Chapter 1

Question 1

Designing formal systems in an organization to manage human talent for accomplishing organizational goals. (FUNCTIONAL)

Answer 1

Human Resources

Question 2

A unique capability that creates high value for a company or an area of strength.

Answer 2

Core Competency

Question 3

Physical asset - building, land, furniture, computers, vehicles, equip.

Financial asset - cash, financial resources, stocks, bonds, debt.

Intellectual property asset - research, patents, information systems, designs, operating process, copyright.

Human asset - individuals with their talents, capabilities, experiences, professional expertise, relationships.

Answer 3

The (4) Organizational Assets

Question 4

The collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization’s workforce.

Answer 4

Human Capital

Question 5

Divide the average cost of a worker by their average levels of output. (USED TO MEASURE PRODUCTIVITY)

Answer 5

Unit Labor Cost

Question 6

Measure of the quantity and quality of work done, considering the cost of the resources used.

Answer 6

Productivity

Question 7

Non Traditional schedules that provide flexibility to employees.

Answer 7

Alternative Work Arrangements

Question 8

Shared mind-set of a group of people that distinguished them from others

Answer 8

Culture

Question 9

a person who has responsibility for performing

a variety of HR activities.

Answer 9

HR Generalist

Question 10

A person who has in-depth knowledge and expertise in a specific area of HR.

Answer 10

HR Specialist

Question 11

involves transferring the management and performance of a business function to an external service provider.

Answer 11

Outsourcing

Question 12

occurs when a company relocates a business process or operation from one country to another.

Answer 12

Offshoring

Question 13

the fundamental principles by which employees and

companies interact.

Answer 13

Ethics

Question 14

“Is a set of interrelated policies, practices, and programs whose goal is to attract, socialize, motivate, maintain, and retain an organization’s employees”

Answer 14

HRM – functional definition

Question 15

“aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives”

Answer 15

HRM – goal-based definition

Question 16

HR effectiveness
 HR metrics
 HR technology
 HR planning
 HR retention

Answer 16

Strategy and Planning (FUNCTION)

Question 17

Compliance
Diversity
Afrmative action

Answer 17

Equal Employment Opportunity (FUNCTION)

Question 18

Job analysis
Recruiting
Selection

Answer 18

Talent Acquisition (FUNCTION)

Question 19

Orientation
 Training
 HR development
 Career planning
 Performance
 management

Answer 19

Talent Management (FUNCTION)

Question 20

Compensation
Incentives
Benets

Answer 20

Total Rewards (FUNCTION)

Question 21

Health and wellness
 Safety
 Security
 Disaster and
 recovery planning

Answer 21

Risk Management and Worker Protection (FUNCTION)

Question 22

Employee rights and
 privacy
 HR policies
 Union/management
 relations

Answer 22

Employee and Labor Relations (FUNCTION)

Question 23

Advances in technology and reduced costs:
1. Mobile technology.
2. Better access to research and resources.
3. Improved machinery and operation.
4. Telecommuting.
5. Employees being constantly contactable requires
HR to develop more flexible work schedules.

Answer 23

The Technology Challenge –Where and How People Work

Question 24

Re-shaped the way we play, communicate, plan our
lives and where we work.
•Impact of the Internet
•The Internet has created new business models -
conducting business transactions and relationships
electronically

Answer 24

The Technology Challenge

Question 25

1. To survive companies must compete in international markets. 2. Be prepared to deal with the global economy. Even companies without international operations are affected by the global economy. 3. Competitiveness is being enhanced through strategic alliances, mergers and acquisitions.

Answer 25

The Global Challenge

Question 26

1. Exporting products overseas. 2. Building manufacturing facilities or service centres in other countries. 3. Engaging in e-commerce. 4. Struggling to find and retain talented employees. 5. Increasing expatriate assignments.

Answer 26

The Global Challenge – Entering International Markets

Question 27

Exporting jobs from developed countries to less developed countries. Attractive due to lower labor costs, but... 1. Will levels of customer service be the same or higher? 2. Does offshoring demoralize domestic workers? 3. Are local managers adequately trained? 4. If there is political unrest, what is the effect? 5. What is the effect of offshoring on the company’s image?

Answer 27

The Global Challenge – Offshoring

Question 28

Many nations function under turbulent and varied legal and political systems Role of HR professionals: Conducting comprehensive reviews of the political environment and employment laws before beginning operations in a country

Answer 28

The Global Challenge - Legal and Political Factors

Question 29

``` 1. Increased competition (competition, cost pressures, and restructuring) 2. A changing workforce 3. Globalization 4. Technology ```

Answer 29

Challenges Influencing HRM

Question 30

Employment and occupational growth projections and skill requirements a. Job Shifts b. Skills shortage

Answer 30

Increased competition

Question 31

Use of part-time employment and alternative work arrangements: independent contractors, on-call workers, temporary workers, and contract company workers who are not employed full-time by the company.

Answer 31

Increased competition

Question 32

Aging of the Workforce Large numbers of baby boomers who are approaching retirement age but there is an increasing tendency for older workers to keep working Healthier, longer lives Well educated

Answer 32

A changing workforce

Question 33

Increased Diversity of the Workforce More women entering the workforce Non traditional careers paths Generational differences in the workforce Employment rate for people with disabilities has been increasing

Answer 33

A changing workforce

Question 34

Company culture that values diversity and is respect- based HR systems are free of bias Ensure all employees have career opportunities Promote knowledge of cultural differences and the benefits of diversity Deal with resistance to diversity

Answer 34

A changing workforce - implications for HRM

Question 35

The organization Individual employees Society

Answer 35

The (3) stakeholder-approach to HRM

Question 36

Primary objective of HRM is to contribute to organizational effectiveness HRM practices should aim to increase productivity

Answer 36

HRM Organizational Objectives

Question 37

Assist employees in achieving personal goals ◦Short-term performance goals and long-term career goals Can be challenging to balance individual and organizational goals ◦E.g., when training results in employees developing skills that are attractive to other organizations 21

Answer 37

HRM Employee Objectives

Question 38

HRM must be socially responsible ◦Contribute to meeting the needs and challenges of society ◦Narrowly - legal compliance ◦Broadly - concern with human rights, environmental and social responsibility, etc.

Answer 38

HRM Societal Objectives

Question 39

Administrative: Focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation Operational and employee advocate: Managing HR activities based on the strategies and ­operations that have been identified by management and serving as “champion” for employee issues and concerns Strategic: Helping define and implement the business strategy relative to human capital and its contribution to the organization’s results

Answer 39

PAST: FUTURE: Administrative Strategic Operational/ Operational/ Employee Advocate Employee Advocate Strategic Administrative