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HRM > Chapter 1 > Flashcards

Chapter 1 Flashcards

1
Q

The use of individuals to achieve organizational objectives.

A

Human Resource Management

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2
Q

Utilization of individuals to achieve organizational objectives.

A

Human Resource Management

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3
Q

The process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them.

A

Human Resource Management

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4
Q

Human Resource Management Functions

A
  1. Staffing
  2. Performance Management
  3. Human Resource Development
  4. Compensation
  5. Employee and Labor Relations
  6. Safety and Health
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5
Q

Staffing involves

A

job analysis, human resource planning, recruitment, and selection.

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6
Q

It is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization

A

Job Analysis

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7
Q

It is the systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period.

A

Human Resource Planning

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8
Q

It is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications to apply for jobs with an organization.

A

Recruitment

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9
Q

It is the process of choosing the individual best suited for a particular position and the organization from a group of applicants

A

Selection

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10
Q

It is the 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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11
Q

It is a goal-oriented process that is directed toward ensuring that organizational processes are in place to maximize the productivity of employees, teams, and ultimately, the organization.

A

Performance Management

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12
Q

It is a formal system of review and evaluation of individual or team task performance. It affords employees the opportunity to capitalize on their strengths and overcome identified deficiencies, thereby helping them to become more satisfied and productive employees

A

Performance Appraisal

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13
Q

t is a major HRM function consisting not only of training and development but also of career planning and development activities, organization development, and performance management and appraisal

A

Human Resource Development

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14
Q

It is designed to provide learners with the knowledge and skills needed for their present jobs.

A

Training

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15
Q

It involves learning that goes beyond today’s job and has a more long-term focus

A

Development

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16
Q

is planned and systematic attempts to change the organization (corporate culture), typically to a more behavioral environment.

A

Organizational Development

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17
Q

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

A

Career Planning

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18
Q

It is a formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed. Individual careers and organizational needs are not separate and distinct. Organizations should assist employees in career planning so the needs of both can be satisfied

A

Career Development

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19
Q

provides employees with
adequate and equitable rewards for their contributions to meeting organizational goals.

A

Compensation System

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20
Q

It includes the total of all rewards provided to employees in return for their services.

A

Compensation

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21
Q

Pay that a person receives in the form of wages, salaries, commissions, and bonuses

A

Direct Financial Compensation (Core Compensation)

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22
Q

All financial rewards that are not included in direct compensation, such as paid vacations, sick leave, holidays, and medical insurance.

A

Indirect Financial Compensation (employee benefits)

23
Q

Satisfaction that a person receives from the job itself or from the psychological or physical environment in which the person works

A

Nonfinancial Compensation

24
Q

It is concerned with preventing and resolving problems involving employees which stem out of or affect work situations.

A

Employee and Labor Relations

25
Q

It involves protecting employees from injuries caused by work-related accidents.

A

Safety

26
Q

It refers to the employees’ freedom from physical or emotional illness.

A

Health

27
Q

deals with all aspects of health and safety in the workplace and has a strong focus on primary prevention of hazards. Its goal is to prevent accidents and harm to people from work-related activities

A

Occupational Safety and Health (OSH)

28
Q

Environmental Factors affecting HRM Practices

A
  • legal considerations
  • labor market
  • society
  • political parties
  • unions
  • shareholders
  • competition
  • customers
  • technology
  • the economy
  • unanticipated events.
29
Q

The capabilities of a firm’s employees determine, to a large extent, how well the organization can perform its mission.

A

Labor Market

30
Q

consists of employees who have joined together for the purpose of negotiating terms of employment such as wages and work hours

A

Unions

31
Q

are wielding increasing influence, and management may be forced to justify the merits of a particular program in terms of how it will affect future projects, costs, revenues, profits, and even benefits to society as a whole.

A

Stockholders

32
Q

which is any organized approach for obtaining relevant and timely information on which to base HR decisions

A

Human resource information system (HRIS)

33
Q

It is defined as the system of shared values, beliefs, and habits within an organization that interacts with the formal structure to produce behavioral norms

A

Corporate Culture

34
Q

It is the firm’s corporate image or culture created to attract and retain the type of employees the firm is seeking. It is what the company stands for in the public eye.

A

Employer Branding

35
Q

it is a driving force when discussing business ethics and corporate social responsibility.

A

Corporate Culture

36
Q

It is about pursuing an inclusive corporate culture in which newcomers feel welcome and everyone sees the value of his or her job

A

Diversity Management

37
Q

It refers to management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system. A good Web site should provide a feeling of the kind of corporate culture that exists within the company.

A

Organizational Fit

38
Q

It reflects the firm’s corporate culture by showing in effect, “How we do things around here.

A

New Hire Orientation

39
Q

It is a strategic endeavor to optimize the use of employees and enables an organization to drive short- and long-term results by building culture, engagement, capability, and capacity through integrated talent acquisition, development, and deployment processes that are aligned to business goals

A

Talent Management

40
Q

It is a top-level manager who reports directly to the corporation’s CEO or to the head of a major division

A

Executive

41
Q

who may be an executive, performs tasks in a variety of HR-related areas. The _________ is involved in several, or all, of the six HRM functions.

A

Generalist

42
Q

may be an HR executive, manager, or nonmanager who is typically concerned with only one of the six functional areas of HRM.

A

Specialist

43
Q

It is a vocation characterized by the existence of a common body of knowledge and a procedure for certifying members.

A

Profession

44
Q
A
45
Q

Individual who normally acts in an advisory or staff capacity, working with other professionals to help them deal with human resource matters.

A

Human Resource Professional

46
Q

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

A

Line Managers

47
Q

Process of hiring external HR professionals to do the HR work that was previously
doneinternally

A

HR Outsourcing

48
Q

involves one element of a business process or a single set of high-volume repetitive functions to be outsourced.

A

Discrete Services Outsourcing

49
Q

It is the transfer of the majority of HR services to a third party.

A

Business Process Outsourcing (BPO)

50
Q

A center that takes routine, transaction-based activities dispersed throughout the organization and consolidates them in one place.

A

Shared Service Center (SSC)

51
Q

A company that leases employees to other businesses.

A

professional employer organization (PEO)

52
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

53
Q

owners of a corporation

A

Shareholders

HRM (7 decks)

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