HRM 465 Staffing & Performance Mgmt CSULB EXAM 1
Study online at https://quizlet.com/_i1g2m8
1. Competitive advantage: a set of unique features of a company and its products that are perceived by
the target market as significant and superior to those of the competition. (something that a co.does diff than it's rivals
that allows them to perform better survive and succeed in its industry
2. How do an organization's people make a difference?: employees influence and implement
the key drivers of the success of the business. Depending on the business, it may be true that the decisions made by
marketing, finance, research and development (R&D), or some other departments are the most impactful for a company,
but all business decisions are made by employees
3. Stategic Staffing: the process of moving people into, through, and out of the organization in future-oriented,
goal-directed ways that support the business strategy of the organization and enhance its effectiveness.
4. strategy: is a long-term plan of action to achieve a particular goal.
5. traditional staffing: Traditional staffing tends to focus on quickly and conveniently filling an opening rather
than on aligning the staffing effort with the long-term strategic needs of the organization.
6. What is staffing considered?: The process of acquiring, deploying and retaining a workforce of
sufficient quantity to create positive impacts on the organization (there are seven components: workforce planning,
sourcing talent, recruiting talent, selecting talent, acquiring talent, deploying talent, and retaining talent)
7. Workforce planning: (a component of strategic staffing)
Strategically evaluating the company's current lines of business, new businesses it will be getting into, businesses it wil
be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business
strategy.
8. what are the seven components of Strategic Staffing: workforce planning, sourcing talent,
recruiting talent, selecting talent, Acquiring talent, Deploying talent, retaining talent
9. SOURCING TALENT: Looking for qualified individuals and labor markets from which to recruit
10. Recruiting talent: making decisions and engaging in practices that effect either the number or types or
individuals willing to apply for and accept job offers
11. Selecting talent: Assessing job candidates and deciding who to hire
12. Acquiring talent:: Putting together job offers that appeal to chosen candidates and persuading job offer
recipients to accept those job offers.
13. Deploying talent:: Assigning people to appropriate jobs and roles in the organization to best utilize their
talents.
14. Retaining talent:: Keeping successful employees engaged and committed to the firm.
15. When you interview a candidate, what are you doing?: selecting talent
16. Matchmaking?: is strategic staffing (you want each person to be fit for the job)
1/7
, HRM 465 Staffing & Performance Mgmt CSULB EXAM 1
Study online at https://quizlet.com/_i1g2m8
17. when we try to focus on how to quickly fill the job what are we doing?: we are
trying to be efficient
18. When we look at the stakeholders for the staffing process, who are they?: -
(Anyone who is impacted by a decision. e.g., hiring managers)
19. Skills: when we are not able to hire people with skills (find candidates) ?: provide
the training ( so employees can have those skills)
20. Code of Conduct: or set of rules outlining the responsibilities and behavioral expectations for employees
to help employees understand the organization's behavioral expectations and better manage ethical situations.
21. Issues that are included in the code of conduct?: Staffing-related issues including legal
compliance, conflicts of interest, conflicts of commitment, confidentiality, and the responsible use of organizational
assets are typically covered in these codes
22. Succession management: is an ongoing process of systematically identifying, assessing, and devel-
oping an organization's leadership capabilities to enhance its performance
23. what is involved with Succession planning?: involves ongoing strategic talent planning,
retirement and retention planning, and talent assessment and development. As we explained in earlier chapters,
succession management can ensure the continuity of a firm's leadership, prevent key positions from remaining vacant,
and prevent employees from being promoted prematurely.
24. ethical decision: one that is morally acceptable to the larger community.
25. Staffing Analytics does what?: technology that reduces turn over and speeds up the staffing process
26. staffing analytics: involves the application of software and research methodology to statistically ana-
lyze staffing-related data with the goal of optimizing staffing systems. By defining, standardizing, and tracking key
performance indicators, organizations are better able to analyze trends, understand drivers of employee diversity,
performance, engagement, and turnover, and make data-based decisions.
27. product innovation: (is part of the business strategy) develop new products and services
28. what are the 5 requirements to a competitive advantage: the resource must be:
valuable, rare, not easily imitated, not easily substituted, and the company must be organized to be able to exploit the
resource
29. product innovators do what?: recruit, hire, and train employees to fit their innovative culture. That
means that instead of selecting job candidates based only on their related experience and skills, they also evaluate
whether a candidate can work cooperatively in teams and be open-minded and creative
30. When an organization has turn over issues what strategy should they use?-
: the talent philosophy would be- fill in the vacancies asap
2/7
Study online at https://quizlet.com/_i1g2m8
1. Competitive advantage: a set of unique features of a company and its products that are perceived by
the target market as significant and superior to those of the competition. (something that a co.does diff than it's rivals
that allows them to perform better survive and succeed in its industry
2. How do an organization's people make a difference?: employees influence and implement
the key drivers of the success of the business. Depending on the business, it may be true that the decisions made by
marketing, finance, research and development (R&D), or some other departments are the most impactful for a company,
but all business decisions are made by employees
3. Stategic Staffing: the process of moving people into, through, and out of the organization in future-oriented,
goal-directed ways that support the business strategy of the organization and enhance its effectiveness.
4. strategy: is a long-term plan of action to achieve a particular goal.
5. traditional staffing: Traditional staffing tends to focus on quickly and conveniently filling an opening rather
than on aligning the staffing effort with the long-term strategic needs of the organization.
6. What is staffing considered?: The process of acquiring, deploying and retaining a workforce of
sufficient quantity to create positive impacts on the organization (there are seven components: workforce planning,
sourcing talent, recruiting talent, selecting talent, acquiring talent, deploying talent, and retaining talent)
7. Workforce planning: (a component of strategic staffing)
Strategically evaluating the company's current lines of business, new businesses it will be getting into, businesses it wil
be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business
strategy.
8. what are the seven components of Strategic Staffing: workforce planning, sourcing talent,
recruiting talent, selecting talent, Acquiring talent, Deploying talent, retaining talent
9. SOURCING TALENT: Looking for qualified individuals and labor markets from which to recruit
10. Recruiting talent: making decisions and engaging in practices that effect either the number or types or
individuals willing to apply for and accept job offers
11. Selecting talent: Assessing job candidates and deciding who to hire
12. Acquiring talent:: Putting together job offers that appeal to chosen candidates and persuading job offer
recipients to accept those job offers.
13. Deploying talent:: Assigning people to appropriate jobs and roles in the organization to best utilize their
talents.
14. Retaining talent:: Keeping successful employees engaged and committed to the firm.
15. When you interview a candidate, what are you doing?: selecting talent
16. Matchmaking?: is strategic staffing (you want each person to be fit for the job)
1/7
, HRM 465 Staffing & Performance Mgmt CSULB EXAM 1
Study online at https://quizlet.com/_i1g2m8
17. when we try to focus on how to quickly fill the job what are we doing?: we are
trying to be efficient
18. When we look at the stakeholders for the staffing process, who are they?: -
(Anyone who is impacted by a decision. e.g., hiring managers)
19. Skills: when we are not able to hire people with skills (find candidates) ?: provide
the training ( so employees can have those skills)
20. Code of Conduct: or set of rules outlining the responsibilities and behavioral expectations for employees
to help employees understand the organization's behavioral expectations and better manage ethical situations.
21. Issues that are included in the code of conduct?: Staffing-related issues including legal
compliance, conflicts of interest, conflicts of commitment, confidentiality, and the responsible use of organizational
assets are typically covered in these codes
22. Succession management: is an ongoing process of systematically identifying, assessing, and devel-
oping an organization's leadership capabilities to enhance its performance
23. what is involved with Succession planning?: involves ongoing strategic talent planning,
retirement and retention planning, and talent assessment and development. As we explained in earlier chapters,
succession management can ensure the continuity of a firm's leadership, prevent key positions from remaining vacant,
and prevent employees from being promoted prematurely.
24. ethical decision: one that is morally acceptable to the larger community.
25. Staffing Analytics does what?: technology that reduces turn over and speeds up the staffing process
26. staffing analytics: involves the application of software and research methodology to statistically ana-
lyze staffing-related data with the goal of optimizing staffing systems. By defining, standardizing, and tracking key
performance indicators, organizations are better able to analyze trends, understand drivers of employee diversity,
performance, engagement, and turnover, and make data-based decisions.
27. product innovation: (is part of the business strategy) develop new products and services
28. what are the 5 requirements to a competitive advantage: the resource must be:
valuable, rare, not easily imitated, not easily substituted, and the company must be organized to be able to exploit the
resource
29. product innovators do what?: recruit, hire, and train employees to fit their innovative culture. That
means that instead of selecting job candidates based only on their related experience and skills, they also evaluate
whether a candidate can work cooperatively in teams and be open-minded and creative
30. When an organization has turn over issues what strategy should they use?-
: the talent philosophy would be- fill in the vacancies asap
2/7
