Ch 1

Question 1

What is evidence-based management

Answer 1

Uses data, facts, analytics, critical evaluation, to support people management proposals/practices

Question 2

What is archival data?

Answer 2

Past information to make decisions about your future

Question 3

What is observational data?

Answer 3

Collected by watching what someone else does.

Question 4

What is reliability?

Answer 4

Reflects a tool or instrument (survey or interview) is capturing the same thing time after time

Question 5

What is standard deviation?

Answer 5

The variation from the mean that indicated how far apart the values are.

Question 6

What is the “Mode” in HR?

Answer 6

What a majority of the respondents think.

Question 7

Regression Coefficient

Answer 7

Helps us predict of interest will change, because of a change in something else

Question 8

HR Policy

Answer 8

Helps to explain how an HR process should happen. Outlines how an action should be taken places.

Question 9

Procedure or process

Answer 9

Addresses issues that they believe will be reoccurring. How to handle tardiness, transfer request, when employees request special accommodations…

Question 10

Employee handbooks

Answer 10

Outlines of procedures and processes. What an employees specific relationship to HR & the company is. Meant to be used and read by employees.

Question 11

Policy manuals

Answer 11

A formal document typically used to legal documents. Often combined with an employee handbook. Company values, culture, and history.

Question 12

HR Generalists

Answer 12

Small companies that are just starting off with HR, so they have one HRM just starting off and getting a feel for said company. Sometimes available at large companies.

Question 13

HR Specialists

Answer 13

The more HR employees that are hired, the more likely it is for an employee to focus on a specific area. Deep knowledge or experience in a certain area (like recruiting). Unlikely to be at small companies.

Question 14

Advisor

Answer 14

To the organization: gathering info, providing potential solutions, identifying problems.

To the employees: consults to managers on how they should consult employees, with employee issues that they may have with the organization.

Question 15

Service

Answer 15

HR can help line managers with the hiring process, screen applicants, create new roles. They provide reports to executive to other managers. They keep records that the organization needs in order for them to provide information to different parties.

Question 16

Control

Answer 16

HR acts as a check for the organizations policies/processes and employee behavior. HR has functional power, the authority to monitor compliance with policies or practices.

Question 17

Balance Sheet

Answer 17

Report of the assets, liabilities, and equity.

Question 18

Income statement

Answer 18

Report that breaks down the companies profit and expenses.

Question 19

Cash flow statement

Answer 19

The organizations plan for expected expenses over a certain amount of time.

Question 20

Equal employment Opportunity

Answer 20

Is the idea that all individuals should have an equal opportunity to a company.

Question 21

Protected classes

Answer 21

Defined by laws and government regulations.

Question 22

Employment-related decisions

Answer 22

Influences anything that is related to a persons job.

Question 23

Glass ceiling

Answer 23

Refers to an artificial barrier based on attitudinal or organizational bias prevents qualified women/other minorities from advancing upward into senior management level positions or situations where the advancement of a qualified person within the hierarchy of an organization is stopped at a glass ceiling.

Question 24

Disparate treatment

Answer 24

An intentional form of discrimination.

Question 25

Adverse impact

Answer 25

An unintentional act of discrimination.

Question 26

Four-Fifths Rule

Answer 26

Suggests that an HR practice is less than discriminatory if the hiring rate of a protected class is less than 4/5ths of a majority group