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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

HUMAN RESOURCE MANAGEMENT FUNCTIONS

A

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

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3
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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4
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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5
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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6
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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7
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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8
Q

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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9
Q

is a formal system of review and evaluation of individual or team task
performance.

A

Performance appraisal

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10
Q

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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11
Q

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

A

Training

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12
Q

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

A

Development

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13
Q

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

A

Organizational Development (OD)

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14
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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15
Q

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

A

Career Development

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16
Q

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

A

Compensation

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17
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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18
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)

19
Q

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

A

Non financial Compensation

20
Q

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

A

Employee and Labor Relations

21
Q

——— involves protecting employees from injuries caused by work-related accidents.
——— refers to the employees’ freedom from physical or emotional illness.

A

Safety and Health

22
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)

23
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

24
Q

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

A

Labor Market

25
Q

may also exert pressure on HRM. The public is no longer content to accept, without question, the actions of business. To remain acceptable to the general public, a firm must accomplish its purpose while complying with societal norms.

A

Society

26
Q

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

A

Unions

27
Q

-the owners of a corporation
-have invested money in the firm

A

Shareholders

28
Q

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

A

Human resource information system (HRIS)

29
Q

the ——— of the nation and world is a major environmental factor affecting HRM. As a generalization, when the economy is booming, it is more difficult to recruit qualified workers. On the other hand, when downturn is experienced, more applicants are typically available.

A

Economy

30
Q

Every disaster whether human-made or natural likely requires a tremendous amount of adjustment with regard to HRM

A

Unanticipated events

31
Q

Many interrelated factors affect HRM practice within and outside the organization (11)

A
  1. Legal Considerations
  2. Labor market
  3. Society
  4. Political Parties
  5. Unions
  6. Shareholders
  7. Competition
  8. Consumers
  9. HR technology
    10.Economy
  10. Unanticipated events
32
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

33
Q

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

34
Q

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

A

Corporate Culture

35
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

36
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

37
Q

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

A

New Hire Orientation

38
Q

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

A

Talent Management

39
Q

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

A

Executive

40
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

41
Q

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

A

Specialist

42
Q

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

A

Profession

43
Q

are established by members of the profession rather than by outsiders; that is, the profession is self-regulated.

A

Performance Standards

HRM (6 decks)

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