Ch 1 Flashcards
What is evidence-based management
Uses data, facts, analytics, critical evaluation, to support people management proposals/practices
What is archival data?
Past information to make decisions about your future
What is observational data?
Collected by watching what someone else does.
What is reliability?
Reflects a tool or instrument (survey or interview) is capturing the same thing time after time
What is standard deviation?
The variation from the mean that indicated how far apart the values are.
What is the “Mode” in HR?
What a majority of the respondents think.
Regression Coefficient
Helps us predict of interest will change, because of a change in something else
HR Policy
Helps to explain how an HR process should happen. Outlines how an action should be taken places.
Procedure or process
Addresses issues that they believe will be reoccurring. How to handle tardiness, transfer request, when employees request special accommodations…
Employee handbooks
Outlines of procedures and processes. What an employees specific relationship to HR & the company is. Meant to be used and read by employees.
Policy manuals
A formal document typically used to legal documents. Often combined with an employee handbook. Company values, culture, and history.
HR Generalists
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.
HR Specialists
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.
Advisor
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.
Service
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.
Control
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.
Balance Sheet
Report of the assets, liabilities, and equity.
Income statement
Report that breaks down the companies profit and expenses.
Cash flow statement
The organizations plan for expected expenses over a certain amount of time.
Equal employment Opportunity
Is the idea that all individuals should have an equal opportunity to a company.
Protected classes
Defined by laws and government regulations.
Employment-related decisions
Influences anything that is related to a persons job.
Glass ceiling
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.
Disparate treatment
An intentional form of discrimination.
Adverse impact
An unintentional act of discrimination.
Four-Fifths Rule
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
