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Management- Junior Year > Chapter 9: Managing Human Resources and Diversity > Flashcards

Chapter 9: Managing Human Resources and Diversity Flashcards

1
Q

The strategic role of human resources management is to drive _________ __________.

A

organizational performance

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2
Q

Managers around the world often cite _______ _______ as the top factor in maintaining competitive success.

A

human capital

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3
Q

the economic value of the combined knowledge, experience, skills, and capabilities of employees

A

human capital

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4
Q

has emerged as a central topic of concern not only for human resource managers but for all managers searching for ways to keep their organizations thriving in the fast-changing, competitive environment of the early twenty-first century

A

talent management

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5
Q

What are the top 3 factors for maintaining competitive success (from most to least influential)

A
  1. Human capital
  2. Customer relationships
  3. Product and service innovation
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6
Q

The best HR departments not only support strategic objectives but also ______ ______ an ongoing, integrated plan for furthering the organization’s performance.

A

actively pursue

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7
Q

Effective HRM and the alignment of HR strategies with the organization’s ______ ______ have a _______ impact on performance, including higher employee productivity and stronger financial results.

A
  • strategic direction
  • positive
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8
Q

The strategic approach to HRM recognizes 3 key elements:
1. _____ managers are involved in managing human resources.
2. Employees are viewed as ______; employees, not buildings/machinery, give a company its ________ _______.
3. HRM is a ________ _______, integrating the organization’s strategy and goals with the correct approach to managing human capital.

A
  1. All
  2. assets; competitive edge
  3. matching process
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9
Q

What are the 3 primary goals/activities of HRM?

A
  1. Find the Right People (HRM planning, recruiting, job analysis, forecasting, selecting)
  2. Manage Talent (training, development, appraisal)
  3. Maintain an Effective Workforce (wages and salary, benefits, labor relations, terminations)
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10
Q

Managers around the world often cite ______(the economic value of the combined knowledge, experience, skills and capabilities of employees) as the top factor in maintaining competitive success.
a. Customer relationships
b. Human capital
c. Product innovation

A

b. Human capital

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11
Q

To build human capital, HRM develops STRATEGIES for the following:
1. Finding the _______ people
2. Enhancing their skills and knowledge with ________ _______ and ________ for personal and professional development
3. Providing ________ and _______ that support the sharing of knowledge and appropriately reward people for their contributions to the organization.

A
  1. best
  2. training programs; opportunities
  3. compensation; benefits
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12
Q

The Role and Value of Human Capital Investments starts at the (top/bottom) by assessing _______ ________ such as workforce planning, career development, performance appraisal, and so forth. Managers use these activities to increase human capital capabilities that drive higher performance in key areas such as _______ or ______ _______ (level 2). Improvements in key performance areas, in turn, lead to improved _______ ______ (level 1).

A
  • bottom; internal processes
  • innovation; customer service
  • business results (ex: like revenue growth; total return to stakeholders)
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13
Q

the design and application of formal systems to ensure the effective and efficient use of human talent to accomplish organizational goals; includes activities undertaken to attract, select, develop, and maintain an effective workforce

A

Human Resource Management (HRM)

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14
Q

T or F: HR managers are vital players in corporate strategy because no strategy can be effective without the right people to put it into action.

A

True

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15
Q

T or F: Federal legislation plays a small role in managing HR effectively.

A

False; plays a BIG role since HR managers have to stay on top of issues that might have legal consequences

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16
Q

The _________ ________ ________ _______ created by the Civil Rights Act of 1964 initiates investigations in response to complaints concerning discrimination

A

Equal Employment Opportunity Commission (EEOC)

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17
Q

occurs when hiring and promotion decisions are made based on criteria that are not job relevant.

A

discrimination

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18
Q

requires that an employer take positive steps to guarantee equal employment opportunities for people within protected groups.

A

affirmative action

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19
Q

T or F: Failure to comply with EEO legislation can result in substantial fines and penalties for employers.

A

True

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20
Q

Suits for discriminatory practices can cover a broad range of employee complaints, and one issue of growing concern is ______ _______-.

A

sexual harassment (which is also a violation of Title VII of the Civil Rights Act)

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21
Q

T or F: In addition to the federal laws, many states and municipalities have their own laws that relate to HR issues.

A

True (ex: California requires that companies with 50 or more employees provide sexual harassment training for all employees every two years)

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22
Q

If a store manager only hires shift supervisors who have four year college degrees, even though experienced cashiers without a four year degree can be excellent supervisors, _____ may be occurring.
a. Sexual harassment
b. Workforce planning
c. Discrimination
d. Affirmative action

A

c. Discrimination

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23
Q

Which major federal law that relates to HRM does this describe:
Provides for possible compensatory and punitive damages, plus traditional back pay, for cases of
intentional discrimination. Shifts the burden of proof to the
employer.

A

Civil Rights Act

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24
Q

Which major federal law that relates to HRM does this describe:
Prohibits discrimination against qualified individuals by employers on the basis of disability and demands that “reasonable accommodations” be provided.

A

Americans With Disabilities Act

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25
Q

Which major federal law that relates to HRM does this describe:
Prohibits discrimination based on physical or mental disability and requires that employees be informed about affirmative action plans.

A

Vocational Rehabilitation Act

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26
Q

Which major federal law that relates to HRM does this describe:
Prohibits age discrimination and restricts mandatory retirement.

A

Age Discrimination in Employment Act (ADEA)

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27
Q

Which major federal law that relates to HRM does this describe:
Prohibits discrimination in employment on the basis of
race, religion, skin color, sex, or national origin.

A

Civil Rights Act, Title VII (7)

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28
Q

Which major federal law that relates to HRM does this describe:
Allows employees to switch health insurance plans when changing jobs and get the new coverage regardless of preexisting health conditions; prohibits group plans from dropping
a sick employee.

A

Health Insurance Portability
and Accountability Act (HIPAA)

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29
Q

Which major federal law that relates to HRM does this describe:
Requires employers to provide up to 12 weeks unpaid leave for childbirth, adoption, or family emergencies.

A

Family and Medical Leave Act

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30
Q

Which major federal law that relates to HRM does this describe:
Prohibits sex differences in pay for substantially equal work.

A

Equal Pay Act

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31
Q

Which major federal law that relates to HRM does this describe:
Imposes a fee on firms with 50 or more employees if the government subsidizes their employees’ health care coverage; prevents insurers from denying coverage based on
preexisting conditions or charging women more than men.

A

Patient Protection and
Affordable Care Act
(PPACA)

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32
Q

Which major federal law that relates to HRM does this describe:
Requires continued health insurance coverage (paid by employee) following termination.

A

Consolidated Omnibus
Budget Reconciliation Act
(COBRA)

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33
Q

Which major federal law that relates to HRM does this describe:
Establishes mandatory safety and health standards in organizations.

A

Occupational Safety and
Health Act (OSHA)

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34
Q

In the (old/new) social contract between organization and employee, the employee could contribute ability, education, loyalty, and commitment and expect in return that the company would provide wages and benefits, work, advancement, and training throughout the employee’s working life.

A

old

(…Then along came globalization, outsourcing, hyper-competition, and other volatile changes in the environment)

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35
Q

Which do these describe in regards to the EMPLOYEE aspect– old or new social contract?
1. job security, a cog in the machine, knowing
2. employability/personal responsibility, partner in business improvement, learning/skill development

A
  1. old
  2. new
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36
Q

Which do these describe in regards to the EMPLOYER aspect– old or new social contract?
1. creative development opportunities, lateral career moves/incentive compensation, challenging assignments, information and resources/decision-making authority
2. standard training programs, traditional compensation package, routine jobs, limited information and authority

A
  1. new
  2. old
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37
Q

The new contract is based on the concept of _________ rather than ________ _________.

A
  • employability; lifetime employment
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38
Q

What are 4 innovative Human Resource (HR) Practices?

A
  1. Blind Hiring
  2. Branding the Company as an Employer of Choice
  3. Fast-Track Hiring
  4. Acquiring Start-Ups to Obtain Talent
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39
Q

Which innovative HR Practice does this describe?
Focuses managers on an applicant’s job skills and performance rather than educational credentials, appearance, or prior experience.

A

Blind hiring (ex: think about symphony orchestra example with the curtain)

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40
Q

With _____ ________, people are usually asked to complete a project or assignment that relates to the type of work they’ll be doing if hired.

A

blind hiring

41
Q

similar to a product brand, except that its aim is to make the organization seem like a highly desirable place to work

^ What innovative HR practice does this have to do with?

A
  • Definition: employer brand
  • What it has to do with: Branding the company as an employer of choice

(ex: think about water bottle with company name on it that she mentioned in class)

42
Q

With the fast pace of today’s business environment and the growing need for employees, some managers are experimenting with a _____ ______ ______ approach (one of the innovative HR practices), filling open jobs in a matter of days or even hours.

A

fast-track hiring

43
Q

Fast track hiring is being used particularly in _____-_____ industries.

A

high-tech

44
Q

When established companies such as Facebook, Google, Yahoo, LinkedIn, and Salesforce.com buy early-stage start-ups, often shutting them down, simply to acquire their engineering talent.

^This has to do with which of the innovative HR practices?

A
  • Definition: acqui-hiring
  • Has to do with: acquiring start-ups to get the talent
45
Q

Finding the Right People Goal in HRM– Steps for this:
1. The first step in finding the right people is _______ ________ _______, in which managers or HRM professionals predict the need for new employees based on the types of vacancies that exist.
2. The second step is to use _______ ________ to communicate with potential applicants.
3. The third step is to ______ from the applicants those persons believed to be the best potential contributors to the organization.
4. Finally, ____ employees are welcomed into the organization.

A
  1. human resource planning (by looking at retirements, growth, resignations)
  2. recruiting procedures (internet, ads, etc.)
  3. select (by doing interviews, applications, tests)
  4. new
46
Q

Finding the Right People:
With the ________ ________, which underlies the organization’s effort to attract employees, the organization and the individual attempt to match the needs, interests, and values that they offer each other.

A

matching model

47
Q

With the matching model, organization’s are trying to match companies _______ and _______ with employee _______ and _______ to attract an effective workforce (finding the right people)

A
  • needs; inducements
  • contributions; needs

(match company’s needs to employee’s contributions and company’s inducements to employee’s needs)

48
Q

the forecasting of HR needs and the projected matching of individuals with expected vacancies.

A

Human Resource Planning

49
Q

Human Resource Planning begins with several (3) big-picture questions:

A
  1. What new technologies are emerging, and how will these affect the work system?
  2. How much is the volume of the business likely to change in the next 5 to 10 years?
  3. What’s the turnover rate, and how much, if any, is avoidable?
50
Q

performing activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied

A

recruiting

51
Q

Today, recruiting is sometimes referred to as ______ _______ to reflect the importance of the human factor in the organization’s success

A

talent acquisition

52
Q

Many organizations use _______ recruiting or ______ _____ ______ policies to fill their high-level positions.

Frequently, _________ recruiting is advantageous.

A
  • internal
  • promote-from-within
  • external
53
Q

a systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities and context of a job.

A

job analysis

54
Q

To perform job ________, managers or specialists ask about work activities and work flow, the degree of supervision given and received in the job, knowledge and skills needed, performance standards, working conditions, and so forth.

A

analysis

55
Q

A concise summary of the specific tasks and responsibilities of a position.

A

job description

56
Q

give applicants all pertinent and realistic information about the job and the organization.

A

realistic job previews (RJP)

(ex: asking a job applicant to work a shift or two as a trial run to determine whether they’re a good fit for the job)

57
Q

Outlines the knowledge, skills, education, physical abilities, and other characteristics needed to perform a specific job adequately

A

job specification

58
Q

T or F: Managers do much of their recruiting today via the Internet, including social media sites.

A

True

59
Q

an arrangement whereby an intern exchanges free or low-cost labor for the opportunity to explore whether a particular career is appealing or to gain valuable work experience in a particular field.

A

internship

60
Q

employers assess applicants’ characteristics in an attempt to determine the “fit” between the job and applicant characteristics.

A

selection process

61
Q

What are the 3 most frequently used selection devices?

A
  1. Application form
  2. Interview
  3. Employment Test
62
Q

used to collect information about the applicant’s education, previous job experience, and other background characteristics.

A

application form

63
Q

type of interview that uses a set of standardized questions that are asked of every applicant so comparisons can easily be made.

A

structured interview

64
Q

type of interview where the interviewer asks broad, open-ended questions and permits the applicant to talk freely.

A

Non-directive interview

65
Q

type of interview where the candidate meets with several interviewers who take turns asking questions.

A

Panel interviews

66
Q

type of interview that tests job candidates’ ability to handle problems, cope with change, think on their feet, and work well with others.

A

Extreme interviewing

67
Q

Answer the following with okay or not okay to ask in a job interview:
1. Your last name sounds Greek. Are you Greek? My mom is Greek.
2. So, do you consider yourself Caucasian?
3. Do you have any disabilities that might make it challenging for you to perform this job?
4. You look really young. What year were you born?
5. Will you be asking for time off for any special holidays, like Yom Kippur or Eid Al-Adha?
6. Have you ever been convicted of a crime?
7. You mentioned you have two kids. Does your husband take care of them while you’re at work?
8. Tell me about your current or most recent job. What were your responsibilities there?
9. Are you a citizen of the U.S.?

A
  1. not okay (can’t ask about ethnicity/ancestry/origin of applicant’s name)
  2. not okay (can’t ask any questions about race)
  3. okay (just can’t ask if applicant has ever had any mental/physical defects, or if worker has ever filed a worker’s compensation claim)
  4. not okay (can’t ask about age or when they graduated from high school, only can ask if they’re over 18)
  5. not okay (can’t ask any questions about religion)
  6. okay (just can’t ask if they’ve ever been ARRESTED, but can ask if they’ve been convicted of a crime)
  7. not okay (can’t ask anything about marital/family status)
  8. okay (can ask where applicant went to school and prior job experience; cannot ask when they graduated or hobbies)
  9. not okay (can ask if they have a legal right to work in the U.S.; can’t ask if they’re a citizen of another country)
68
Q

Which of the following is inappropriate to ask on an employment application?
a. Whether the applicant is over 18
b. Where the applicant went to school
c. What the applicant’s ancestry/ethnicity is

A

c. What the applicant’s ancestry/ethnicity is

69
Q

may include cognitive ability tests, physical ability tests, personality inventories, and other assessments.

A

employment tests (ex: IQ Tests, personality tests like Myers Briggs, etc.)

70
Q

Many companies use ________ assessments for selecting people to hire.

A

customized

71
Q

If an interviewer asks you a question such as “You’re shrunk and trapped in a blender that will turn on in 60 seconds. What do you do?” this is an example of a ________ ________. The answers aren’t as important as HOW the applicant goes about solving the problem.

A

brain teaser

72
Q

The Internet gives recruiters and hiring managers a new way to search for a candidate’s criminal record, credit history, and other indications of honesty, integrity, and stability.
Many companies want to see what a candidate has to say on blogs and social networking sites to gauge whether the person would be a good fit with the organization.
This all has to do with ______ ______.

A

online checks

73
Q

Following selection, the next goal of HRM is to develop employees into an effective workforce. Key development activities include _______ and performance ________.

A

training; appraisal

74
Q

_________ and _________ programs represent a planned effort by an organization to facilitate employees’ learning of job-related skills and behaviors.

A

training; development

75
Q

The highest ranked training and development practice by young professionals is what?
What is the lowest ranked practice?

A
  • Highest: being involved in high-stakes jobs/projects
  • Lowest: working on an inherited problem
76
Q

is typically used to refer to teaching people how to perform tasks related to their present jobs.

A

training

77
Q

means teaching people broader skills that not only are useful in their present jobs but also prepare them for greater responsibilities in future jobs.

A

development

78
Q

What are 4 types of training and development?

A
  1. On-the-job training (OJT)
  2. Social learning
  3. Corporate universities
  4. Promotion-from-within
79
Q

The most common type of training is _______ ____ ______ ______, where an experienced employee is asked to train a new employee.

A

on-the-job training

80
Q

learning informally from others by using social media tools.

A

social learning

81
Q

an in-house training and education facility that offers broad-based learning opportunities.

A

corporate university

82
Q

_______ _______ _______ provide people more challenging assignments, prescribe new responsibilities, and help employees grow by expanding and developing their abilities.

A

promotions from within

(ex: maid promoted to head housekeeper)

83
Q

refers to observing and assessing employee performance, recording the assessment, and providing feedback to the employee.

A

performance appraisal

84
Q

a process that uses multiple raters, including self-rating, as a way to increase awareness of strengths and weaknesses and guide employee development.

A

360 degree feedback

85
Q

________ _______ _______ is an alternative performance evaluation method and is controversial because it ranks employees against each other.

A

performance review ranking system

(The bottom tier are given a set period of time to improve their performance, and if they don’t improve, they are fired; critics say the system often increases cutthroat competition among employees, discourages collaboration and teamwork, and harms morale)

86
Q

occurs when a rater places an employee into a class or category based on one or a few traits or characteristics.

A

stereotyping (one of the performance evaluation errors)

(ex: stereotyping an older worker as slower and more difficult to train)

87
Q

a manager gives an employee the same rating on all dimensions, even if his or her performance is good on some dimensions and poor on others.

A

halo effect (one of the performance evaluation errors)

88
Q

A performance evaluation technique that relates an employee’s performance to specific job-related incidents; this method helps overcome errors.

A

behaviorally anchored rating scale (BARS)

(Good performance represented by a 4 or 5 on the scale, and unacceptable performance by a 1 or 2. If a production supervisor’s job has eight dimensions, the total performance evaluation will be the sum of the scores for each of eight scales.)

89
Q

refers to all monetary payments and all goods or commodities used in lieu of money to reward employees.

A

compensation

(include a broad range of rewards such as wages and salaries, incentive payments, bonuses, and benefits such as health insurance, paid vacations, or other benefits)

90
Q

compensation is linked to the specific tasks and employee performance.

A

job-based pay

91
Q

employees with higher skills receive higher pay than those with lower skill levels.

A

skill-based pay

92
Q

refers to the process of determining the value or worth of jobs within an organization through an examination of job content.

A

job evaluation (listed under compensation equity)

(enable managers to compare similar and dissimilar jobs and to determine internally equitable pay rates—that is, pay rates that employees believe are fair compared to those for other jobs in the organization.)

93
Q

show what other organizations pay incumbents in selected jobs.

A

Wage and salary surveys

94
Q

means tying at least part of compensation to employee effort and performance.

A

Pay-for-performance

95
Q

Although salary is an important component, _______ are equally important.

A

benefits

96
Q

T or F: Organizations are required by law to provide some benefits, such as Social Security, unemployment compensation, and workers’ compensation.

A

True

(Other types of benefits are not required by law but are provided by organizations to attract and maintain an effective workforce –> like vacations, onsite fitness centers or educational reimbursements)

97
Q

The value of ________ for maintaining an effective workforce is twofold:
1. Employees who are poor performers can be ________.
2. Managers can use ______ ________ as a valuable HRM tool, regardless of whether the employee leaves voluntarily or is forced out.

A

termination; dismissed; exit interviews

98
Q

A discussion conducted with departing employees to determine reasons for their departure and learn about potential problems in the organization.

A

exit interview

Management- Junior Year (8 decks)

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