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chapter 9 Flashcards

1
Q

human capital

A

potential of employee knowledge, experience, and actions

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1
Q

Strategic Human Resource Management

A

designing and implementing policies and practices that align an organization’s human capital with its strategic objectives

drives org perf, enhances firms competitive edge

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2
Q

social capital

A

Economic or productive potential of strong, trusting, and cooperative relationships

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3
Q

knowledge workers

A

main function is generating or interpreting info

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4
Q

Human Resource Planning

A

understanding current employee needs and predicting future employee needs

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5
Q

Human Resource Management

A

activities managers perform to plan for, attract, develop, and retain an effective workforce

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6
Q

job analysis

A

basic elements of the job

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7
Q

job description

A

summary of what/how and why of nature of the job

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8
Q

job specifications

A

summary of min qualifications needed to e able to perform the job
job analysis –> job description –> blueprint for hob specifications

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9
Q

Sources of staffing

A

info to gather to predict future needs and prepare for them

internal : human resource inventory
external : bureau of labor stats, tracking relevant edu/ tech advances

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10
Q

internal recruiting

A

pros :
- boosts morale/prod
- fewer risks due to more complete info
- cheaper

cons :
- restricts comp
- seniority versus merit based promos
- internal hires does not fill vacancy

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11
Q

external recruiting

A

pros :
- specialized knowledge/ exp
- fresh viewpoints

cons :
- expensive and timely process
- risks are higher; info asymmetry

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12
Q

Legally defensible selection tools

A

legal defensibility
reliability
validaty

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13
Q

legal defensibility

A

extent to which the selection device measures job-related criteria in a way that is free from bias
- cant ask to rap if youre applying to be a professor

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14
Q

reliability

A

represents the degree to which a test produces consistent scores. When a test is reliable, an individuals score will remain about the same over time

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15
Q

validity

A

reflects degree to which a test measures what it purports to measure– nothing more nothing less

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16
Q

selection tools

A

screening of job applicants
application forms, resumes, reference checks

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17
Q

unstructured interview

A

no fixed set of questions and no systematic scoring procedure

involves asking probing questions to find out what the applicant is like

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18
Q

structured interview

A

involves asking each applicant the same questions and comparing their responses to a standardized set of answers

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19
Q

situational interview

A

focuses on hypothetical situations

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20
Q

behavioral interview

A

exmpore what applicants have actually done in the past with their exp

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21
Q

employment tests

A
  • ability = can you lift 40 pounds
  • performance = specific to job (how fast can you run 40 yards. test on time or accuracy)
  • personality = cannot be the only test bc related to sex and race
  • integrity - ethics and values meet the orgs
  • drug and alcohol test
22
Q

oreintations

A

helps newcomer fit smoothly into the job and the org
- gives employees info to be successful

key points
- job routine
- orgs rules and employee benefits

23
Q

socialization process

A

orgs mission and operations

24
learning
1. assessment - determine the needs/ skill gaps that need to be improves 2. objectives - identify learning goals that will reduce skills gaps 3. selection - develop learning and development mats to be used in achieving learning goals 4. implementations - execute learning and development programs 5. evaluation - evaluate the implemented programs
25
performance appraisal
assessing an employee’s performance and (2) providing him or her with feedback; also called a performance review
26
objective appraisal
- based on fact and numbercal - measure results - harder to challenge legally - aka results appraisal
27
subjective appraisal
- based on managers perceptions of an employees traits and behaviors - BARS - rates employee gradations in performance according to scales of specific behaviors
28
360 degree feedback
Feedback from multiple sources to help employees understand their strengths and weaknesses, and develop their skills
29
forced ranking
all employees within a business unit are ranked against one another and grades are distributed - pit employees against each other
30
tools for managing an effective workplace
- compensation - base pay - incentives - benefits - career path
31
compensation
wages/ salaries, incentives and benefits
32
career paths in org
promotion - moving upward transfer - moving sideways - disciplining and demotion - threat of moving downward - dismissal - move out of org
33
exit interview
formal conversation to find out why an employee is leaving and to learn about potential problems in the org
34
nondisparagement agreement
- contract that prohibits one party from criticizing the other - prohibits former employees to criticize their former employers
35
privacy act 1975
gives employees legal right to examine letter of reference concerning them
36
immigration reform and control act 1986
requires employers to verify the eligibility for employment of all their new hires (including US citizens)
37
sarbanes oxley act
prohibits employers from demoting or firing employees who raise accusations of fraud to fed agency
38
Employee retirement income security act (ERIS) 1974
sets rules for managing pension plans, provides federal insurance to cover bankrupt plans
39
family and medical leave act 1993
requires employers to provide 12 weeks of unpaid medical and family reasons, incl childbirth, adoption, or family emergency
40
health insurance Portability and Accountability Act (HIPPA) 1996
allows employees to switch health insurance plans when changing jobs and receive noew coverage regardless of preexisting health conditions, prohibits group plans from dropping ill employees
41
fair minimum wage act 2007
increased federal minimum wage to $7.25 per hour
42
occupational safety and health act (OSHA)
est minimum health and safety standards 1970
43
consolidation omnibus budget reconciliation act (COBRA) 1985
allows employees and their dependents to temporarily keep their employer's group health insurance after employment ends
44
patient protection and affordable care act 2010
employers with more than 50 employees must provide health insurance
45
equal pay act 1963
requires men and women to be paid equally for performing equal work
46
civil rights act, title VII 1964
prohibits discrimination on basis of race, color, religion, national origin, sex, or sexual orientation
47
Americans with disabilities act (ADA) 1990
prohibits discrimination against essentially qualified employees with physical/ mental diabilitie/ chronic illness. reasonable accommodation be provided
48
civil rights act 1991
ammends and clarifies title VII, ADA, and other aws, permits suits against employers for punitive damages in cases of intentional discrimination
49
age discrimination in employment act (ADEA) 1967
prohibits discrimination in employees over 40 years old, restricts mandatory retirment
50
equal employment opportunity (EEO)
equal right of all citizens to the opportunity to obtain employment regardless of their gender, age, race, country of origin, religion, or disabilities) - discrimination = people hired/ promoted/ denied promotions/ hiring for reasons not relevant to the job - affirmative action = focus on achieving equality of opportunity
51
sexual harassment
unwanted sexual attention that creates adverse work env - quid pro quo = dont get hired or promoted bc you didnt do a sexual act (economically injury) - hostile env = offensive work env. doesnt risk econ harm, but experiences and offensive or intimidating work env
52
labor unions
orgs of employees formed to protect and advance members interests by bargaining with management over job-related issues
53
union security clause
part of the labor management agreement that states that employees who receive union benefits must join the union, or at least pay dues

Management (16 decks)

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