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Business Fundamentals > Chapter 8 > Flashcards

Chapter 8 Flashcards

1
Q

Define job analysis

A

detailed study of the duties of a specific job and the required qualifications

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2
Q

Define job description (4)

A

duties of the job, working conditions, tools, materials needed

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3
Q

Define job specification(3)

A

skills, abilities, and credentials needed to do the job

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4
Q

How can an org forecast need for HR

A

Internal Supply
External Supply
Replacement Charts
Skills Inventories

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5
Q

How does HR recruit potential qualified employees (3)

A

Internal Recruiting
External Recruiting
Internships

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6
Q

How are HR candidates selected

A

gather information that predicts job success and hire best candidate
- Application forms
- Interviews (Behaviour-based)
- Tests/assessments
- Validation
- Other (physical exam, ref. checks)

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7
Q

Define orientation + 3 steps

A

Introduce new employees to company
1. Policies, programs
2. Company personnel
3. Nature of job

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8
Q

2 types of training, development

A

On the job vs systematic rotations/transfers

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9
Q

Define on the job training

A

employees gain new skills by performing them at work

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10
Q

Define systematic rotations/transfers

A

employees are rotated or transferred from one job to another, building a more comprehensive view of the organization

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11
Q

Define off the job training

A

train workers away from the workplace; ex vestibule training: simulates the actual working environment (flight simulators for pilots)

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12
Q

Types of management dev. training (4)

A

Lecture/Discussion
Networking
Mentoring
Reverse Mentoring

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13
Q

Define team building/group based training

A

programs developed to increase cooperation; outdoor training exercises

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14
Q

Define performance appraisal + 3 types of

A

formal evaluation of employees
Supervisors
Self-evaluation
Customer feedback

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15
Q

Why is performance feedback important

A

needed to help improve performance
often difficult to give negative feedback

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16
Q

What 4 parts make up 360degree feedback

A

Supervisor, coworkers, subordinates, coworkers

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17
Q

What are the methods for appraising performance (4)

A

Ranking methods
Rating methods
Simple Ranking Method (Graphic Rating Scale)
Forced Distribution Method (Critical Incident Method)

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18
Q

Define basic compensation

A

Wages, salaries

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19
Q

How is basic compensation determined(2)

A

Pay surveys, job evaluation

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20
Q

What are types of performance-based compensatiion (3)

A

Individual incentive, team/group incentive, benefits

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21
Q

Define indiv. incentive (4)

A

piece-rate plan
bonus
pay-for-performance
pay-for-knowledge

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22
Q

Define team/group incentive

A

profit-sharing
gainsharing

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23
Q

Define benefits

A

mandated protection plans (e.g. Canada Pension Plan)
optional protection plans
paid time off
other types of benefit (wellness programs, cafeteria-style benefits plan)

24
Q

Define equal employment opportunity

A

protect people from unfair or inappropriate discrimination
Anti-discrimination laws (Canadian Human Rights Act of 1977)
Bona fide occupational requirement

25
Q

Define bona fide occupational requirement

A

Allows an individual to be chosen over another due to job characteristics

26
Q

Define employment equity act

A

federal legislation that designates four groups as employment disadvantaged
Women
Visible minorities
Aboriginal people
People with disabilities

27
Q

Define comparable worth(3)

A
  • equal wages should be paid for work of equal value
  • jobs must be classified based on the qualifications
  • jobs with similar requirements must be paid the same
28
Q

Define sexual harrasment in the workplace

A

requests for sexual favours, unwelcome sexual advances, or verbal or physical contact of a sexual nature

29
Q

Examples of sexual harassment in workplace

A

Quid pro quo harassment
Hostile work environment

30
Q

What do health and safety programs do (4)

A
  • reduce absenteeism and labour turnover
  • raise productivity
  • boost morale
  • make the workplace safer and healthier
31
Q

Define retirement

A
  • Regular retirement age is 65 years, but not mandatory in most provinces
  • Those employees staying past 65 are usually the most productive ones
32
Q

Define managing workforce diversity

A

everyone in the workforce must be treated equitably regardless of gender, race, ethnicity etc.; diversity provides new perspectives and opportunities

33
Q

Define managing knowledge workers

A

employees who are experts in specific fields (technology, engineering, science), pose a special management challenge in training and retention due to high demand

34
Q

What are the characteristics of managing contingent workers (4)

A
  • non-permanent or part-time workers
  • hiring of contingent workers is on the rise
  • contingent hiring at top levels is increasing
  • Management issues(ex: fairness and cost issues, understanding and planning strategies)
35
Q

Define labour unions

A

groups of individuals working together to achieve job-related goals

36
Q

Define collective bargaining (5)

A

the process by which union leaders and management negotiate terms and conditions of employment such as:
pay
working hours
job security
benefits
working conditions

37
Q

How has unionism today changed

A

-difficulties in attracting new members
-diversity in the workforce consists of non-traditional members of a union
-employers are engaging in more anti-union activities

38
Q

Why are problems now being seen in union-management relations

A

decline in “smokestack” industries (manufacturing), deregulation and evolving technology has changed the relationship

39
Q

What are the key focuses of unons

A

Job security
Gaining/maintaining benefits

40
Q

What federal legislation exists in Canada relating to labour

A

Canadian Labour Code

41
Q

Define Canadian Labour Code

A

Labour legislation for firms operating under federal parliamentary authority
- fair-employment practices
- safety of employees
- standard hours, wages, vacations and holidays
-industrial-relations regulations

42
Q

How is a union certified (3)

A
  1. determine, seek govt approval
  2. Establish bargaining unit
  3. certification vote ordered by legislators (employees can vote to terminate union’s right to represent them as well)
43
Q

What are the 4 levels of union security

A
  1. closed shop
  2. union shop
  3. agency shop
  4. open shop
44
Q

Define closed shop

A

an employer can hire only union members

45
Q

define union shop

A

an employer can hire non-unionized workers, but they must join the union within a certain period

46
Q

define agency shop

A

all employees must pay dues, but they are not required to join the union

47
Q

define open shop

A

an employer may hire union or non-union workers.

48
Q

Define collective bargaining

A
  1. Begins union-manag
  2. Established with reasonable range of options
  3. Ratification vote taken to accept or reject tentative agreement
49
Q

What are common contract issues (4)

A

Compensation
Benefits
Job security
Others (working hours, overtime policies, grievance procedures)

50
Q

When does bargaining fail

A

Impasse: management and labour unable to agree on a contract

51
Q

What are types of union pressure tactics (4)

A

strike
picket
boycott
slowdown

52
Q

What are management pressure tactics

A

Lockout of workers (employees are not permitted on the premises to do their jobs)
Close down the business
Contract jobs out to non-union workers
Hire strike-breakers (“scabs”)

53
Q

Define conciliation

A

neutral third party helps the two sides clarify the issues

54
Q

Define mediation

A

neutral third-party hears arguments and makes a suggested resolution; has no legal authority to enforce the recommendation

55
Q

Define arbitration

A

appoint a third-party to devise and impose a solution; has legal authority to do so (may be voluntary or compulsory)

Business Fundamentals (15 decks)

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