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HR Management > CAAll Chapters > Flashcards

CAAll Chapters Flashcards

1
Q

Capital refers to the….

A

factors that enable companies

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2
Q

Human capital refers to the set of collective ______, _______ and ______ that employees can apply to create value for employees

A

skills, knowledge and ability

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3
Q

HR Management Legal Considerations

A

Federal, state and local legislation; court decisions and presidential executive orders

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4
Q

HR Management Legal Market

A

Potential employees located within certain geographic areas; demographic shifts association with workforce preparedness; always changing

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5
Q

HR Management Society

A

Firm must accomplosh its purpose while complying with societal norms (Ethics and CSR)

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6
Q

HR Management Political Parties & Unions

A

Different opinions on how HRM should be accomplished; Group of employees who have joined together to collectively bargain with their employer

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7
Q

HR Management Shareholders

A

Owners of a corporation; invested money in firms; May challenge programs to put forth by management to be beneficial to the organization

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8
Q

HR Management Competition

A

Located in product/service labor markets; firms must maintain a supply of competent employees; bidding wars often result

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9
Q

HR Management Customers

A

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

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10
Q

HR Management HR Techonology

A

Rapid techonological changes provide increased sophistication and ability to design more useful human resource information systems (HRIS)

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11
Q

HR Management Economy

A

When economy is booming, it’s difficult to recruit more qualified workers; in economic downturns, more applicants are typically available

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12
Q

HR Management Unanticipated Events

A

Unforeseen occurences in external environment; requires tremendous amount of adjustment of HRM

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13
Q

Equal Employment Opportunity

A

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

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14
Q

Title VII of the Civil Rights Act of 1964

A

prohibits employment discrimination based on race, color, religion, sex and national origin

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15
Q

Exceptions of Title VII include

A

Title VII of Civil Rights Act of 1964 and Equal Pay Act of 1963

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16
Q

ADEA Disparate Treatment

A

Hiring, Promotions and Termination

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17
Q

ADEA Adverse Impact

A

Physical fitness test, technology-based screenings and mandatory retirement age

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18
Q

TRUE OR FALSE: Age can be Bona Fide occupational qualification

A

True

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19
Q

Disparate Treatment

A

Often thought of as intentional discrimination

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20
Q

Adverse/Disparate Impact

A

Often thought as unintentional discrimination

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21
Q

Global Sexual Harassment

A

Behaviors that violate cultural norms in one country may not be perceived as a problem in another culture

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22
Q

Diversity

A

Any perceived difference among people; more than equal employment and affirmiative action; creates workforces that mirror populations and customers

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23
Q

Discrimination is….

A

to note a difference between things

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24
Q

Stereotype threat describes…

A

the degree to which we agree internally with the generally negative stereotyped perceptions of our groups

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25
Q

Discriminatory Policies or Practices

A

Actions taken by representatives of the organization that deny equal opportunity to perform or unequal rewards for performance

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26
Q

Sexual Harassment

A

Unwanted sexual advances and other verbal/physical conduct of sexual nature that create hostile or offensive work environments

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27
Q

Intimidation

A

Overt threats or bullying directed at members of specific groups of employees

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28
Q

Mockery or Insults

A

Jokes/Negative stereotypes that sometimes results in jokes taken too far

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29
Q

Exclusion

A

Opportunities, social events, discussions or informal mentoring; can occur unintentionally

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30
Q

Incivility

A

Disrespectful treatment, includes behaving in an aggressive manner, interrupting the person or ignoring his/her opinions

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31
Q

Biological Characteristics

A

Personal characteristis that are objective and easily obtained from personnel records. Variations in these can be the basis for discrimination

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32
Q

Four Steps of Strategic Planning

A
  1. Determination of the organizational mission
  2. Assessment of the organization and its environment
  3. Setting of specific objectives or direction
  4. Determinatioin of strategies to accomplish those objectives
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33
Q

Porters Four Competitive Strategies: Cost Leadership Strategy

A

Keeping costs and prices low for a wide market

34
Q

Porters Four Competitive Strategies: Differentiation Strategy

A

Offering unique and superior value for a wide market

35
Q

Porters Four Competitive Strategies: Cost Focus Strategy

A

Keeping costs and prices low for a narrow market

36
Q

Porters Four Competitive Strategies: Focused-Differentiation Strategy

A

Offering unique and superior value for a narrow market

37
Q

Implementation Process: Mission Determination

A

Decide what is to be accomplished (purpose); Determine principles that will guide the effort

38
Q

Implementation Process: Environmental Assessment

A

External: Determining external conditions, threats and opportunities
Internal: Determining competencies, strengths, and weaknesses within the organization

39
Q

Implementation Process: Objective Setting

A

Specifying corporate-level objectives that are:
- Challenging but attainable
- Measurable
- Time-specific
- Documented (written)

40
Q

Implementation Process: Strategy Setting

A

Specifying and documenting corporate-level strategies and planning

41
Q

Forecasting Human Resource Requirements

A

Number, Skills, Location of Employees that the organization will need at future dates in order to meet goals

42
Q

Forecasting Human Resource Availability

A

Number, skills, location of employees that will be available to the organization (Internal and External)

43
Q

Forecasting Techniques: Qualitative

A

Used when the situation is vague and little data exists

44
Q

Forecasting Techniques: Quantitiative

A

Used when situation is “stable” and historical data exists

45
Q

Qualitative Forecasting Techniques

A

Zero-base forecast, Bottom-up forecast and Delphi Method

46
Q

Quantitative Forecasting Techniques

A

Time Series and Regression

47
Q

Competency Model: Leader

A

Takes risks, ethical, decisive, develops staff, creates trust

48
Q

Competency Model: HR Expert

A

Knows HR principles, Customer Oriented, Applies Business Procedures, Manages Resources, Uses HR tools

49
Q

Competency Model: Advocate

A

Values diversity, resolves conflict, communicates well, respects others

49
Q

Competency Model: Change Agent

A

Manages Change, Consults, Analyzes, Uses coalition skills, Influences others

50
Q

Competency Model: Leader

A

Takes risks, ethical, decisive, develops staff and creates trust

51
Q

Human Resources management is the utilization of ________ to achieve ______ objectives

A

individuals; organizational

52
Q

Human Resource Management concerns of ALL ______ at _______

A

managers; every level

53
Q

HR Management Functions: Staffing

A

Process of ensuring organization always has the required number of employees, employees with appropriate skills, in the right jobs at the right time

54
Q

Human Resource Management faces a multitude of ______

A

challenges

55
Q

HR Management Functions: Performance Management

A

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

56
Q

HR Management Functions: Safety and Health

A

Safety: Protects the employees from injuries caused by work-related accidents
Health: Employees’ freedom from illness and their general physical and mental well-being

57
Q

HR Management Functions: HR Development

A

Training and Development, Career planning and development, Organization Development

58
Q

What does Staffing in the HR Management Functions entail?

A

Job analysis, HR Planning and Recruitment and Selection

59
Q

HR _________ must understand the _________

A

professionals; company’s business

60
Q

HR Management Functions: Employee and Labor Relations

A

Internal employee relations: Movement of employees within an organization (promotions, demotions, terminations and resignations.) Or industrial relations, which is bargaining with unions

61
Q

Total compensation means…

A

Both financial and non-financial compensation

62
Q

The HR Management Function, HR Develpment entails…

A

Training and development, career planning and development and organizational development

63
Q

HR Management Functions: Compensation

A

All rewards that individuals recieve for their employment (Financial and Non-Financial)

64
Q

Who performs HR Management tasks?

A

HR Professionals, HR shared service centers, line managers, HR outsourcing and professional employer organizations

65
Q

HR professionals must use this knowledge to ________

A

support competitive advantage

66
Q

How to calculate relationship between business activity and staffing levels?

A

Multiple Regression

67
Q

Job analysis is performed when…

A

the organization is founded and job analysis program is initiated, new jobs are created or existing jobs changed significantly

68
Q

Job vs Position: Job

A

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

69
Q

Job vs Position: Position

A

Collection of tasks and responsibilities performed by one person; position for every individual in an organization

70
Q

Job Analysis should answer…

A

Physical and Mental tasks accomplished, when jobs are completed, why is the job done

71
Q

Job Analysis Information

A

Actual activities/responsibilities, worker oriented activities, personal requirements

72
Q

Job Analysis Methods

A

Questions, Interviews, Observations

73
Q

Competencies

A

Individual’s capability to orchestrate and apply combinations of knowledge, skills and abilities consistently overtime to perform work successfully in the required work situations

74
Q

Competency Modeling

A

specifies and defines all of the competencies necessary for success in a group of jobs that are set within an industry context

75
Q

Job Description

A

Provides info regarding essential tasks, duties and responsibilities of the job

76
Q

Job Specification

A

Minimum acceptable qualifications a person needs to perform a particular job

77
Q

Job Design

A

Process of determining specific tasks to be performed, methods used in performing tasks and how job relates to other work in organization

78
Q

Job Enrichment

A

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

79
Q

Job Enlargement

A

Changes in scope of job to provide greater variety to worker, all tasks at the same level of responsibility sometimes called cross-training

80
Q

Job Rotation

A

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

81
Q

Reengineering

A

Fundamental rethinking, radical resign of business processes. Aims to achieve dramatic improvements in critical measures of performance (cost, quality, service and speed)

HR Management (2 decks)

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