HR Strategy and Planning Flashcards

What is 'change management' in the HR context?

Answer: A structured approach to transitioning individuals and organizations from a current state to a desired future state

Change management applies processes, tools, and techniques to manage the people side of change to achieve the required business outcomes.

What is 'HR metrics and analytics' used to demonstrate?

Answer: The business impact of HR programs using data-driven evidence

HR metrics and analytics translate people data into business insights, enabling HR to demonstrate value, make evidence-based decisions, and predict workforce trends.

What is an 'organizational design' decision that HR typically supports?

Answer: How work, roles, and authority are structured and coordinated across the enterprise

Organizational design encompasses decisions about structure (functional, divisional, matrix), spans of control, reporting relationships, and how work is distributed and coordinated.

What is 'Ulrich's HR model' known for introducing?

Answer: The concept of HR as a strategic partner, change agent, administrative expert, and employee champion

Dave Ulrich's model proposed that HR professionals should play four roles: strategic partner, change agent, administrative expert, and employee advocate.

What is a 'balanced scorecard' approach when applied to HR?

Answer: Measuring HR performance across financial, customer, internal process, and learning/growth dimensions

Applying the balanced scorecard to HR aligns HR activities with organizational strategy by measuring outcomes across four interdependent perspectives, not just cost or compliance.

What does 'talent management' encompass in strategic HR?

Answer: An integrated set of processes to attract, develop, motivate, and retain productive employees

Talent management is an integrated approach covering the full employee lifecycle — attraction, selection, onboarding, development, performance, succession, and retention.