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Management > chapter 9 > Flashcards

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
Q

learning

A
  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
Q

performance appraisal

A

assessing an employee’s performance and (2) providing him or her with feedback; also called a performance review

26
Q

objective appraisal

A
  • based on fact and numbercal
  • measure results
  • harder to challenge legally
  • aka results appraisal
27
Q

subjective appraisal

A
  • based on managers perceptions of an employees traits and behaviors
  • BARS - rates employee gradations in performance according to scales of specific behaviors
28
Q

360 degree feedback

A

Feedback from multiple sources to help employees understand their strengths and weaknesses, and develop their skills

29
Q

forced ranking

A

all employees within a business unit are ranked against one another and grades are distributed
- pit employees against each other

30
Q

tools for managing an effective workplace

A
  • compensation
  • base pay
  • incentives
  • benefits
  • career path
31
Q

compensation

A

wages/ salaries, incentives and benefits

32
Q

career paths in org

A

promotion - moving upward
transfer - moving sideways
- disciplining and demotion - threat of moving downward
- dismissal - move out of org

33
Q

exit interview

A

formal conversation to find out why an employee is leaving and to learn about potential problems in the org

34
Q

nondisparagement agreement

A
  • contract that prohibits one party from criticizing the other
  • prohibits former employees to criticize their former employers
35
Q

privacy act 1975

A

gives employees legal right to examine letter of reference concerning them

36
Q

immigration reform and control act 1986

A

requires employers to verify the eligibility for employment of all their new hires (including US citizens)

37
Q

sarbanes oxley act

A

prohibits employers from demoting or firing employees who raise accusations of fraud to fed agency

38
Q

Employee retirement income security act (ERIS) 1974

A

sets rules for managing pension plans, provides federal insurance to cover bankrupt plans

39
Q

family and medical leave act 1993

A

requires employers to provide 12 weeks of unpaid medical and family reasons, incl childbirth, adoption, or family emergency

40
Q

health insurance Portability and Accountability Act (HIPPA) 1996

A

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
Q

fair minimum wage act 2007

A

increased federal minimum wage to $7.25 per hour

42
Q

occupational safety and health act (OSHA)

A

est minimum health and safety standards 1970

43
Q

consolidation omnibus budget reconciliation act (COBRA) 1985

A

allows employees and their dependents to temporarily keep their employer’s group health insurance after employment ends

44
Q

patient protection and affordable care act 2010

A

employers with more than 50 employees must provide health insurance

45
Q

equal pay act 1963

A

requires men and women to be paid equally for performing equal work

46
Q

civil rights act, title VII 1964

A

prohibits discrimination on basis of race, color, religion, national origin, sex, or sexual orientation

47
Q

Americans with disabilities act (ADA) 1990

A

prohibits discrimination against essentially qualified employees with physical/ mental diabilitie/ chronic illness. reasonable accommodation be provided

48
Q

civil rights act 1991

A

ammends and clarifies title VII, ADA, and other aws, permits suits against employers for punitive damages in cases of intentional discrimination

49
Q

age discrimination in employment act (ADEA) 1967

A

prohibits discrimination in employees over 40 years old, restricts mandatory retirment

50
Q

equal employment opportunity (EEO)

A

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
Q

sexual harassment

A

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
Q

labor unions

A

orgs of employees formed to protect and advance members interests by bargaining with management over job-related issues

53
Q

union security clause

A

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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