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HR Mgmt > Ch1-4 > Flashcards

Ch1-4 Flashcards

1
Q

Human resource management

A

The policies,practices, and systems that influence employees behavior, attitudes and performance

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2
Q

Many people refer to HRM as involving __________

A

People practices

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3
Q

Important HRM practices that should support the organizations business strategy

A

Analyzing work & designing jobs , determining how many employees w/specific skills & knowledge are needed, recruiting,selection,training&development, perf romance mgmt, compensation, employee relations

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4
Q

Human capital

A

An organizations employees,described in terms of their training,experience,judgement, intelligence, relationships and insight

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5
Q

In order for an organization to succeed it needs employees w/certain qualities, such as particular kinds of training and experience

A

True

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6
Q

HR is critical to success of organizations b/c human capital has certain qualities that can make it valuable

A

True

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7
Q

In terms of business strategy,an organization can succeed if it has a _______ __________ ___________

A

Sustainable competitive advantage

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8
Q

Sustainable competitive advantage

A

Means that a business is better than competitors at something and can hold that advantage over a sustained period of time

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9
Q

HR have these necessary qualities

A

Valuable,rare, can’t be imitated ,have no good substitutes

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10
Q

Effective HR can form the foundation of a ________ ___________ ______________ ___________.

A

High performance work system

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11
Q

High performance work system

A

Organization in which technology, organization structure, people and processes work together seamlessly to give an organization an advantage in the competitive environment

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12
Q

Responsibilities of HR dept.

A

Administrative services and transactions, business partner services, strategic partner

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13
Q

Employee relations

A

Attitude surveys, labor relations, employee handbooks, company publications, labor law compliance, relocation, outplacement services in

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14
Q

Employee data and info systems

A

Record keeping, HR information systems, workforce analytics

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15
Q

Support for strategy

A

HR planning and forecasting, talent mgmt, change mgmt

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16
Q

No 2 HR depts have the same roles because of differences in organization sizes , characteristics, of workforce, industry and management values

A

True

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17
Q

Job analysis

A

The process of getting detailed information about jobs

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18
Q

Job design

A

Process of defining how work will be performed and what tasks will be required in a given job

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19
Q

Development

A

Acquisitions of knowledge, skills and behaviors that improve an employees ability to meet changes in job requirements or customer demands

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20
Q

Performance management

A

Process through which managers ensure that employees activities and outputs contribute to the organizations goals

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21
Q

Workforce analytics

A

The use if quantitative tools and scientific methods to analyze data from HR databases and other sources to make evidence based decisions that support business goals

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22
Q

HR planning

A

Identifying numbers and types of employees the organization will require to meet its goals

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23
Q

Talent management

A

A systematic planned effort to attract, retain, develop, motivate highly skilled employees and managers

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24
Q

Evidence based HR

A

Collecting and using data to show that HR practices have a positive influence on the companies bottom line

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25
Q

Sustainability

A

Organizations ability to profit within its depleting its resources

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26
Q

Business acumen

A

Able to understand business functions and metrics on company and industry level

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27
Q

Supervisors involvement in HRM

A 
Help define jobs
Forecast HR needs 
Provide training
Interview/select candidates 
Appraise performance 
Reccomend pay increases/promotions
Communicate policies
Motivate with support from pay, benefits and other rewards
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28
Q

Open systems model of HR

A

Inputs: (competencies) knowledge,skills, abilities
Throughputs:(behaviors) attitudes
Outputs:(affective outcomes) performance outcomes

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29
Q

Commitment social responsibility

A

Commitment to meeting the needs of its stakeholders

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30
Q

4 principles of ethical companies

A

Emphasize mutual benefits
Employees assume responsibility
Have a sense of purpose
Emphasize fairness

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31
Q

Internal labor force

A

An organizations workers includes its employees and people who have contracts to work
Internal labor force has been drawn from the external labor market

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32
Q

External labor force

A

Individuals who are actively seeking employment

The number and kind of people in this market determine the kind of human resources available to an organization

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33
Q

Organizations must find ways to prepare youth labor force

A

HRM spends much time on retirement planning, retraining and motivating workers
Org. Struggle to control rising costs of healthcare and benefits
Managers will supervise older employees

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34
Q

Some companies have set up mentoring programs between older and younger workers so knowledge is not lost but passed on

A

True

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35
Q

Social system

A

People and how they interact

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36
Q

Technical system

A

Equipment and processes

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37
Q

Knowledge workers

A

Employees whose contribution to the organization is specialized knowledge of customers,processes and profession

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38
Q

3 trends In high performance work systems

A

Reliance on knowledge workers
Empowerment of employees to make decisions
Teamwork

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39
Q

TQM (total quality management)

A

Company wide effort to continuously improve the ways people,machines and systems accomplish work. Provides guidelines for all organizational activities including HRM

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40
Q

TQM core values

A

Methods and processes are designed to meet the needs of internal/external customers
Every employee receives training in quality
Quality is designed into a product or service so that errors are prevented from occurring
Organization promotes cooperation with vendors,suppliers and customers need to improve quality and hold down costs
Manager measure progress with feedback based on data

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41
Q

Reengineering

A

A complete review of the organizations major work processes to make them more efficient and able too deliver higher quality including HRM

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42
Q

Reengineering affects HRM in two ways

A

How HR accomplishes it’s goals at change
Require s HR to help design and implement change so that all employees will be committed to the reengineered org. Success

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43
Q

Outsourcing

A

Having another company(vendor,3rd party,consultant)provide services
HR helps transition to outsourcing
Outsourcing gives company access to in depth expertise

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44
Q

Mergers and acquisitions

A

HR should have a significant role in carrying out mergers and acquisitions
Differences between companies make conflict inevitable
Training should include conflict resolution skills
There is a need to sort out differences in two companies practices regarding compensation,appraisal etc

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45
Q

Offshoring

A

Moving operations from country headquarters to a country where pay rates are lower but necessary skills are available

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46
Q

International labor pool

A

Hiring at home may involve selection of employees from other countries

47
Q

HR info systems

A

Computer system used to acquire,store, manipulate,analyze,retrieve and distribute info related to organizations HR

48
Q

Electronic HRM

A

Processing and transmission of digitized HR info especially using computer networking and Internet
Has potential to change all traditional HRM functions
Employees have online access info to enroll themselves

49
Q

Legislative branch

A

Has enacted a # of laws governing HR activities

50
Q

Executive branch

A

Responsible for enforcing the laws

Includes the regulatory agencies that the president oversees

51
Q

Judicial branch

A

Interprets the law

52
Q

Equal employment opportunity

A

Condition in which all individuals have an equal chance for employment regardless of race,color,religion , sex,age,disability or national origin

53
Q

Federal govt efforts in this area include :

A

Constitutional amendments
Legislation
Executive orders
Court decisions

54
Q

EEOC (equal employment opportunity commission )

A

Federal agency that enforces nations fair employment laws

55
Q

13th amendment

A

Abolished slavery

56
Q

14th amendment

A

Forbids states from taking life,liberty, or property without due proc as of law
Prevents states from denying equal protection and of discrimination
Applies directions or actions of govt or private groups

57
Q

Civil right act of 1866

A

Granted all persons same property rights as white citizens

58
Q

Civil rights act of 1871

A

Granted all citizens right to sue in federal court if they feel they have been deprived of some civil right

59
Q

Equal pay act of 1963

A

Men and women in an organization doing the same work must be paid equally
Equal is defined in terms of skill,effort,responsibility,and working conditions

60
Q

Title VII civil rights Act of 1964

A

Floors from discriminating based on race ,color religion, national origin or sex
Organization must have 15 or more employees

61
Q

Age discrimination in employment act

A

Prohibits discrimination against workers who are over the age of 40

62
Q

Vocational rehabilitation act 1973

A

Covered organizations must engage in affirmative action for individuals with disabilities
Warriors are encouraged to recruit qualified individuals with disabilities and make reasonable accommodations to them

63
Q

Vietnam era veterans readjustment act 1974

A

Requires federal contractors and subcontractors to take affirmative action toward employing veterans

64
Q

Affirmative action

A

And organizations active effort to find opportunities to hire or promote people in a particular group

65
Q

Pregnancy discrimination act of 1978

A

Discrimination on the basis of pregnancy, childbirth, or related form of medical condition to be a form of illegal sex discrimination
Benefits including health insurance, should cover pregnancy related medical conditions in the same league as other medical conditions

66
Q

Americans With Disabilities Act

A

Protects individuals with disabilities from being discriminated employers must accommodate

67
Q

Civil rights act of 1991

A

And it’s compensatory and punitive damage in cases of discrimination under the title seven and ada amount of peanut of damages is limited by the fact and depends on the size of the organization charged with a discrimination

68
Q

Uniform service rights act 1994

A

Employers must reemploy workers who left job is to fulfill military duties for up to five years should be in the job they would have held if they have not left to serve

69
Q

Genetic information nondiscrimination act of 2008 (GINA)

A

Employers may not use genetic information and making decision related to terms, conditions, or privileges of employment
Includes person’s genetic test, genetic test of persons family members and family medical history for bids unintentional collection of this data and harassment of employee because of genetic information

70
Q

Executive order 11246

A

Prohibits federal contractors and subcontractors for discriminating based on race/color, religion, national origin or sex

71
Q

Executive order 11478

A

Requires federal government to base all it’s employment decisions on merit and fix also covers organizations doing at least $10,000 worth of business with federal government

72
Q

Governments role in providing for EEO

A

Responsible for enforcing most eagle logs, investigates and results complaints about discrimination, gathers information, issues of guidelines, and monitors organization hiring practices

73
Q

Complaints must be filed within ______ days of the incident

A

180

74
Q

EEOC has ____ days to investigate a complaint

A

60

75
Q

Office of federal contract compliance procedures

A

Responsible for enforcing executive orders that covert companies doing business with federal government, audits government contractors to ensure they are actively pursuing goals in their affirmative action plans

76
Q

Disparate treatment

A

Deferring treatment of individuals based on individual’s race, color, religion, sex, national origin, age and disability status

77
Q

Bona fide occupational qualification

A

A necessary qualification for performing a job

78
Q

Disparate impact

A

Employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities

79
Q

4/5 rule

A

Rule of thumb that finds evidence of discrimination if an organization’s hiring rate for a minority group vs the majority group is more than 4/5 we may suspect discrimination

80
Q

Occupational safety and health act

A

Authorizes federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce

81
Q

OSHA is responsible for

A

Inspecting employers, applying safety and health standards, Levying fines for violation

82
Q

General duty clause

A

Each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or likely to cause death or serious physical harm

83
Q

Workflow design

A

Analyzing tasks necessary for production of a product or service

84
Q

Position

A

Duties performed by a particular person

85
Q

Job

A

Related duties

86
Q

Developing a workflow analysis

A

Raw inputs, equipment, HR

87
Q

Job analysis

A

Process of getting detailed information about jobs

88
Q

Job description

A

Tasks, duties and responsibilities of a particular job

89
Q

Job specifications

A

List of knowledge, skills, abilities and other corrector sticks needed to perform a particular job

90
Q

Incumbents

A

People who currently hold the position in the organization

91
Q

Dictionary of occupational titles

A

Published by the US department of labor

92
Q

Occupational information network

A

Online job description database developed by the department of labor

93
Q

Position analysis questionnaire

A

A standardize job analysis questionnaire containing 194 questions about work behaviors, work conditions and job characteristics that apply to a wide variety of jobs

94
Q

Fleishman Job analysis system

A

Job analysis technique that asks subject matter expert to evaluate a job in terms of the abilities required to perform the job

95
Q

Job analysis has been called the building block of all HRM functions

A

True

96
Q

Competence

A

Knowledge, skills and abilities

97
Q

Dejobbing

A

Designing work by project rather than jobs

98
Q

Job design

A

The process of defining how work will be performed and what tasks will be required in a given job

99
Q

Job redesign

A

A similar process that involves changing an existing job design

100
Q

To design jobs defectively a person must thoroughly understand:

A

The job itself through job analysis, its place in the units of workflow,

101
Q

Industrial engineering

A

Study of jobs to find simplest way to structure work to maximize efficiency
Reduce its complexity of work, allows almost anyone to be trained quickly and easily perform a job

102
Q

Skill variety

A

The possibility for the individual to be able to use different skills to do the job

103
Q

Task identity

A

Possibility for individual to see the results of the job

104
Q

Task significance

A

Individual can understand how his or her job has an input on the function in the organization

105
Q

Job enlargement

A

Broadening types of tasks performed in a job

106
Q

Job extension

A

Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks

107
Q

Job rotation

A

Enlarging jobs by moving employees among several different jobs

108
Q

Job enrichment

A

Empowering workers by adding more decision-making authority to jobs

109
Q

Self managing workteams

A

Have authority for an entire work process or segment

110
Q

Flextime

A

Full-time employees may choose starting lending times within guidelines a work schedule that allows time for community and family interest

111
Q

Job sharing

A

A work option in which to part time employees carry out tasks associated with a single job

112
Q

Telework

A

Doing ones work away from a centrally located office

113
Q

Ergonomics

A

Study of interface between individuals physiology and characteristics of physical work environment
Goal is to minimize physical strain

HR Mgmt (3 decks)

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