CAAll Chapters Flashcards
Capital refers to the….
factors that enable companies
Human capital refers to the set of collective ______, _______ and ______ that employees can apply to create value for employees
skills, knowledge and ability
HR Management Legal Considerations
Federal, state and local legislation; court decisions and presidential executive orders
HR Management Legal Market
Potential employees located within certain geographic areas; demographic shifts association with workforce preparedness; always changing
HR Management Society
Firm must accomplosh its purpose while complying with societal norms (Ethics and CSR)
HR Management Political Parties & Unions
Different opinions on how HRM should be accomplished; Group of employees who have joined together to collectively bargain with their employer
HR Management Shareholders
Owners of a corporation; invested money in firms; May challenge programs to put forth by management to be beneficial to the organization
HR Management Competition
Located in product/service labor markets; firms must maintain a supply of competent employees; bidding wars often result
HR Management Customers
People who actually use the firm’s goods and services; employment practices should not antagonie members of the market that the firm serves; workforce should be capable of providing top-quality goods and services
HR Management HR Techonology
Rapid techonological changes provide increased sophistication and ability to design more useful human resource information systems (HRIS)
HR Management Economy
When economy is booming, it’s difficult to recruit more qualified workers; in economic downturns, more applicants are typically available
HR Management Unanticipated Events
Unforeseen occurences in external environment; requires tremendous amount of adjustment of HRM
Equal Employment Opportunity
Laws and policies that require all individuals’ rights to equal opportunity in the workplace regardless of race, color, sex, religion, national origin, age and disability
Title VII of the Civil Rights Act of 1964
prohibits employment discrimination based on race, color, religion, sex and national origin
Exceptions of Title VII include
Title VII of Civil Rights Act of 1964 and Equal Pay Act of 1963
ADEA Disparate Treatment
Hiring, Promotions and Termination
ADEA Adverse Impact
Physical fitness test, technology-based screenings and mandatory retirement age
TRUE OR FALSE: Age can be Bona Fide occupational qualification
True
Disparate Treatment
Often thought of as intentional discrimination
Adverse/Disparate Impact
Often thought as unintentional discrimination
Global Sexual Harassment
Behaviors that violate cultural norms in one country may not be perceived as a problem in another culture
Diversity
Any perceived difference among people; more than equal employment and affirmiative action; creates workforces that mirror populations and customers
Discrimination is….
to note a difference between things
Stereotype threat describes…
the degree to which we agree internally with the generally negative stereotyped perceptions of our groups
Discriminatory Policies or Practices
Actions taken by representatives of the organization that deny equal opportunity to perform or unequal rewards for performance
Sexual Harassment
Unwanted sexual advances and other verbal/physical conduct of sexual nature that create hostile or offensive work environments
Intimidation
Overt threats or bullying directed at members of specific groups of employees
Mockery or Insults
Jokes/Negative stereotypes that sometimes results in jokes taken too far
Exclusion
Opportunities, social events, discussions or informal mentoring; can occur unintentionally
Incivility
Disrespectful treatment, includes behaving in an aggressive manner, interrupting the person or ignoring his/her opinions
Biological Characteristics
Personal characteristis that are objective and easily obtained from personnel records. Variations in these can be the basis for discrimination
Four Steps of Strategic Planning
- Determination of the organizational mission
- Assessment of the organization and its environment
- Setting of specific objectives or direction
- Determinatioin of strategies to accomplish those objectives
Porters Four Competitive Strategies: Cost Leadership Strategy
Keeping costs and prices low for a wide market
Porters Four Competitive Strategies: Differentiation Strategy
Offering unique and superior value for a wide market
Porters Four Competitive Strategies: Cost Focus Strategy
Keeping costs and prices low for a narrow market
Porters Four Competitive Strategies: Focused-Differentiation Strategy
Offering unique and superior value for a narrow market
Implementation Process: Mission Determination
Decide what is to be accomplished (purpose); Determine principles that will guide the effort
Implementation Process: Environmental Assessment
External: Determining external conditions, threats and opportunities
Internal: Determining competencies, strengths, and weaknesses within the organization
Implementation Process: Objective Setting
Specifying corporate-level objectives that are:
- Challenging but attainable
- Measurable
- Time-specific
- Documented (written)
Implementation Process: Strategy Setting
Specifying and documenting corporate-level strategies and planning
Forecasting Human Resource Requirements
Number, Skills, Location of Employees that the organization will need at future dates in order to meet goals
Forecasting Human Resource Availability
Number, skills, location of employees that will be available to the organization (Internal and External)
Forecasting Techniques: Qualitative
Used when the situation is vague and little data exists
Forecasting Techniques: Quantitiative
Used when situation is “stable” and historical data exists
Qualitative Forecasting Techniques
Zero-base forecast, Bottom-up forecast and Delphi Method
Quantitative Forecasting Techniques
Time Series and Regression
Competency Model: Leader
Takes risks, ethical, decisive, develops staff, creates trust
Competency Model: HR Expert
Knows HR principles, Customer Oriented, Applies Business Procedures, Manages Resources, Uses HR tools
Competency Model: Advocate
Values diversity, resolves conflict, communicates well, respects others
Competency Model: Change Agent
Manages Change, Consults, Analyzes, Uses coalition skills, Influences others
Competency Model: Leader
Takes risks, ethical, decisive, develops staff and creates trust
Human Resources management is the utilization of ________ to achieve ______ objectives
individuals; organizational
Human Resource Management concerns of ALL ______ at _______
managers; every level
HR Management Functions: Staffing
Process of ensuring organization always has the required number of employees, employees with appropriate skills, in the right jobs at the right time
Human Resource Management faces a multitude of ______
challenges
HR Management Functions: Performance Management
Goal Oriented process to ensure organizations processes are in place to maximize productivly, applies to employees, teams and ultimately, the organization. It is a formal system of review and evaluation for teams and individuals
HR Management Functions: Safety and Health
Safety: Protects the employees from injuries caused by work-related accidents
Health: Employees’ freedom from illness and their general physical and mental well-being
HR Management Functions: HR Development
Training and Development, Career planning and development, Organization Development
What does Staffing in the HR Management Functions entail?
Job analysis, HR Planning and Recruitment and Selection
HR _________ must understand the _________
professionals; company’s business
HR Management Functions: Employee and Labor Relations
Internal employee relations: Movement of employees within an organization (promotions, demotions, terminations and resignations.) Or industrial relations, which is bargaining with unions
Total compensation means…
Both financial and non-financial compensation
The HR Management Function, HR Develpment entails…
Training and development, career planning and development and organizational development
HR Management Functions: Compensation
All rewards that individuals recieve for their employment (Financial and Non-Financial)
Who performs HR Management tasks?
HR Professionals, HR shared service centers, line managers, HR outsourcing and professional employer organizations
HR professionals must use this knowledge to ________
support competitive advantage
How to calculate relationship between business activity and staffing levels?
Multiple Regression
Job analysis is performed when…
the organization is founded and job analysis program is initiated, new jobs are created or existing jobs changed significantly
Job vs Position: Job
Consists of group of tasks that must be performed for organization to achieve goals, may require the services of one person or services of 75 people
Job vs Position: Position
Collection of tasks and responsibilities performed by one person; position for every individual in an organization
Job Analysis should answer…
Physical and Mental tasks accomplished, when jobs are completed, why is the job done
Job Analysis Information
Actual activities/responsibilities, worker oriented activities, personal requirements
Job Analysis Methods
Questions, Interviews, Observations
Competencies
Individual’s capability to orchestrate and apply combinations of knowledge, skills and abilities consistently overtime to perform work successfully in the required work situations
Competency Modeling
specifies and defines all of the competencies necessary for success in a group of jobs that are set within an industry context
Job Description
Provides info regarding essential tasks, duties and responsibilities of the job
Job Specification
Minimum acceptable qualifications a person needs to perform a particular job
Job Design
Process of determining specific tasks to be performed, methods used in performing tasks and how job relates to other work in organization
Job Enrichment
consists of basic changes in the content and level of responsibility of a job so as to provide greater challenges to the worker, provides a vertical expansion of responsibilities
Job Enlargement
Changes in scope of job to provide greater variety to worker, all tasks at the same level of responsibility sometimes called cross-training
Job Rotation
Moving employees from one job to another to broaden their experience, often required for higher-level tasks. Can be effective in protecting a company against the loss of key employees
Reengineering
Fundamental rethinking, radical resign of business processes. Aims to achieve dramatic improvements in critical measures of performance (cost, quality, service and speed)
