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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
Q

Title VII Civil Rights

A

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
Q

Power of US president

A

Executive branch

Proposes bills to Congress
Power to veto any law passed by Congress
Issues executive orders
Appoints judges to federal judicial systems

27
Q

OSHA

A

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
Q

ADEA

A

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
Q

Who enforces Title VII and ADA

A

EEOC

30
Q

How to treat pregnant employees and what benefits they receive

A

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
Q

How many days to file EEOC claim

A

180 days of incident

32
Q

Field generalist

A

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
Q

What act prohibits discrimination based on disability

A

ADA (1990)

34
Q

What HRM activity provides greater value to firm

A

Transformational activities create long term capability and adaptability for the firm

35
Q

First step in HR planning process

A

Forecasting: determine supply and demand for various types of HR to predict where the organization will be labor shortages and surpluses

36
Q

Impacts of organization

A

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
Q

Transformational and transactional

A

Transformational: create long-term capability and adaptability for the firm (cultural change)

Transactional: day-to-day transactions (record keeping)

38
Q

What constitutes a hostile work environment quid pro quo

A

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
Q

Workflow design

A

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
Q

Job analysis of line managers

A

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
Q

Components of position analysis questionnaire

A

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
Q

Included in job description

A

List of task, duties, and responsibilities

Written broadly, lack of specificity can result in disagreement

43
Q

How employees evaluate pay aginst others

A

Equity theory: people evaluate fairness by comparing with other people; their work attitudes also are influenced by: pay, experience

44
Q

Lilly Pay Act

A

Employers face claims in situatons where a discriminatory decision was made years earlier, but the effect continues into current period

45
Q

How does pay grade effect pay?

A

Disadvantage of using grades is that some jobs will be underpaid, others overpaid

46
Q

How is pay affected when hiring from outside

A

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
Q

FLSA and who is covered

A

Fair labor standards act, establihes minimum wage and overtime pay

Nonexempt: overtime workers

Exempt: executive, professional, administrative, “computer employees”

48
Q

Roberts in the workplace

A

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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