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Business Administration > Ch8 > Flashcards

Ch8 Flashcards

1
Q

human resource management (hrm)

A

set of organizational activities directed a attracting, developing, and maintaining an effective workfoce

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2
Q

job analysis

A

a detailed study of the specific duties in a particular job and the human qualities required for the job (consists of job description and job specification)

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3
Q

job description

A

the duties of a job, its working conditions, and the tools, materials, and equipment needed to do it

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4
Q

job specification

A

specific skills, education, and experience needed to do a job

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5
Q

forecasting the supply of labour

A

forecasting internal supply – number and type of employees who will be in the firm at some future date

forecasting external supply – number and type of ppl who will be available for hire from the labour market at large

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6
Q

replacement chart

A

an HR technique that lists each important managerial position, who fills it, how long he/she will be in it before moving on, and which other person is now qualified or will soon be qualified to fill it

  • gives co. time to plan and provide experience for ppl chosen as successors
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7
Q

employee information systems (skills inventories)

A

computerized systems that contain information on each employee’s education, skills, work experience, and career aspirations
- used to identify ppl for transfers/promotions, and to facilitate planning

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8
Q

recruiting

A

process of attracting qualified ppl to apply for available jobs

internal rec. – considering present employees as candidates for openings (can boost employee morale and keep ppl in the firm)

external rec. – attracting ppl from outside
- private employment agencies are a good source of clerical and technical employees

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9
Q

internship

A

short-term paid or unpaid position where student focuses on a specific project

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10
Q

negative of Internet applications

A

lots of unqualified ppl

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11
Q

validation

A

the process of determining the predictive value of information

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12
Q

assessment centre

A

series of exercises in which management candidates perform realistic mngmt tasks while being observed by appraisers

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13
Q

video assessment

A

showing potential hires videos of realistic work situations and asking them to choose a course of action to deal with the situation

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14
Q

behaviour-based interviewing

A

approach to improving interview validity by asking question that focuses the interview much more on behaviour than on what a person says

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15
Q

orientation

A

process of introducing new employees to the company’s policies and programs, the co-workers and supervisors that they’ll work with, and the nature of their job

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16
Q

on-the-job training

A

development programs where employees gain new skills while performing them at work

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17
Q

job rotation

A

technique where an employee is rotated or transferred from one job to another

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18
Q

off-the-job training

A

development programs where employees learn new skills at a location away from normal work site

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19
Q

vestibule training

A

work simulation where the job is performed under conditions closely simulating the actual work environment

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20
Q

management development programs

A

development programs in which managers’ conceptual, analystical, and problem-solving skills are enhanced

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21
Q

networking

A

information interactions btwn managers, both in and out of the office, for the purpose of discussing mututal problems, solutions, and opportunities

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22
Q

mentoring

A

having a more experienced manager sponsor and teach a less experienced manager

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23
Q

performance appraisal

A

formal program for evaluating how well an employee is performing the job; helps managers to determine how effective they are in recruiting and selecting employees

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24
Q

360-degree feedback

A

gathering information from a manager’s subordinates, peers, and superiors when assessing manager’s performance

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25
Q

simple ranking method

A

method of performance appraisal that requires a manager to rank and order each member of a particular department/workgroup from top to bottom or from best to worst

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26
Q

graphic rating scale

A

statement or question about some aspect of someone’s job performance for which the rater must select the response that fits best

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27
Q

critical incident method

A

a technique of performance appraisal in which raters recall examples of particularly good or poor performance by an employee and then describe what the employee did that led to success or failure

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28
Q

compensation

A

what a company offers its employees in return for their work

- incl salaries, incentives, bonuses, benefits, and other

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29
Q

wage

A

dollars paid based on # of hours worked

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30
Q

salary

A

dollars paid at regular intervals in return for doing a job, regardless of the amount of time involved

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31
Q

pay surveys

A

survey of compensation paid to employees by other employers in a particular geographic area, industry, or occupational group

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32
Q

job evaluation

A

a method for determining the relative value or worth of a job to the organization so that individuals who perform it can be appropriately compensated

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33
Q

incentive programs

A

special compensation programs designed to motivate high performance

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34
Q

piece-rate incentive plan

A

compensation system where an organization pays an employee a certain amount of money for every unit produced

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35
Q

pay for performance (variable pay)

A

individual incentive that rewards a manager for especially productive output

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36
Q

profit-sharing plans

A

incentive program in which employees receive a bonus depending on firm’s profits

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37
Q

gainsharing plan

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distribute bonuses to employees when a company’s costs are reduced through greater work efficiency

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38
Q

pay-for-knowledge plans

A

encourage workers to learn new skills and become proficient at different jobs

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39
Q

protection plans

A

a plan that protects employee when their income is threatened/reduced by illness, disability, death, unemployment, or retirement

40
Q

employment insurance

A

protection plan that provides basic subsistence payment to employees who are btwn jobs (actively seeking employment)

41
Q

Canada Pension Plan

A

provides income to retired ppl through employee and employer taxes that are withheld from payroll

42
Q

workers’ compensation

A

mandated insurance that covers individuals who suffer a job-related illness or accident

43
Q

wellness program

A

program that concentrates on preventing illness in employees

44
Q

cafeteria-style benefit plan

A

flexible approach to providing benefits in which employees are allocated a certain sum to cover benefits and can spend this allocation on the specific benefits they prefer

45
Q

hr regulations by law

A

equal employment opportunity, comparable worth, sexual harassment, employee health and safety, and retirement

46
Q

equal employment opportunity regulations

A

regulations to protect ppl from unfair or inappropriate discrimination in the workplace

47
Q

Canadian Human Rights Act

A

ensures that any individual who wishes to obtain a job has an equal opportunity to apply for it

  • applies to all federal agencies, federal Crown corporations, all employees of the federal government, and businesses that do business inter-provincially
  • prohibits various practices in recruiting, selecting, promoting, and dismissing ppl
  • enforced by Canadian Human Rights Commission
48
Q

bona fide occupational requirement

A

when an employer may choose one applicant over another based on overriding characteristics of the job

49
Q

Employment Equity Act of 1986

A

federal legislation that designates four groups as employment disadvantaged – women, visible minorities, aboriginal ppl, and ppl with disabilities

50
Q

comparable worth

A

legal concept that aims to pay equal wages for work of equal value

51
Q

quid pro quo harassment

A

harasser offers to exchange something valuable for sexual favours (ex a promotion)

52
Q

hostile work environment

A

subtle form of sexual harassment (jokes, lewd comments, etc)

53
Q

repetitive strain injury (rsi)

A

injury that occurs when a worker performs the same functions over and over again

54
Q

workforce diversity

A

range of workers’ attitudes, values, beliefs, and behaviours that differ by gender, race, age, ethnicity, etc

55
Q

knowledge workers

A

workers who are experts in specific fields and who add value because of what they know, rather than how long they have worked or the job they do

56
Q

contingent worker

A

worker who works for a company but not full-time

- part-time, contractors, on-call workers, etc

57
Q

labour union

A

group of ppl who work together and achieve shared job-related goals

58
Q

collective bargaining

A

process through which union leaders and management personnel negotiate common terms and conditions of employment for those workers represented by the union

59
Q

union trends

A

recently more diverse workforce, so unions not as popular

60
Q

Constitution Act

A

divided authority over labour regulations btwn federal and provincial govts

61
Q

Canada Labour Code

A

legislation that applies to the labour practices of firms operating under the legislative authority of parliament
- four main sections: fair employment practices; standard hours, wages, vacations, and holidays; safety of employees; and Canada industrial relations regulations

62
Q

fair employment practices

A

prohibits employer from refusing employment because of someone’s race or religion or using an employment agency that makes the discriminations

63
Q

standard hours, wages, vacations, and holidays

A

section deals with various mechanical issues such as standard work hours (8hr work day, 40hr week), maximum hours of work per week (48), overtime pay (atleast 1.5 times normal pay), minimum wages, equal wages for men and women, vacations, holidays, and parental leave

64
Q

employee safety

A

section requires that every person running a federal work project will do so in a way that will not endanger the health or safety of any employee

65
Q

Canadian industrial relations regulations

A

final major section of CLC deals with all matters related to collective bargaining

66
Q

provincial labour legislation

A

each province has legislation to deal withstuff covered in CLC

67
Q

bargaining unit

A

individuals grouped together for purposes of collective bargaining

68
Q

certification vote

A

a vote supervised by a government representative to determine whether a union will be certified as the sole bargaining agent for the unit

69
Q

decertification

A

process by which employees legally terminate their union’s right to represent them

70
Q

closed shop

A

employer can only hire union members (greatest union security)

71
Q

union shop

A

an employer can hire non-unionized workers, but they must join the union within a certain period

72
Q

agency shop

A

all employees for whom the union bargains must pay dues, but they are not required to join the union

73
Q

open shop

A

an employer may hire union or non-union workers

74
Q

collective bargaining

A

ongoing process involving the drafting and administration of the terms of a labour contract

75
Q

creating contract terms in collective bargaining

A
  1. union is recognized as the exclusive negotiator for its members
  2. bargaining cycle starts when union leaders meet mngment reps to begin working on a contract – both parties must negotiate in good faith
  3. tentative agreement is submitted for a ratification vote by union membership
76
Q

issues that are important to union negotiators

A

compensation, benefits, and job security

77
Q

cost-of-living adjustment (cola)

A

a contract clause specifying that wages will increase automatically with the rate of inflation (CPI)

78
Q

wage reopener clause

A

contract clause allows wage rates to be renegotiated at preset times during the life of contract

79
Q

job security

A

contracts may dictate that if the workforce is reduced, seniority will determine which employees keep their jobs

80
Q

impasse

A

occurs when mngment and labour union are unable to agree on a first-time contract or a contract to replace an agreement that is about to expire

81
Q

union tactics during impasse

A

strike, picketing, sympathy strike, wildcat strike, boycott, work slowdown

82
Q

strike

A

union members temporarily walk off the job and refuse to work

83
Q

picketing

A

members march at the entrance to the company with signs

84
Q

sympathy strike (secondary strike)

A

when one union strikes in sympathy with a strike initiated by another union

85
Q

wildcat strike

A

strike that is not authorized by the union or that occurs during the life of the contract

86
Q

boycott

A

union members agree not to buy the product of the firm that employs them

87
Q

work slowdown

A

workers perform their jobs at a much slower rate than usual

88
Q

mngment responses to impasse

A

lockout, strikebreakers, contracting to non-union contractors, join employers’ associations

89
Q

lockout

A

mngment physically denies employees access to the workplace

90
Q

strikebreaker

A

person hired by firm to replace a worker on strike (illegal in quebec and bc(

91
Q

employers’ association

A

group of companies that get together to plan strategies and exchange info on how to manage their relations with unions

92
Q

methods to resolve dispute

A

conciliation, mediation, and arbitration

93
Q

conciliation

A

neutral third party helps the two sides clarify the issues

94
Q

mediation

A

neutral third party goes beyond conciliation and advises the parties about steps to take to reach settlement

95
Q

voluntary arbitration

A

neutral third party imposes a settlement on the disputing parties that have agreed to submit the dispute to outside judgement

96
Q

compulsory arbitration

A

method of settling a contract in which union and mngment are forced to explain positions to a neutral third party which offers binding resolution

Business Administration (14 decks)

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