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HRM > Chapter 1 > Flashcards

Chapter 1 Flashcards

Human Resource Management in Organizations

1
Q

Define Human Resource Management

A

Designing formal systems in an organization to manage human talent for accomplishing organizational goals.

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2
Q

Define Core Competency

A

A unique capability that creates high value for a company.

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3
Q

Define Human Capital

A

The collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization’s workforce.

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4
Q

What are four types of assets organizations need to manage to be successful?

A

Physcial Assets: Buildings, land, furniture, computers, vehicles, equipment
Finaicial Assets: Cash, Finaicial resources, stocks, bonds, debt
Intellectual Property assets: Specialized research capabilities, patents, information systems, designs, operating processes, copyrights
Human Assets: Indiviguals with their talents, capabilities, experience, professional expertise, relationships

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5
Q

Define Productivity

A

Measure of the quantity and quality of the work done, considering the cost of the resources used

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6
Q

Define unit labor cost:

A

Computed by dividing the average cost of workers by their average levels of output

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7
Q

What are four ways HR can help increase employee productivity?

A

Organizational restructuring:eliminating layers of management, downsizing, layoffs
Redesigning work: Making changes to the way work gets done
Aligning HR activities: Ensuring HR practices are inline with organizational efforts to improve productivity
Outsourcing Analyses: HR considers cost benefit assessments on overall impact of outsourcing

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8
Q

Expalin Organization Restructuring

A

Revising organizational structure
Reducing staff
Aiding in mergers and Aquisitions

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9
Q

Explain Redesigning work

A

Changing workloads and combining jobs

Reshaping jobs bc of technology changes

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10
Q

Explaing Aligning HR Activities

A

Attracting and retaining employes
Training, developing, and evaluating employees
Compensating employees and other HR activites

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11
Q

Explain Outsourcing Analysis

A

Using domestic vendors/contractors instead of employees

Outsourcing operations internationally.

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12
Q

Define Organizational Culture

A

Consists of the shared values and beliefs that give members of an organization meaning and provide them with rules for behavior

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13
Q

What are the seven HR functions?

A 
Strategy and Planning
Equal employment opportunity
Staffing
Talent management
Rewards
Risk Manement and worker protection
Employee and labor relations
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14
Q

Explain Strategy and Planning

A

HR: effectiveness, metrics, technology, planning, retention

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15
Q

Explain Equal Employement Oppourtunity:

A

Compliance
Diversity
Affirmative Action

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16
Q

Explain staffing

A

Job analysis
Recruiting
Selection

17
Q

Explain Talent Management

A 
Orientation
training
HR developement
career planning
performance management
18
Q

Explain Rewards

A

Compensation
incentives
benefits

19
Q

Explain Risk Mangement and worker protection

A

Health and wellness
safety
security
disaster and recovery planning

20
Q

Explain Employee and Labor Relations:

A

Employee rights and privacy
HR policies
Union/managment relations

21
Q

three roles for HR departments

A

Administrative: Focusing on clerical administration and recordkeeping
Operational and employee advocate:managing strategies based on managament, serving as “champion” for employee issues and concerns
Strategic: helping define and implement the business strategy relative to human capital and its contribution to the porganizations results.

22
Q

6 areas wher HR can be strategically helpful

A

Evaluating mergers and organizational compatibility
Conducting workforce planning to anticip[ate retirement
Leading site selection efforts for new facilities or transfering operations to international
Instituting HR management systems to reduce administrative duties
Identify organizational training oppourtunities that will more than pay back

23
Q

Define Expatraite

A

A citizen of one country who is wokring in a second country and employeed by an organization headquartered in the fist country

24
Q

What are 4 common challenges for Global HR?

A

Strategy: Companies feel their strategic plans are not transparent enough
People: Managers feel that transfering lessons from one country to another is not sufficiently effective at recruiting, training, developing
Complexity: Complexity arises as standardization of processes clashes with local needs
Risk: Emerging markets show a new risk that may not have been known during analysis.

25
Q

What are areas for Ethical Problems in HR?

A 
Compensation
Developement
Staffing
Performance Management
EEO
Trainging
26
Q

What are consiquences of Ethical treatment?

A 
Job satisfaction
Turnover
Absenteeism
Commitment
Job Performance
Ethical Decisions
27
Q

What needs to exist to establish a good ethical company culture?

A

A written code of ethics and standards of conduct
Training on ethical behavior for all executives, managers, and employees
Advices to employees on ethical situations they face, often by HR
Systems for confidential reporting of ethical misconduct or questionable behavior

28
Q

Explain the Sarbanes-Oxley Act

A

it was passed to maintain consistent and accurate accounting controls for publically traded companies

29
Q

What are the 9 HR Competencies?

A

Human Resource Expertise-Applies knowledge of HR functions
Relationship Management- building networks
Consultation- Provides advice and direction
Leadership and Navigation- guides the organization
Communication- fosters positive flow of informationaong different parties
Global and cultural effectiveness- uunderstands diverse globbal issues
Ethical practice- Builds organizational ethical practice
Critical evaluation- functions as a judge of information
Business acumen- provides input that supports business strategy

30
Q

Define HR generalist

A

a person who has responsibility for performing a variety of HR activities

31
Q

Define HR Specialist

A

a person who has in-depth knowledge and expertise in a specific area of HR

HRM (4 decks)

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