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Human Resource Management > Chapter 1 > Flashcards

Chapter 1 Flashcards

1
Q

The utilization of individuals to achieve organizational objectives.

A

Human Resource Management (HRM)

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2
Q

Process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs, at the right time, to achieve organizational objectives.

A

Staffing

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3
Q

Goal-oriented process directed toward ensuring that
organizational processes are in place to maximize the productivity of employees, teams,
and ultimately, the organization

A

Performance Management (PM)**

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4
Q

Major HRM function consisting not only of
training and development, but also of individual career planning and development activities, organization development, and performance management and appraisal.

A

Human resource development (HRD)**

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5
Q

Pay that a person receives in

the form of wages, salary, commissions, and bonuses.

A

Direct financial compensation (monetary compensation)**

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6
Q

All financial rewards that are not included

in direct financial compensation.

A

Indirect financial compensation (benefits)

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7
Q

Satisfaction that person receives from the job itself or from
the psychological and/or physical environment in which the person works.

A

Nonfinancial compensation

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8
Q

Protection of employees from injuries caused by work-related accidents.

A

Safety**

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9
Q

Employees’ freedom from physical or emotional illness.

A

Health

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10
Q

An individual who normally acts in an

advisory or staff capacity, working with other managers to help them address human resource matters.

A

Human resource management professional

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11
Q

Individuals directly involved in accomplishing the primary purpose of
the organization.

A

Line managers

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12
Q

Process of hiring external HR professionals to do the HR work
that was previously done internally.

A

HR outsourcing (HRO)

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13
Q

A center that takes routine, transaction-based activities

dispersed throughout the organization and consolidates them in one place.

A

Shared service center (SSC)

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14
Q

A company that leases employees to other

businesses.

A

Professional employer organization (PEO)

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15
Q

Top-level manager who reports directly to a corporation’s chief executive
officer or to the head of a major division.

A

Executive

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16
Q

Person who may be an executive and performs tasks in a variety of HR-
related areas

A

Generalist

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17
Q

Individual who may be an HR executive, a human resource manager, or a
nonmanager, and who is typically concerned with only one of the six functional areas of
human resource management.

A

Specialist

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18
Q

Vocation characterized by the existence of a common body of knowledge
and a procedure for certifying members.

A

Profession

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19
Q

As defined by economists, refers to sets of collective
skills, knowledge, and ability that employees can apply to create economic value for their
employers.

A

Human capital

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20
Q

Comprised of employees who have joined together for the purpose of dealing
with their employer.

A

Union

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21
Q

Owners of a corporation.

A

Shareholders

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22
Q

Any organized approach for obtaining

relevant and timely information on which to base human resource decisions.

A

Human resource information system (HRIS)

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23
Q

System of shared values, beliefs, and habits within an organization
that interacts with the formal structure to produce behavioral norms.

A

Corporate culture

24
Q

Firm’s corporate image or culture focused on attracting the type of
employees the firm is seeking.

A

Employer branding

25
Q

Set of values, symbols, beliefs, language, and norms that guide
human behavior within the country

A

Country’s culture

26
Q

What are the 6 functional areas associated with effective human resource management?

A 
Staffing
Human Resource Development
Performance Management
Compensation
Safety and Health
Employee and labor relations*****
27
Q

Systematic process of determining the skills, duties, and knowledge required for performing specific jobs in an organization

A

Job analysis

28
Q

Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time

A

Human resource planning

29
Q

Process of attracting qualified individuals and encouraging them to apply for work with the organization

A

Recruitment

30
Q

The process through which the organization chooses, from a group of applicants, those individuals best suited both for open positions and the company

A

Selection

31
Q

A formal system to review and evaluate individual or team performance

A

Performance Appraisal***

32
Q

Activities designed to provide learners with the knowledge and skills needed for their present jobs

A

Training

33
Q

A planned and systematic attempt to change the organization to a more behavioral environment

A

Organization Development***

34
Q

Ongoing process whereby an individual sets career goals and identifies the means to achieve them

A

Career Planning***

35
Q

The formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed

A

Career Development

36
Q

All rewards that individuals receive as a result of their employment/services

A

Compensation**

37
Q

Businesses are required by law to recognize a union and bargain with it in good faith if the firm’s employees want the union to represent them. Internal employee relations comprise the human resource management activities associated with the movement of employees within the organization such as promotions, demotion, termination, and resignation

A

Employee and Labor Relations

38
Q

Pervades all HRM functional areas and the researcher’s laboratory is the entire work environment.
The key to developing the most productive and satisfied workforce possible.
Go a long way towards establishing the HRM function as a strategic business partner

A

Human Resource Data Analytics**

essay question

39
Q

Involves one element of a business process or a single set of high volume repetitive functions such as benefits

A

Discrete Services Outsourcing

40
Q

The transfer of the majority of HR services to a third party

A

Business process outsourcing

41
Q

The factors that enable companies to generate income, increase company stock prices, economic value, strong brand identity, and reputation

A

Capital

42
Q

Potential employees located within the geographic area from which employees are normally recruited

A

Labor Market

43
Q

The discipline dealing with what is good and bad, or right and wrong, or with moral duty and obligation

A

Ethics

44
Q

Implied, enforced, or felt obligation of managers, acting in their official capacity, to serve or protect the interests of groups other than themselves

A

Corporate Social Responsibility

45
Q

A means of providing software and data via the Internet, and the use of mobile devices are changing the way that HR work is performed

A

Cloud computing

46
Q

Pursuing an inclusive corporate culture that makes everyone feel welcome

A

Diversity management

47
Q

Managements perception of the degree to which an individual fits with the culture

A

Organizational fit

48
Q

The corporate culture by showing how things are done

A

New Hire Orientation

49
Q

The strategic endeavor to optimize the use of employees to drive short and long-term organizational results

A

Talent management

50
Q

A means to achieving change in corporate culture

A

Organizational Development

51
Q

The ability to learn a concept and then appropriately apply that knowledge in another setting to achieve a higher level of understanding

A

Knowledge Applicator and Analysis

52
Q

Focuses on the possible future impact of an organization on society, including social welfare, the economy, and the environment

A

Corporate Sustainability

53
Q

The ability to select and use appropriate technology to accomplish a given task

A

Information technology application and computing skills

54
Q

The ability to access, assess, interpret, manipulate, summarize, and
communicate data.

A

Data Literacy

55
Q

What is the primary reason that firms are more attentive to employee safety and health than they were in the past?

A

Federal Legislation**

56
Q

What are the four steps to better workforce visibility?

A
  1. People Data Collection
  2. People Data Reporting
  3. People Data Analysis
  4. People Data Analytics
57
Q

What are the top ten used HR metrics?

A
  1. Number of candidates interviewed by hire
  2. HR to full-time employee ratio
  3. Labor cost per full-time employee
  4. Headcount
  5. Vacation days taken
  6. Cost per hire
  7. Turnover rates
  8. Cost per employee
  9. Absenteeism
  10. Training rates

Human Resource Management (14 decks)

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