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26 Cards in this Set
- Front
- Back
The automatically controlled operation of a process, system, or equipment by mechanical or electronic devices.
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Automation
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Human resource practitioner, formally accredited to practise, who reflects a threshold professional level of practice.
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Certified Human Resource Professionals (CHRP)
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Strategy to gain competitive advantage through lower costs of operations and lower prices for products.
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Cost leadership strategy
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Challenges facing a firm's decision makers because of cultural differences among employees or changes in core cultural or social values occurring at the larger societal level.
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Cultural forces
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Canadian ideal of encouraging each ethnic, racial, and social group to maintain its own cultural heritage, forming a national mosaic of different cultures.
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Cultural mosaic
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Changes in the demographics of the labour force (e.g., education levels, age levels, participation rates) that occur slowly and are usually known in advance.
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Demographic changes
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Strategy to gain competitive advantage by creating a distinct product or offering a unique service.
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Differentiation strategy
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Economic factors facing Canadian business today, including global trade forces and the force to increase one's own competitiveness and productivity levels.
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Economic forces
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The highest educational level attained by an individual worker, employee group, or population.
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Educational attainment
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Goals to assist employees to achieve personal goals that will enhance their contribution to the organization.
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Employee goals
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Strategy to gain a competitive advantage by focusing on the needs of a specific segment of the total market.
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Focus strategy
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Authority that allows staff experts to make decisions and take actions normally reserved for line managers.
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Functional authority
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An examination of the human resource policies, practices, and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals.
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Human resource audit
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The leadership and management of people within an organization using systems, methods, processes, and procedures that enable employees to optimize their contribution to the organization and its goals.
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Human resource management
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Members of occupations generating, processing, analyzing, or synthesizing ideas and information (like scientists and management consultants).
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Knowledge workers
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Authority to make decisions about production, performance, and people.
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Line authority
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Statement outlining the purpose, long-term objectives, and activities the organization will pursue and the course for the future.
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Mission statement
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Refers to the social (health care) and organizational (new workplace ergonomics) challenges caused by aging of population.
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Old age crisis
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The product of all of an organization's features--people, objectives, technology, size, age, unions, policies, successes, and failures.
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Organization character
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The core beliefs and assumptions that are widely shared by all organizational members.
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Organizational culture
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An organization's short- and long-term goals that human resource management aims to support and enable.
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Organizational goals
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A human resource Management approach wherein decision makers anticipate problems or challenges and likely challenges and take action before it impacts the organization.
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Proactive human resource management
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The ratio of a firm's outputs (goods and services) divided by its inputs (people, capital, materials, energy).
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Productivity
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A human resource Management approach wherein decision makers respond to problems or challenges rather than anticipate them.
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Reactive human resource management
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Authority to advise, but not to direct, others.
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Staff authority
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Integrating human resource management strategies and systems to support the organization's overall mission, strategies, and success while meeting needs of employees and other stakeholders.
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Strategic human resource management
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