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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
reengineering?
complete review of the org.'s critical work processes to make them more efficient and able to deliver higher quality
26
outsourcing?
the practice of having another company provide services
27
offshoring?
hiring workers in other countries
28
expatriates?
employees who take assignments in other countries
29
human resource info system?
used to acquire, store, manipulate, etc information related to an org.'s HR
30
electronic HR management?
processing and transmitting of digitized HR info
31
self-service?
employees have online access to info about HR issues
32
psychological contract?
description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange
33
alternative work arrangements?
methods of staffing other than traditional hiring of full-time employees - independent contractors, on call workers, temporary, contract co. workers
34
equal employment opportunity?
condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, etc
35
Title VII of the civil rights act of 1964?
equal employment opportunities in the US based on character or ability rather than race
36
affirmative action?
an org.'s active effort to find opportunities to hire or promote people in a particular group
37
the EEO-I report?
online questionnaire requesting the number of employees in each job category, broken down by their gender and race
38
disparate treatment?
differing treatment of individuals, where the differences are based on the individual's race, color, religion, sex, national origin, etc
39
bona fide occupational qualification?
necessary qualification for performing a job
40
disparate impact?
condition in which employment practices are seemingly neutral yet disproportionately exclude protected group from employment opportunities
41
four-fifths rule?
evidence of discrimination if the hiring rate for a minority group is less than 4/5 the hiring rate for the majority group
42
what do some companies use affirmative action to do?
increase representation of minorities
43
reasonable accommodation?
employer's obligation to do something to enable an otherwise qualified person to perform a job
44
right-to-know laws?
require employers to provide employees with info about the health risks associated with exposure to substances considered hazardous
45
material safety data sheets?
form that details the hazards associated with a chemical
46
work flow design?
managers analyze the tasks needed to produce a product or service
47
job?
set of related duties
48
position?
set of duties performed by one person
49
job analysis?
process of getting detailed info about jobs
50
job descriptions?
list of the tasks, duties, and responsibilities that a job entails
51
job specifications?
the qualities or requirements the person performing the job must possess
52
where does the info for analyzing an existing job often come from?
incumbents - people who currently hold the position in the org
53
what should info from incumbents be paired with? why?
info from observers. b/c incumbents may exaggerate what they do to seem more valuable
54
who may provide the most accurate estimates of the importance of job duties?
observers/supervisors
55
why does the most inaccuracy in job descriptions occur?
from them being outdated
56
job design?
process of defining how work will be performed and what tasks will be required in a given job
57
what must be known to design a job effectively?
thorough understanding of the job itself & its place in the work flow process
58
industrial engineering?
looks for the simplest way to structure work in order to maximize efficiency
59
job enlargement?
broadening the types of tasks performed
60
job extension?
enlarging jobs by combining several relatively simple jobs to form one with a wider range of tasks
61
job enrichment?
empowering workers by adding more decision-making authority to their jobs
62
how does technology make jobs worse? (3)
employees try to juggle info from several sources at once. can become distracting. reduces performance and increases likelihood of errors
63
forecasting?
HR pro tries to determine the supply and demand for types of human resources
64
trend analysis?
constructing and applying statistical models that predict labor demand for the next year, given stats from the previous year
65
leading indicators?
objective measures that accurately predict future labor demand
66
how does one determine labor supply?
analysis of how many people are currently in various job categories
67
transitional matrix?
chart that lists job categories held in one period and shows the proportion of employees in those categories in a future period
68
core competency?
set of knowledge and skills that make the org superior to competitors and create value for customers
69
downsizing?
planned elimination of large numbers of personnel
70
what is the goal of downsizing?
enhancing the org.'s competitiveness
71
outsourcing?
contracting with another org to perform a broad set of services
72
workforce utilization review?
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
recruiting?
any process or activity with the primary purpose of identifying and attracting potential employees
74
1 benefit of external sources?
bringing in outsiders may expose the org. to new ideas/ways of doing business
75
direct applicants?
people who apply for a vacancy without prompting from the org.
76
referrals?
people who apply because someone in the org prompted them to do so
77
realistic job previews?
background info about job's positive and negative qualities

Human Resource Management (3 decks)

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