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HRM 343 > Exam 1 > Flashcards

Exam 1 Flashcards

1
Q

Evidence-based HR

A

HR practices has a positive influence on the company’s bottom line or key stakeholders

Requires workforce analytics

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2
Q

3 Product lines of HR

A

Line 1: Administrative services and transactions (AST) deals with compensation, hiring, staffing
Line 2: Business partner services (BPS) develops HR systems, implements business plans, talent management
Line 3: Strategic partner (SP) considers human capital, business capabilities and readiness

Tip!! AST, BPS, SP

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3
Q

Where does big data gather information from?

A

Hr databases
Corporate financial statements
Employee surveys

Tip!! HCE

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4
Q

Definition of human resource management

A

Policies, practices, systems that influence employee’s behavior, attitude, and performances

Process includes: employing, training, compensating, developing policies, strategies, and retaining

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5
Q

Characteristics of a millennial

A

Diversity in schools, coached/praised/participation, willing to work, most likely to switch jobs for a sense of purpose, high self-esteem/educated/technologically inclined

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6
Q

HR competitive advantages

A

HR departments are organized on a shared service model

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7
Q

Moving to work in another country is called?

A

Offshoring

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8
Q

Environmental social governance (ESG) and how it is applied

A

All 3 practices (E,S,G) should be a part of a business model to help gain competitive advantage and reduce legal risks

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9
Q

Administrative services: transformational and transactional

A

It deals with functions such as compensation, hiring, and staffing

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10
Q

Characteristic of ethical and successful company

A

Four principles:

Mutual benefits
Employees take responsibility
Sense of purpose or vision
Fairness in treatment

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11
Q

Role of HRM to gain competitive advantage

A

Committed and productive workforce that offers opportunity for financial success

Emergent and enhancing strategies

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12
Q

Company strategy impact of external and internal employees

A

Balanced scorecard: performance measurement of internal and external customers, employees, and shareholders

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13
Q

Business model

A

Rational decision-making process used by top managers as they develop strategic plans

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14
Q

Final decision maker in strategic planning group

A

CEO

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15
Q

How to apply strategic formulation

A

Decision on strategic direction by defining company’s mission and goals

SWOT analysis
Internal: SW
External: OT

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16
Q

Duties of administrative task

A

Day-to-day activities, managing employee records and allowing employees to get info about enrolling in training, benefits, and other programs

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17
Q

Strategic management role

A

Addresses competitive challenges, analyzes company’s competitive situation, develop strategic goals, devises plan of action

Two phases: strategy formulation and implementation

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18
Q

Strategic implementation process

A

Devising structures and allocating resources to enact the strategy a company has chosen

Implemented by administering HR practices

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19
Q

Apply job design process

A

Process of defining the way work will be performed and tasks required in each job

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20
Q

When employees can be trained in a job scenario

A

Trained to identify inappropriate workplace behavior, training in quaility, new skills or how to apply old skills in new ways

21
Q

Amount of time spent on administrative task

A

Is decreasing and its role as a strategic business partner is increasing

22
Q

Mission statement description

A

Statement of the organization’s reason for being; usually specifies the customers served, the needs satisfied, and technology used

23
Q

Disparate treatment and impact

A

Treatment: shows intent to an individual of a protected group (race, color, religion, sex)

Impact: unintentional intent, excludes a protected group from employment opportunities

24
Q

EEOC, responsibilities, application

A

Enforces: Title VII, Equal pay act, ADA

Responsible for investigating and resolving discrimination complaints, gathering information, and issuing guidelines

25
Title VII Civil Rights
Ensures employment opportunities are based on character or ability rather than on race States. "illegal for an employer to fail or refuse hire or discriminate against any individual with respect to his compensation, terms, conditions, because of race, color, religion, sex, national origin"
26
Power of US president
Executive branch Proposes bills to Congress Power to veto any law passed by Congress Issues executive orders Appoints judges to federal judicial systems
27
OSHA
Establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce Each employer has a general duty to furnish each employee a place of employment free from recognized hazards (general duty clause)
28
ADEA
Prohibits discrimination against employees 40+ Covers employers with 15 or more employees working 30 or more weeks per year, includes: labor unions, employment agencies, federal government Enforced by EEOC
29
Who enforces Title VII and ADA
EEOC
30
How to treat pregnant employees and what benefits they receive
Employer cannot refuse to hire a pregnant woman because of pregnancy, related conditions, or prejudices of co-workers, clients, customers Pregnancy-related benefits CANNOT be limited to married employees
31
How many days to file EEOC claim
180 days of incident
32
Field generalist
Consist of HRM generalist who are assigned to a business unit within firm Dual reporting relationships to both the head of the line business and head of HRM Helps line executives to address issues and ensure the HRM execute its strategy
33
What act prohibits discrimination based on disability
ADA (1990)
34
What HRM activity provides greater value to firm
Transformational activities create long term capability and adaptability for the firm
35
First step in HR planning process
Forecasting: determine supply and demand for various types of HR to predict where the organization will be labor shortages and surpluses
36
Impacts of organization
Shortages and surpluses influence pay levels Organizations not competitive in the labor market will not attract and retain employees of sufficient numbers and quality Organization's competitive position can be compromised if cost are kept low Some employees are turning to a new supply of labor from outside the US
37
Transformational and transactional
Transformational: create long-term capability and adaptability for the firm (cultural change) Transactional: day-to-day transactions (record keeping)
38
What constitutes a hostile work environment quid pro quo
Quid pro quo: explicitly or implicitly a term or condition of an individual's employment Occurs when benefit/punishment is made contingent on the employee's submitting/not submitting to sexual advances
39
Workflow design
Process of analyzing the tasks necessary to produce a product or service, prior to allocating and assigning these tasks to a particular job category or person
40
Job analysis of line managers
Must have detailed info about all jobs in work group Know job requirements to make intelligent hiring decisions Ensure everyone is performing satisfactorily Work is being done safely
41
Components of position analysis questionnaire
Broadcast the most well-researched instruments for analyzing jobs Organized into 6 sections: Information input, mental processes, work output, relationships with other persons, job context
42
Included in job description
List of task, duties, and responsibilities Written broadly, lack of specificity can result in disagreement
43
How employees evaluate pay aginst others
Equity theory: people evaluate fairness by comparing with other people; their work attitudes also are influenced by: pay, experience
44
Lilly Pay Act
Employers face claims in situatons where a discriminatory decision was made years earlier, but the effect continues into current period
45
How does pay grade effect pay?
Disadvantage of using grades is that some jobs will be underpaid, others overpaid
46
How is pay affected when hiring from outside
Expatriate pay and benefits (housing allowance and tax equalization) are closely linked to home country Geological location is important when considering a pay structure
47
FLSA and who is covered
Fair labor standards act, establihes minimum wage and overtime pay Nonexempt: overtime workers Exempt: executive, professional, administrative, "computer employees"
48
Roberts in the workplace
AI: technology that can think like a human Used to support employees by helping to avoid mistakes and perform automated task, allowing employees more high-value work

HRM 343 (1 decks)

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