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HRM > CHAPTER 1 > Flashcards

CHAPTER 1 Flashcards

1
Q

Process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.

A

Human Resource Management

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2
Q

consists of people with formally assigned roles who work together to achieve the organization’s goals

A

Organization

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3
Q

responsible for accomplishing the organization’s goals by managing the efforts of the organization’s people

A

Manager

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4
Q

5 Basic functions of managing

A

Planning, Organizing, Staffing, Leading, Controlling

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5
Q

developing rules and procedures
establishing goals and standards
developing plans and forecasts

A

Planning

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6
Q

Giving each subordinate a specific task
establishing departments
delegating authority to subordinates

A

Organizing

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7
Q

recruiting and selecting employees
evaluating performance
counseling employees
compensating employees
more on talent management

A

staffing

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8
Q

getting others to get the job done
maintaining morale
motivating subordinates

A

leading

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9
Q
  • setting standards such as sales quotas
  • quality standards, or production levels
  • checking to see how actual performance compares with these standards
  • taking corrective action as needed
  • monitoring and evaluating
A

controlling

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10
Q

HRM job includes

A

conducting job analysis
selecting job candidates
providing incentives and benefits
appraising performance

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11
Q

What every manager should know about

A

equal opportunity and affirmative action
employee health and safety
handling grievances and labor relations

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12
Q

A behavior or competencies that has the ability to direct and contribute to initiatives and processes within the organization

A

leadership and navigation

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13
Q

A behavior or competencies that has the ability to integrate core values, integrity, and accountability throughout all organizational and business practices

A

Ethical Practice

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14
Q

A behavior or competencies that has the ability to understand and apply information with which to contribute to the organization’s strategic plan

A

Business Acumen

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15
Q

A behavior or competencies that has the ability to manage interactions to provide service and to support the organization

A

Relationship Management

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16
Q

A behavior or competencies that has the ability to provide guidance to organizational stakeholders

A

Consultation

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17
Q

A behavior or competencies that has the ability to interpret information with which to make business decisions and recommendations

A

Critical Evaluation

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18
Q

A behavior or competencies that has the ability to value and consider the perspectives and backgrounds of all parties

A

Global and Cultural Effectiveness

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19
Q

A behavior or competencies that has the ability to effectively exchange information with stakeholders

A

Communication

20
Q
  • helping the firm and its employees improve in a measurable way as a result of the human resource manager’s actions
  • does not just mean cutting costs
  • also entails improving the company’s processes, aligning HR’s activities with the company’s strategy, and fostering employee engagement
A

Adding Value

21
Q

A lever that puts in place the policies and practices that produce the employee competencies and skills the company needs to achieve its strategic goals

A

Strategic Results Lever

22
Q

A lever that ensures that the human resource management function is delivering services efficiently and outsourcing certain activities such as benefits management

A

HR Development Lever

23
Q

A lever that advising top management about the company’s staffing levels and setting and controlling the firm’s compensation, incentives, and benefits policies

A

Employee Costs Lever

24
Q

It measures a country’s total output

A

Gross Domestic Product (GDP)

25
Q

Agreements that reduce tariffs and barriers among trading partners

A

Free Trade Areas

26
Q

use various methods including contacts within the community and print and online media to search for qualified job applicants

A

Recruiters

27
Q

collect and examine detailed information about job duties to prepare job descriptions

A

Job Analysts

28
Q

develop compensation plans and handle the employee benefits program

A

Compensation Managers

29
Q

plan, organize, and direct training activities

A

Training Specialists

30
Q

advise management on all aspects of union-management relations

A

Labor Relations Specialists

31
Q

investigate and resolve EEO grievances
examine organizational practices for potential violations

A

EEO (Equal Employment Opportunity)

32
Q

A team that creates centralized HR units whose employees are shared by all the companies’ departments to assist the departments’ line managers in human resource matters
- offer their services through intranets or centralized call centers
- aim to provide managers and employees with specialized support in day-to-day HR activities

A

Shared Services (Transactional) HR Teams

33
Q

A team that assist top management in top-level issues such as developing the personnel aspects of the company’s long-term strategic plan and not involved with other departments, only the top management

A

Corporate HR Teams

34
Q

A team also known as “relationship managers” or “HR business partners”
- HR generalists assigned to functional departments like sales and production
- provide the employee selection and other assistance the departments need

A

Embedded HR Teams

35
Q

A team that specialized HR consulting firms within the company and specific specializations such as employee motivation

A

Center of Expertise

36
Q

A manager that has the right to issue orders

A

Line Authority

37
Q

A manager that has the right to advise

A

Staff Authority

38
Q

A manager that generally run departments that are advisory or supportive and assist and advise line managers in areas like recruiting, hiring, and compensation

A

Staff Managers

39
Q

A manager that is associated with managing departments that are crucial for the company’s survival and do have many human resource duties

A

Line Managers

40
Q

Line Managers Responsibilities

A
  • controlling labor costs
  • protecting employees’ health and physical conditions
  • Improving the job performance of each person
  • placing the right person in the right job
41
Q

What are the typical positions of line manager

A

training specialists
employee relations executive
compensation and benefits manager
employment and recruiting supervisor

42
Q

What tools enable employers to monitor things like a team’s goal attainment and to provide real-time direct evaluative feedback
and to track employee engagement in real time via quick surveys

A

Cloud Computing - Based Tools

43
Q

using statistical techniques, algorithms, and problem solving to identify relationships among data for the purpose of solving particular problems

A

Data Analytics or Talent Analytics

44
Q

Concrete Steps to improve employee engagement

A

leadership development programs, employee recognition programs, modifying compensation and other policies

45
Q

offers its own competency and knowledge-based testing and certifications

A

Society for Human Resource Management (SHRM)

46
Q

The acquisition, development, and retention of talent to fill the companies’ employment needs

A

Talent Management

47
Q

Why is Human Resource Management important to All managers

A

to avoid personnel mistakes and improving profits and performance

HRM (6 decks)

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