HR Jeopardy

500 100 200 300 100 100 300 200 300 300 200 100 200 500 500 500 500 300 200 100 400 400 400 400 400 Human Capital Mythology Accounting, Management, Bottom Line Dual Theory of HR Decision Science Paradigm Lessons from Moneyball

What is…? Human Capital Mythology for $100 People chosen under this method perform better and stay longer than traditional process hires

Back to Game $100 Decision Science Method

What is…? Human Capital Mythology $200 Theory by Douglass McGregor claims people are lazy and unwilling to contribute at their jobs and are only motivated by a paycheck

Back to Game $200 Theory X

What is…? Human Capital Mythology for $300 Three assessment variable tools that measure experience, preference, and potential

Back to Game $300 Job Performance Assessment Tool

What is…? Human Capital Mythology for $400 Experience, preference, and potential are variables used as assessment tools in decision science and predict this…

Back to Game $400 Job Performance

What is…? Human Capital Mythology for $500 Most important driver of organization performance

Back to Game $500 Culture

What is…? Accounting, Management, and Bottom Line for $100 Accounting for people as organizational resources

Back to Game $100 Human Resources Accounting

What is…? Accounting, Management, and Bottom Line for $200 Costs, Replacement costs, and economic value

Back to Game $200 HR Components

What is…? Accounting, Management, and Bottom Line $300 Theory stating the value of an individual’s potential, expected organizational membership, and expected realizable value are equal

Back to Game $300 Human Resource Value Theory

What is…? Accounting, Management, and Bottom Line for $400 Represents the value that an organization expects to derive, given the possibility of turnover

Back to Game $400 ERV (Expected Realizable Value)

What is…? Accounting, Management, and Bottom Line for $500 Notion that offers a potential tool to make investments in human capital on the basis of expected returns on investment

Back to Game $500 Human Resource Management

What is a…? Lessons from Moneyball for $100 The relationship between human capital and performance drivers in your organization

Back to Game $100 Strategic Performance Measurement

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What is…? Lessons from Moneyball for $200 DAILY DOUBLE Business logic drives measurement, thinking in terms of casual relationships, new modes of analysis What is…?

Back to Game $daily double Three lessons regarding analytical literacy offered by "Money Ball"

What is…? Lessons from Moneyball for $300 Bestselling book that highlights how the Oakland A's became one of the most successful baseball franchises despite having one of the smallest payrolls

Back to Game $300 Money Ball

What is…? Lessons from Moneyball for $400 Process that gives HR professionals the competency to recognize the appropriate measures, and the appropriate analyses for the strategic questions confronting them.

Back to Game $400 Analytical Literacy

What is…? Lessons from Moneyball for $500 In either of these books the authors, Huselid and Becker, argue that HR professionals require a much different perspective on their strategic role.

Back to Game $500 The HR Scorecard or The Workforce Scorecard

What is…? Dual Theory of HR for $100 Theory that considers both the core workforce as well as the peripheral workforce

Back to Game $100 Dual Theory of HRM and Business Performance

What is…? Dual Theory of HR for $200 How expenditures on the peripheral workforce should be treated accounting-wise

Back to Game $200 As an expense

What is…? Dual Theory of HR for $300 The two practices which serve as building blocks for a dual theory of HRM and business performance

Back to Game $300 High Involvement HRM and Low Involvement HRM

What is…? Dual Theory of HR for $400 A business’s workforce comprises these two distinct segments

Back to Game $400 Core and Periphery

What is…? Dual Theory of HR for $500 Consists of part-time, temporary, contract, and outsourced employees who are generally paid a fixed wage, salary, or lump sum are usually not covered by fringe benefits and have little or no training opportunities.

Back to Game $500 Peripheral Workforce

What is…? Decision Science Paradigm for $100 “ Development that meets the needs of the present without compromising the ability of future generations to meet their own needs.”

Back to Game $100 Sustainability

What is…? Decision Science Paradigm for $200 The professional practice of sales goes back to ancient times, but the decision science of marketing emerged during this century?

Back to Game $200 20 th Century

What is…? Decision Science Paradigm for $300 Model created by Boudreau and Ramstad based on three anchor points: impact, effectiveness, and efficiency

Back to Game $300 HC Bridge Decision Framework

What is…? Decision Science Paradigm for $400 Strategy that focuses on “decisions that improve the stewardship of the hidden and apparent talents of employees.”

Back to Game $400 Talentship

What is…? Decision Science Paradigm for $500 Talent pool where human capital makes the biggest difference to strategic success.

Back to Game $500 Pivotal Talent Pool