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MGMT303 > Ch 9:HUMAN RESOURCE MANAGEMENT > Flashcards

Ch 9:HUMAN RESOURCE MANAGEMENT Flashcards

1
Q

Human resource management (HRM

A

activities managers perform to plan, attract, and retain an effective workforce

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2
Q

human capital

A

economic/productive potential of employee knowledge, experience, and actions

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3
Q

knowledge worker

A

someone whose job is concerned w generating or interpreting info instead of actual labor

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4
Q

social capital

A

economic/productive potential of strong and cooperative relationship

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5
Q

Strategic HRM process

A

Plan HR needed
Recruit and select people
Train and develop people
Perform appraisals

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6
Q

the purpose of strategic HR management

A

-understand current employee needs
-predict future employee needs

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7
Q

Job analysis

A

Determining the basic elements of a job by observation and analysis.

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8
Q

Job description

A

Summarizes what the holder of the job does and how and why he or she
does it

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9
Q

Job specification

A

Describes the minimum qualifications a person must have to perform a
job successfully

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10
Q

HR inventory

A

a report losing orgs employees by name, education, training, etc

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11
Q

recruitment process

A

Process of attracting qualified applicants for jobs
open in the organization

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12
Q

internal hiring vs external

A

hiring from inside vs hiring from outside

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13
Q

internal pros

A

Morale and loyalty is higher

Process of interviewing and ads is cheaper

Fewer risks and candidates are alr familiar w the org

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14
Q

internal cons

A

Restricts the competition and limits talent

May encourage employees to assume that seniority will result in a promotion

Whenever job is filled it creates vacancy somewhere else

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15
Q

external pros

A

Applications may have specialized knowledge and experiences

Applications may have fresh viewpoints

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16
Q

external cons

A

The recruitment process is more expensive and longer
The risks are higher since there random

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17
Q

most effective external recruitment methods

A

Employee refereles
E-recruitment tools

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18
Q

realistic job preview

A

Gives a candidate a picture of pros and cons and
features of the job and org before joining

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19
Q

selection process definition

A

Screening of job applicants to hire the best candidate

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20
Q

selection process components

A

Background info
Interviews
Employee tests

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21
Q

unstructured interview

A

No fixed questions or systematic scoring
Involves asking questions to find out what person is like

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22
Q

structered interveiw

A

sking candidates all the same questions and comparing

includes situational and behaviorial interview

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23
Q

situational interview

A

focuses on hypothetical situations

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24
Q

behavioral interview

A

Explore what applicants have done in the past

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25
Q

abilitiy tests

A

measures physical abilities of candidates such as strength, mental, mechanical,e tc

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26
Q

performance tests

A

measures performance on actual job tasks

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27
Q

persoanlity tests

A

measure personality traits such as adaptability, social intelligence, etc

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28
Q

integrity tests

A

assess candidates honesty, trust worthiness, integrity

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29
Q

Compensation

A

wages, incentives, benefits

30
Q

Base pay

A

basic wage paid to employees for doing their job

31
Q

Incentives

A

commissions, bonuses, stock options

32
Q

Benefits

A

health insurance, dental insurance

33
Q

Onboarding

A

programs that help employes integrate into the job and help employees with corporate culture, policies, and their responsibilities

34
Q

Orientation

A

helps fit smoothly into the job and gives info they need to be successful including job routine, mission and operations, benefits etc.

35
Q

Five steps in the learning and development process

A

Assessment-is learning ad dev needed

Objectives-what should learning and dev achieve

Selection-which learning and dev should be used

Implementation-how should learning and dev be effected

Evaluation- is learning and dev working

36
Q

on the job learn/dev

A

coaching, training positions, planned work activities

37
Q

off the job learn/dev

A

classroom programs, simulation, videos

38
Q

mircro learning

A

segments learning into bite sized content to ensure mastery before next topic

39
Q

Performance management

A

Set of processes and managerial behaviors that involve defining, monitoring and evaluating, reviewing, and providing consequences

40
Q

performance management order

A

1-define perfromance objectives

2-monitor and evalute performance

3-review performance and deliver feedback

4- provide consequences and administer rewards or punishment

41
Q

Perf. appraisal

A

assess employee performance and gives feedback
(objective and subjective)

42
Q

objective appraisal

A

Based on facts often numerical -has reduced bias

43
Q

Subjective appraisal

A

Based on managers perceptions of employees and traits and behaviors

Uses the BARS-rates employees on a scale

44
Q

360 degree assesment

A

360 degree assessment
Employees appraised by not only managers but by peers, clients, et

45
Q

Forced ranking

A

All employees within a unit rank against one another
Top performed given rewards while worst performers may be dismissed

46
Q

how to give Effective performance feedback

A

Deliver at least one positive message to balance neg feedback

get employees input

follow up

47
Q

Privacy Act

A

employees legal right to examine letters of reference concerning
them

48
Q

Immigration Reform & Control Act

A

Requires employers to verify the eligibility for employment of all their
new hires

49
Q

Sarbanes-Oxley Act

A

Prohibits employers from demoting/ firing employees who raise
accusations of fraud to a federal agency

50
Q

Employee Retirement Income Security
Act (ERISA

A

Sets rules for managing pension plans; provides federal
insurance to cover bankrupt plans

51
Q

Family & Medical Leave Act

A

Requires employers to provide 12 weeks of unpaid leave
for medical and family reasons,

52
Q

Health Insurance Portability &
Accountability Act (HIPP

A

Allows employees to switch health insurance plans when
changing jobs and receive new coverage regardless of
preexisting health conditions;

53
Q

Fair Minimum Wage Act

A

increased minimum wage

54
Q

Occupational Safety & Health Act
(OSHA)

A

Establishes minimum health and safety standards in
organizations

55
Q

Consolidated Omnibus Budget
Reconciliation Act (COBRA)

A

Requires an extension of health insurance benefits after
termination

56
Q

Age Discrimination in Employment
Act (ADEA

A

Prohibits discrimination in employees over 40 years old;
restricts mandatory retirement

56
Q

Patient Protection & Affordable Care
Act

A

Employers with more than 50 employees must provide
health insurance

57
Q

Equal Pay Act

A

Requires men and women be paid equally for performing equal
work

58
Q

Americans with Disabilities Act
(ADA)

A

Prohibits discrimination against essentially qualified employees
with physical or mental disabilities or chronic illness;

59
Q

Civil Rights Act, Title VII

A

Prohibits discrimination on basis of race, color, religion,
national origin, sex, or sexual orientation

60
Q

Civil Rights Act

A

Amends and clarifies Title VII, ADA, and other laws; permits
suits against employers for punitive damages in cases of
intentional discriminatio

61
Q

Discrimination

A

people hired or promoted, or denied hired or promotion, for reasons not relevant to actual job

62
Q

Adverse impact-

A

org uses employment practice or procedure that results in unfavorable outcomes to protected class

63
Q

Disparate treatment

A

employees from protected groups are intentionally treated differently

64
Q

Affirmative action steps

A

Active recruitment from discriminated groups
Elimination of prejudicial questions
Establishment of minority hiring goals

65
Q

Sexual harassment

A

Consists of unwanted sexual attention

-quid pro quo
-hostile env

66
Q

quid pro quo

A

puts themselves at risk of not getting hired or not getting job benefits or opportunities unless they agree

67
Q

hostile env

A

doesn’t risk economic harm but experiences an offensive work environment.

68
Q

Two tier wage contracts-

A

new employees are paid less and less benefits than veteran employees

69
Q

Cost of living adjustment

A

ties future wage increases to increases in the cost of living

70
Q

Givebacks

A

union agrees to give up precious wage or benefit gains in return for things such as no layoff policy

MGMT303 (15 decks)

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