Chapter 1 Flashcards
What is the ultimate goal of HRM
a) Main point of communication with shareholders
b) to help boost the company’s portfolio
c) To manage risk and retain great employees
To manage risk and retain great employees
How does HRM create value within an organization?
a)
b) Contributing to the execution of its business strategy
c)
Contributing to the execution of its business strategy
Staffing helps an organization execute what strategy?
a) Business Strategy
b) Management Strategy
c) Employee Strategy
Business Strategy
Separations due to poor performance, layoffs, restructuring are what HRM function?
a) Staffing
b) Performance Management
c) Training and development
Staffing
What kind of planning helps an organization have people ready to assume key positions and and reduce transition challenges?
a) Succession
b) Performance
c) Strategic
Succession
What HRM function involves aligning individuals goals with organizational goals and strategies?
a) Training and Development
b) Performance Management
c) Compensation & Benefits
Performance & Management
to promote ethical behavior managers need to provide _________ Feedback.
a) Strategic
b) Critical
c) Performance
d) Progressive
What is talent philosophy?
a)
b)
c)
System of beliefs on how an employee should be treated
Fairness
treat all people equally
Code of Ethics
decision making guide in which an organization aspires to achieve
Virtue Culture
Compassion
Consensual Culture
Organizations that want you to stay a long time and promote within, like Jacobsen, military, law firms
Utilitarian Standard
Balance good over harm
organizational culture
norms, values, and assumptions of members that guide their attitudes and behaviors
Unfair Discrimination
when employment decisions and actions are not job-related, objective, or merit-based
disparate treatment
has a harm to a group regardless of it’s intent
Common Law
What is legal and what is appropriate
“personal loss”
That someone will miss out
prejudice
Outright Bigotry
Negligent Hiring
responsible for damaging actions of its employees for lack of reasonable care in hiring the employee that caused harm
Affirmative action
remove past effects of discrimination
EEOC (Equal Employment Opportunity Commission)
Title VII is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex
FLSA 1938
Minimum wage and overtime
Rehabilitation Act of 1973
Prohibits against discrimination to qualified handicaps
COBRA 1986
20 or more employees you need healthcare
Unlawful employment practices
violate state and company labor laws
job enlargement
adding more tasks to an employees job
Implicit Job Duties
Implied Duties
distributive Fairness
The percieved fairness of the outcomes recieved
Behavioral Interview
Information the applicant has done in the past fo predict what he will do in the future
Procedural fairness
The perceived fairness of the policies and procedures used to determine the outcome
Interactional Fairness
respect in interpersonal treatment received during the decision making process
Three types of learning objectives are…
cognitive=knowledge , affective=, and psychomotor
Variable Socialization
Employees do not know when to expect to pass a different status level
Orientation
Training activities to help new hires fit in as organizational members
Sensory Modality
Interact with surround environment
Divestiture Socialization
tries to dent and strip away certain personal characteristics
investiture socialization
builds newcomers self confidence
Disjunctive socializaiton
newcomers are left alone to develop their own interpretations of the organization and what they observe
Task Acquaintance
amount and type of work the evaluator has with the person being assessed
Forced Ranking Method
ranks employees in order best to worst performance
Progressive disipline
severe measures when employee fails to correct after opportunity to do so.
Balanced scorecard
performance measurement system for financial, business process, learning and growth, and customer outcomes.
Performance Rating Method
High potential Error
confusing potential with performance. ie giving a high rating to someone just because you can see their potential
Opportunity Bias
Ignoring factors beyond the employees control that influence their performance
behaviorally anchored rating scales
set of behavioral statements to qualities important for performance
