles that are applied in SBPA. It is a multipurpose interview to enhance employee performance and improve collaboration between supervisors and subordinates. It fixes two shortcomings, which?

Reflected Best Self-Feedback (RBSF) is one of the six tools and principles that are applied in SBPA. It suggests that real excellence is a function of uniqueness. What are the three steps to show that the area of weakness is the greatest area of opportunity (deficit model)?

What are the 4 conditions of a succesful performance interview?

What are 2 problems that are likely to happen in a PA?

What are the six stages of the SBPA process of implementation