Ch. 12: Managing Human Resources

Question 1

human resources management

Answer 1

activities undertaken to attract, develop and maintain an effective workplace

Question 2

human capital

Answer 2

the economic value of the combined knowledge, experience, skills and capabilities of employees

Question 3

What are 4 current strategic issues of particular concerns to managers? (in terms of hiring the right people)

Answer 3

1. become more competitive on a global basis
2. improving quality, innovation and customer service
3. the right people to retain after mergers, acquisitions or downsizing
4. the right people to apply new information technology for e-business

Question 4

What are the 3 primary goals of HRM?

Answer 4

1. find the right people
2. maintain an effective workplace
3. manage talent

Question 5

What are the 3 levels in building human capital to drive performance?

Answer 5

Level 3: assessing internal processes
Level 2: increase human capital capabilities
Level 1: improvements in key performance areas lead to improved business results

Question 6

discrimnation

Answer 6

when hiring and promotion decisions are made based on criteria that are not job-relevant

Question 7

affirmative action

Answer 7

requires that an employer take positive steps to guarantee equal employment opportunities for people within protected groups

Question 8

What are 5 major federal laws related to HRM?

Answer 8

1. Americans with Disabilities Act
2. Age Discrimination in Employment Act
3. Civil Rights Act, Title VII
4. Family and Medical Leave Act
5. Equal Pay Act

Question 9

the changing social contract

Answer 9

expectation of responsibility and mobility embedded in the new social contract

Question 10

employer brand

Answer 10

make the org. seem like a highly desirable place to work

Question 11

using temporary & parti-time employees

Answer 11

contingent workers are becoming a larger part of the workforce in the US & EU

Question 12

contingent workers

Answer 12

people who work for an org. but not on a permanent or full-time basis

Question 13

benefit of contingent workers

Answer 13

access to specialized skills for specific projects, enabling the company to maintain flexibility and keep costs low

Question 14

telecommuting

Answer 14

using computers and telecommunications equipment to do work without going to an office

Question 15

What are the 3 steps in finding the right people?

Answer 15

1. human resource planning–forecasting the needs
2. recruiting
3. selection

Question 16

matching model

Answer 16

the org. and the individual attempt to match the need, interests and values that they offer each other

Question 17

realistic job preview

Answer 17

gives applicants all pertinent and realistic info about the job and the org.

Question 18

application form

Answer 18

used to collect info about the applicant’s education, previous job experience and other background characteristics–> must be legal approved

Question 19

structured interviews

Answer 19

use a set of standardized questions that are asked of every applicant so comparisons can be easily made

Question 20

employment tests

Answer 20

cognitive ability tests, physical ability, personality, etc.

Question 21

promotion from within

Answer 21

helps companies retain and develop valuable people + promotes better employee mentality

Question 22

performance appraisal

Answer 22

observing and assessing employee performance, recording the assessment, and providing feedback to the employee

Question 23

360-degree feedback

Answer 23

uses multiple raters (including self-rating) as a way to increase awareness of strengths and weaknesses and guide employee development

Question 24

What are 4 performance evaluation errors?

Answer 24

1. stereotyping
2. halo effect
3. horn effect
4. behaviorally anchored rating scale

Question 25

halo effect

Answer 25

a manager gives an employee the same rating on all dimensions even if his or her performance is good and poor on a variety

Question 26

horn effect

Answer 26

a tendency to allow one’s judgements of another person, esp. in a job interview, to be unduly influenced by an unfavorable first impression based on appearances

Question 27

compensation equity

Answer 27

pay rates that employees believe are fair compared with those for other jobs in the org. (perhaps aligned with wage and salary surveys)

Question 28

pay-for-performance

Answer 28

incentive pay–tying at least part of compensation to employee effort and performance

Question 29

exit interviews

Answer 29

an interview conducted with departing employees to determine why they are leaving the company–valuable HR tool