Chapter 7 (Human Resources) Flashcards

1
Q

Human Resource Management

A

consists of all the actions that an organization takes to attract, develop, and retain quality employees

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2
Q

Human Resource Planning

A

the process of developing a plan for satisfying the organization’s human resource needs

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3
Q

Job Description

A

lists the duties and responsibilities of a position

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4
Q

Jon Specification

A

lists the qualifications—skills, knowledge, and abilities—needed to perform the job

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5
Q

Equal Employment Opportunity Commission (EEOC)

A

managers must comply with anti-discrimination laws

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6
Q

Orientation

A

the process of introducing new employees to their jobs and to the company

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7
Q

Ensuring a diverse workforce is good business because:

A

a diverse group of employees can bring fresh points of view that may be valuable in generating ideas and solving problems. Also it can help to connect to a ethnically diverse customer base

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8
Q

Job Rotation

A

allows employees to rotate from one job to another on a systematic basis

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9
Q

Job Enlargement

A

enhances a job by adding tasks at similar skill levels

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10
Q

Job Enrichment

A

adds tasks that increase both responsibility and opportunity for growth

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11
Q

Flextime

A

allows employees to designate starting and quitting times, compress workweeks, or perform part-time work

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12
Q

Job-sharing

A

two people share one full-time position

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13
Q

Telecommuting

A

working from home. Many employers also offer dependent care, paid leave for new parents, employee-assistance programs, and on-site fitness centers

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14
Q

Commissions

A

salaries based on sales or are paid for output, based on a piecework approach

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15
Q

Profit-Sharing Plans

A

use predetermined formulas to distribute a share of company profits among employees

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16
Q

Benefits

A

compensation other than salaries, wages, or financial incentives. Benefits may include paid time off, insurance, and retirement benefits

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17
Q

Three Steps to Performance Appraisals:

A
  1. Setting goals and performance expectations and specifying the criteria for measuring performance
    1. Completing written evaluations to rate performance according to predetermined criteria
    2. Meeting with employees to discuss evaluations and ways to improve performance
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18
Q

Turnover

A

the permanent separation of an employee from a company

19
Q

Five Steps for Retaining Employees:

A
  1. Providing appropriate training and development
    1. Helping employees achieve a satisfying work/non-work balance in their lives
    2. Creating a positive work environment
    3. Recognizing employee efforts
    4. Involving employees in decision making
20
Q

Downsize

A

to cut costs by eliminating jobs

21
Q

Employment-at-Will

A

no written employment contract, an employer can end it at any time

22
Q

Union Local

A

serve workers in a particular geographical area

23
Q

National Unions

A

assist with local contract negotiations and negotiate industry-wide contracts

24
Q

Labor Federation

A

provides assistance to member unions and serves as the principal political organ for organized labor (AFL-CIO)

25
Q

Collective Bargaining

A

process when there’s a discrepancy between what workers want in terms of salary increases, benefits, working conditions, and job security and what management is willing to give

26
Q

Meditation

A

an impartial third party makes recommendations for reaching an agreement

27
Q

Arbitration

A

the third party imposes a binding agreement

28
Q

Grievances

A

complaints over contract-related matters that are resolved by union representatives and employee supervisors

29
Q

Labor Strike

A

workers leave their jobs until the issue is settled

30
Q

Picketing

A

workers congregate outside the workplace to publicize their position

31
Q

Boycotting

A

workers and other consumers are urged to refrain from buying an employer’s products

32
Q

Lockout

A

closing the workplace to workers

33
Q

Strikebreakers

A

nonunion workers who are willing to cross picket lines to replace strikers

34
Q

Anti-Discrimination statutes (4):

A
  1. Title VII of CRA of 1964
  2. Equal Pay Act of 1963
  3. Age Discrimination in Employment Act of 1964
  4. Title I & Title V of the Americans with Disabilities Act of 1990
35
Q

Contingent Workers

A

hired to supplement a company’s permanent workforce

36
Q

Benefits to using contingent workers (5):

A
Hired/Fired Easily
Control of Labor Costs
Often Cheaper/No Benefits
Specialized Skills/Talents
“Try Out”
37
Q

Disadvantages of using contingent workers (2):

A

Increased training costs

Decreased loyalty to the company

38
Q

Expectancy Theory

A

proposes…employees will work hard to earn rewards…they value and…consider obtainable

39
Q

Equity Theory

A

motivation…which focuses on our perceptions of how fairly we’re treated relative to others

40
Q

360 degree feedback

A

Employees (mostly managers) get feedback from all directions

41
Q

Upward Feedback

A

Manager’s subordinates participate

42
Q

Functions of HR Managers (6):

A
-Plan for staff needs
• Recruit and hiring
• Train and motivate 
• Evaluation
• Compensation
• Termination and Repositioning
43
Q

Workforce Profile

A

database of all employees