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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
abilitiy tests
measures physical abilities of candidates such as strength, mental, mechanical,e tc
26
performance tests
measures performance on actual job tasks
27
persoanlity tests
measure personality traits such as adaptability, social intelligence, etc
28
integrity tests
assess candidates honesty, trust worthiness, integrity
29
Compensation
wages, incentives, benefits
30
Base pay
basic wage paid to employees for doing their job
31
Incentives
commissions, bonuses, stock options
32
Benefits
health insurance, dental insurance
33
Onboarding
programs that help employes integrate into the job and help employees with corporate culture, policies, and their responsibilities
34
Orientation
helps fit smoothly into the job and gives info they need to be successful including job routine, mission and operations, benefits etc.
35
Five steps in the learning and development process
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
on the job learn/dev
coaching, training positions, planned work activities
37
off the job learn/dev
classroom programs, simulation, videos
38
mircro learning
segments learning into bite sized content to ensure mastery before next topic
39
Performance management
Set of processes and managerial behaviors that involve defining, monitoring and evaluating, reviewing, and providing consequences
40
performance management order
1-define perfromance objectives 2-monitor and evalute performance 3-review performance and deliver feedback 4- provide consequences and administer rewards or punishment
41
Perf. appraisal
assess employee performance and gives feedback (objective and subjective)
42
objective appraisal
Based on facts often numerical -has reduced bias
43
Subjective appraisal
Based on managers perceptions of employees and traits and behaviors Uses the BARS-rates employees on a scale
44
360 degree assesment
360 degree assessment Employees appraised by not only managers but by peers, clients, et
45
Forced ranking
All employees within a unit rank against one another Top performed given rewards while worst performers may be dismissed
46
how to give Effective performance feedback
Deliver at least one positive message to balance neg feedback get employees input follow up
47
Privacy Act
employees legal right to examine letters of reference concerning them
48
Immigration Reform & Control Act
Requires employers to verify the eligibility for employment of all their new hires
49
Sarbanes-Oxley Act
Prohibits employers from demoting/ firing employees who raise accusations of fraud to a federal agency
50
Employee Retirement Income Security Act (ERISA
Sets rules for managing pension plans; provides federal insurance to cover bankrupt plans
51
Family & Medical Leave Act
Requires employers to provide 12 weeks of unpaid leave for medical and family reasons,
52
Health Insurance Portability & Accountability Act (HIPP
Allows employees to switch health insurance plans when changing jobs and receive new coverage regardless of preexisting health conditions;
53
Fair Minimum Wage Act
increased minimum wage
54
Occupational Safety & Health Act (OSHA)
Establishes minimum health and safety standards in organizations
55
Consolidated Omnibus Budget Reconciliation Act (COBRA)
Requires an extension of health insurance benefits after termination
56
Age Discrimination in Employment Act (ADEA
Prohibits discrimination in employees over 40 years old; restricts mandatory retirement
56
Patient Protection & Affordable Care Act
Employers with more than 50 employees must provide health insurance
57
Equal Pay Act
Requires men and women be paid equally for performing equal work
58
Americans with Disabilities Act (ADA)
Prohibits discrimination against essentially qualified employees with physical or mental disabilities or chronic illness;
59
Civil Rights Act, Title VII
Prohibits discrimination on basis of race, color, religion, national origin, sex, or sexual orientation
60
Civil Rights Act
Amends and clarifies Title VII, ADA, and other laws; permits suits against employers for punitive damages in cases of intentional discriminatio
61
Discrimination
people hired or promoted, or denied hired or promotion, for reasons not relevant to actual job
62
Adverse impact-
org uses employment practice or procedure that results in unfavorable outcomes to protected class
63
Disparate treatment
employees from protected groups are intentionally treated differently
64
Affirmative action steps
Active recruitment from discriminated groups Elimination of prejudicial questions Establishment of minority hiring goals
65
Sexual harassment
Consists of unwanted sexual attention -quid pro quo -hostile env
66
quid pro quo
puts themselves at risk of not getting hired or not getting job benefits or opportunities unless they agree
67
hostile env
doesn’t risk economic harm but experiences an offensive work environment.
68
Two tier wage contracts-
new employees are paid less and less benefits than veteran employees
69
Cost of living adjustment
ties future wage increases to increases in the cost of living
70
Givebacks
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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