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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 (HRM)

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2
Q

Six Functional Areas Associated with Effective HRM

A

Staffing
Human Resource Development
Performance Management
Compensation
Safety and Health
Employee and Labor Relations

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3
Q

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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4
Q

Staffing involves

A

Job Analysis
Human Resource Planning
Recruitment
Selection

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5
Q

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

A

Job analysis

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6
Q

It impacts virtually every aspect of HRM, including planning, recruitment, and selection

A

Job Analysis

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7
Q

The systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specific period

A

Human Resource Planning

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8
Q

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

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

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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11
Q

A formal system of review and evaluation of individual or team task performance

A

Performance Appraisal

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12
Q

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

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

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

A

Training

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15
Q

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

A

Development

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16
Q

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

A

Organization Development

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17
Q

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

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

A

Career Development

19
Q

The total of all rewards provided to employees in return for their services

A

Compensation

20
Q

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

A

Direct Financial Compensation (Core Compensation)

21
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)

22
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

23
Q

Concerned with preventing and resolving problems involving employees which stem out of or affect work situations

A

Employee and Labor Relations

24
Q

Involves protecting employees from injuries caused by work-related accidents

A

Safety

25
Q

Refers to the employees’ freedom from physical or emotional illness

A

Health

26
Q

Deals with all aspects of health and safety in the workplace and has a strong focus on primary prevention of hazards

A

Occupational Safety and Health (OSH)

27
Q

Its goal is to prevent accidents and harm to people from work-related activities

A

Occupational Safety and Health (OSH)

28
Q

A significant external force affecting HRM relates to federal, state, and local legislation and the many court decisions interpreting this legislation

A

Legal Considerations

29
Q

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

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

The owners of a corporation

A

Shareholders

32
Q

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

A

Human Resources Information Systems (HRIS)

33
Q

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

The firm’s corporate image or culture created to attract and retain the type of employees the firm is seeking

A

Employer Branding

35
Q

It is what the company stands for in the public eye

A

Employer Branding

36
Q

A driving force when discussing business ethics and corporate social responsibility

A

Corporate Culture

37
Q

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

A

Diversity Management

38
Q

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

Organizational Fit

39
Q

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

A

New Hire Orientation

40
Q

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 process that are aligned to business goals

A

Talent Management

41
Q

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

A

Executive

42
Q

May be an executive, performs tasks in a variety of HR-related areas

A

Generalist

43
Q

Involved in several, or all, of the six HRM functions

A

Generalist

44
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

HRM (7 decks)

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