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Human Resource Management > chapters 1-5 > Flashcards

chapters 1-5 Flashcards

1
Q

human resource management?

A

the policies, practices, and systems that influence employee behavior, attitudes, and performance

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2
Q

human capital?

A

the organizations employees

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3
Q

what is the source of a company’s success or failure?

A

the employees

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4
Q

high performance work system?

A

an org in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment

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5
Q

job analysis?

A

process of getting detailed info about jobs

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6
Q

job design?

A

process of defining the way work will be performed and the tasks a given job requires

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7
Q

recruitment?

A

org seeks applicants for potential employment

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8
Q

selection?

A

org attempts to identify applicants with the necessary knowledge, skills, abilities, etc that will help the org achieve its goals

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9
Q

training?

A

planned effort that enables employees to learn job related knowledge, skills, and behavior

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10
Q

development?

A

acquiring knowledge, skills, and behavior that improve employee’s ability to meet the challenges of a variety of new or existing jobs

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11
Q

performance management?

A

process of ensuring that employee’s activities and outputs match the org.’s goals

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12
Q

human resource planning?

A

identify the number/types of employees that the org. will require in order to meet objectives

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13
Q

evidence-based human resources?

A

demonstrate that human resource practices have a positive influence on the company’s profits or key stake-holders

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14
Q

ethics?

A

fundamental principles of right and wrong

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15
Q

corporate social responsibility?

A

a companys commitment to meeting their stakeholder’s needs

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16
Q

stakeholders?

A

have interest in the company success - shareholders, employees, customers, the community

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17
Q

internal labor force?

A

the org.’s workers - employees and independent contractors

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18
Q

external labor force?

A

individuals actively seeking employment

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19
Q

what determines the kind of human resources available to an org?

A

the number and kinds of people in the external labor force

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20
Q

high-performance work systems?

A

org.’s that have the best possible fit between their social system and technical system

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21
Q

knowledge workers?

A

employees whose main contribution to the org is specialized knowledge

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22
Q

employee empowerment?

A

giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service

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23
Q

teamwork?

A

assignment of work to groups of employees with various skills who interact to assemble a product or provide a service

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24
Q

total quality management (TQM)?

A

company-wide effort to continually improve the ways people, machines, and systems accomplish work

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25
Q

reengineering?

A

complete review of the org.’s critical work processes to make them more efficient and able to deliver higher quality

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26
Q

outsourcing?

A

the practice of having another company provide services

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27
Q

offshoring?

A

hiring workers in other countries

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28
Q

expatriates?

A

employees who take assignments in other countries

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29
Q

human resource info system?

A

used to acquire, store, manipulate, etc information related to an org.’s HR

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30
Q

electronic HR management?

A

processing and transmitting of digitized HR info

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31
Q

self-service?

A

employees have online access to info about HR issues

32
Q

psychological contract?

A

description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange

33
Q

alternative work arrangements?

A

methods of staffing other than traditional hiring of full-time employees - independent contractors, on call workers, temporary, contract co. workers

34
Q

equal employment opportunity?

A

condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, etc

35
Q

Title VII of the civil rights act of 1964?

A

equal employment opportunities in the US based on character or ability rather than race

36
Q

affirmative action?

A

an org.’s active effort to find opportunities to hire or promote people in a particular group

37
Q

the EEO-I report?

A

online questionnaire requesting the number of employees in each job category, broken down by their gender and race

38
Q

disparate treatment?

A

differing treatment of individuals, where the differences are based on the individual’s race, color, religion, sex, national origin, etc

39
Q

bona fide occupational qualification?

A

necessary qualification for performing a job

40
Q

disparate impact?

A

condition in which employment practices are seemingly neutral yet disproportionately exclude protected group from employment opportunities

41
Q

four-fifths rule?

A

evidence of discrimination if the hiring rate for a minority group is less than 4/5 the hiring rate for the majority group

42
Q

what do some companies use affirmative action to do?

A

increase representation of minorities

43
Q

reasonable accommodation?

A

employer’s obligation to do something to enable an otherwise qualified person to perform a job

44
Q

right-to-know laws?

A

require employers to provide employees with info about the health risks associated with exposure to substances considered hazardous

45
Q

material safety data sheets?

A

form that details the hazards associated with a chemical

46
Q

work flow design?

A

managers analyze the tasks needed to produce a product or service

47
Q

job?

A

set of related duties

48
Q

position?

A

set of duties performed by one person

49
Q

job analysis?

A

process of getting detailed info about jobs

50
Q

job descriptions?

A

list of the tasks, duties, and responsibilities that a job entails

51
Q

job specifications?

A

the qualities or requirements the person performing the job must possess

52
Q

where does the info for analyzing an existing job often come from?

A

incumbents - people who currently hold the position in the org

53
Q

what should info from incumbents be paired with? why?

A

info from observers. b/c incumbents may exaggerate what they do to seem more valuable

54
Q

who may provide the most accurate estimates of the importance of job duties?

A

observers/supervisors

55
Q

why does the most inaccuracy in job descriptions occur?

A

from them being outdated

56
Q

job design?

A

process of defining how work will be performed and what tasks will be required in a given job

57
Q

what must be known to design a job effectively?

A

thorough understanding of the job itself & its place in the work flow process

58
Q

industrial engineering?

A

looks for the simplest way to structure work in order to maximize efficiency

59
Q

job enlargement?

A

broadening the types of tasks performed

60
Q

job extension?

A

enlarging jobs by combining several relatively simple jobs to form one with a wider range of tasks

61
Q

job enrichment?

A

empowering workers by adding more decision-making authority to their jobs

62
Q

how does technology make jobs worse? (3)

A

employees try to juggle info from several sources at once. can become distracting. reduces performance and increases likelihood of errors

63
Q

forecasting?

A

HR pro tries to determine the supply and demand for types of human resources

64
Q

trend analysis?

A

constructing and applying statistical models that predict labor demand for the next year, given stats from the previous year

65
Q

leading indicators?

A

objective measures that accurately predict future labor demand

66
Q

how does one determine labor supply?

A

analysis of how many people are currently in various job categories

67
Q

transitional matrix?

A

chart that lists job categories held in one period and shows the proportion of employees in those categories in a future period

68
Q

core competency?

A

set of knowledge and skills that make the org superior to competitors and create value for customers

69
Q

downsizing?

A

planned elimination of large numbers of personnel

70
Q

what is the goal of downsizing?

A

enhancing the org.’s competitiveness

71
Q

outsourcing?

A

contracting with another org to perform a broad set of services

72
Q

workforce utilization review?

A

process used by org.’s to determine whether there is any subgroup whose proportion in the relevant labor market differs substantially from the proportion in the job category

73
Q

recruiting?

A

any process or activity with the primary purpose of identifying and attracting potential employees

74
Q

1 benefit of external sources?

A

bringing in outsiders may expose the org. to new ideas/ways of doing business

75
Q

direct applicants?

A

people who apply for a vacancy without prompting from the org.

76
Q

referrals?

A

people who apply because someone in the org prompted them to do so

77
Q

realistic job previews?

A

background info about job’s positive and negative qualities

Human Resource Management (3 decks)

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