exam 1 Flashcards
What does a physical abilities test consist of
Is physical ability essential to perform the job? Is it mentioned prominently in the job description; Physical tests measure:
Muscular tension, power, endurance, flexibility, balance, cardiovascular endurance, coordination
DEFINITION
Human resources management
TERM
refers to the policies, practices & systems that influence employees’ behavior, attitudes, and performance.
DEFINITION
Describe what a High-Performance Work System is.
A high performance work system maximizes the fit between the company’s social system and its technical system
DEFINITION
Describe the benefits of incorporating a high-performance work system:
knowledge, skilled, and able workforce; motivated workers; a workforce that has the opportunity to use its ability and motivation to achieve objectives
DEFINITION
Core Capabillies/Competencies
are integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers. What 3 things indicate this as a source of competitive advantage
DEFINITION
According to Porter’s Typology, value is created in what 2 ways?
Low-cost strategy: create value by reducing costs;
produce a product or deliver a service at the lowest possible cost
by keeping costs low, the firm is able to charge less than competitors and maintain a profit.
Differentiation strategy: create value by convincing the market that your product/service is different from all the others produce a product or deliver a service that is different than competitors
By differentiating the product or service the firm is able to charge a premium, maintaining a profit
DEFINITION
Define strategy formulation:
developing the business strategy given market and other conditions, outlines specifically how the firm will create value In a particular market
DEFINITION
Title VIl of the Civil Rights Act prohibits employment discrimination on the basis of
race, color, religion, sex, national origin
DEFINITION
Disparate treatment
•exists when individuals in similar situations are intentionally treated differently based upon race, color, religion, sex, national origin, age, or disability status.
DEFINITION
Disparate Impact (Adverse)
TERM
impact occurs when a neutral employment practice disproportionately excludes a protected group from employment opportunitles (not intentional)
DEFINITION
•According to the Uniform Guidelines, a selection program has an adverse impact when the selection rate for any racial, ethnic, or sex class is less than
four-fifths (or 80 percent) of the rate of the class with the highest selection rate.
DEFINITION
Describe what employment at will means:
provisions state that either party in the employment relationship can terminate that relationship at any time, regardless of cause (exceptions: contacts, federal and state law, violations of public policy, implied contract and good faith and fair dealing
DEFINITION
Legislative
TERM
House of Representatives & Senate; Develop laws that govern many HRM activities; Usually from a societal need
DEFINITION
Executive
President of the United States and regulatory agencies;
President has power to veto any law passed by Congress;
Regulatory agencies enforce laws
DEFINITION
Judicial
Federal court system: US District Courts, U.S. Court of Appeals, Supreme Court; Hears cases involving alleged violations of federal law’s
At what age does the Age Discrimination Act begin protections
40 years old
DEFINITION
Explain the purpose of the Equal Pay Act. What are some exclusions?
Outlaws discrimination in pay, benefits, and pensions based on the employee’s gender
Employers are prohibited from paying employees of one gender at a rate lower than that paid to members of the other gender for doing equal work
Equal work means they require substantially the same skill, effort, and responsibility under similar working conditions and in the same establishment
Exclusions: seniority, merit, quantity and quality of production
Under the Americans with Disabilities Act, an organization must make _______to a physically or mentally disabled individual unless doing so would impose _________
‘reasonable accommodations”; “undue hardship’.
DEFINITION
What is sexual harassment:
TERM
unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature constitute sexual harassment
DEFINITION
•What are the two types of sexual harassment?
Quid pro quo: some kind of benefit/punishment is made contingent on the employees submitting/or not to sexual advances
Hostile work environment: more subtle. Behavior creates making it difficult to work
DEFINITION
Situational Interview
TERM
Confronts applicants on specific issues, questions, or problems likely to arise on the job, consists of Experience-based questions; Future-oriented questions (behavioral-based)
DEFINITION
•What was the Occupational Safety & Health Act created to do?
-This act created the Occupational Safety and Health Administration, which develops and enforces mandatory job safety and health standards
DEFINITION
Explain the difference between concurrent validation & predictive validation
Content validation is a test-validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job; best for small samples and achieved primarily through expert judgment
predictive validation to perform a long-term validity study by administering employment tests to job applicants and then seeing if those test scores are correlated with the future job performance of the hired employees.
DEFINITION
Content validation:
TERM
a test-validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job; Best for small samples; Achieved primarily through expert judgment
DEFINITION
Reliability
TERM
is the degree to which a measure of physical or cognitive abilities or traits is free from random error
Validity
the extent to which a performance measure assesses all and only the relevant aspects of job performance
Generalizability
TERM
the degree to which the validity of a selection method is established in one context extends to other contexts
DEFINITION
Utility
TERM
is the degree to which information provided by selection methods enhances the effectiveness of selecting personnel; impacted by reliability, validity, and generalizabilty
DEFINITION
Legality
TERM
All selection methods should adhere to existing laws and legal
precedents
Three laws form the basis for a majority of suits filed by job applicants Civil Rights Act of 1964 and 199lage Discriminalio in Employment Act of 1967, Americans with Disabilies Act of 1991
DEFINITION
Simple ranking
TERM
ranks employees from highest to lowest performer•
DEFINITION
Alternation ranking
TERM
crosses off the best and worst employees
Describe the following rater errors
Similar to Me
race, gender, background, interests, beliefs, etc. receive higher ratings than those not in a similar background
Contrast
influenced by comparison between individuals instead of an objective standard
Halo
receives high ratings because of the overall positive impression by rater
Horns
receives low ratings because of the overall negative impression by rater
DEFINITION
Central Tendency
Rater gives middle/average ratings to all employees
DEFINITION
Leniency
Rater gives high ratings to all employees regardless of
performance
Strictness
TERM
Rater gives low ratings regardless of performance
What are the three main purposes of performance management?
Strategie Link employee activitles with the organization’s goals administrativeiLink pay to performance) Make staffing decisions such as promotions, retention or termination
Developmentalidevelop employees, Identily defleciencles and the cause of deficiencies
DEPINITION
The two types of performance goals are
performance and learning.
DEFINITION
What makes a goal ‘SMART’?
TERM
Specific
Measurable
Attainable
Result oriented
Time bound
coaching
goes beyond mentoring and training and is a customized process between two or more people with the intent of enhancing learning & motivating change.
DEFINITION
Behavioral Approach
attempts to define the behaviors an employee must exhibit to be effective in the job
Attribute Approach
TERM
the extent to which individuals have certain attributes (characteristics or traits) believed desirable for the company’s
SUCCess
Comparative approach
TERM
the rater compares an individual’s performance with that of others
Results Approach
TERM
focuses on managing the objective, measurable results of a job or work group
DEFINITION
Quality Approad
includes a customer orientation, a prevention approach to errors, and continuous improvement. Improving customer satisfaction is the primary goals (internal or external)
DEFINITION
the nine competencies an HR professional should be able to demonstrate according to the Society of HR Management (SHRM
1.Organizational leadership and navigation:
TERM
direct initiatives and processes within the organization and gain buy-in from stakeholders
the nine competencies an HR professional should be able to demonstrate according to the Society of HR Management (SHRM
2.HR Technical expertise and practice
TERM
apply principles of HRM to contribute to the success of the business
the nine competencies an HR professional should be able to demonstrate according to the Society of HR Management (SHRM
3.Critical evaluation:
interpret information to determine return on investment and organizational impact in making recommendations and business decisions
DEFINITION
the nine competencies an HR professional should be able to demonstrate according to the Society of HR Management (SHRM
4. Relationship management
TERM
manage interactions with and between others with specific goal of providing service and organizational success
DEFINITION
the nine competencies an HR professional should be able to demonstrate according to the Society of HR Management (SHRM
5.Ethical practice:
TERM
integrate core values, integrity, and accountability throughout all organizational and business practices
DEFINITION
the nine competencies an HR professional should be able to demonstrate according to the Society of HR Management (SHRM
6.Global and cultural effectiveness:
manage HR both within and across boundaries
the nine competencies an HR professional should be able to demonstrate according to the Society of HR Management (SHRM
7.Communications:
TERM
effectively exchange and create a free flow of information with and among varlous stakeholders at all levels of the organization to produce meaningful outcomes
DEFINITION
the nine competencies an HR professional should be able to demonstrate according to the Society of HR Management (SHRM
8.Consultation:
provide guidance to stakeholders such as employees and leaders seeking expert advice on a variety of circumstances and situations
the nine competencies an HR professional should be able to demonstrate according to the Society of HR Management (SHRM
9.Business acumen:
TERM
understand business functions and metrics within the organization and industry
DEFINITION
List & describe the four categories of workers in the Human Capita
Architecture
4.-Complementary/Alliance Partners
TERM
-Individuals and groups with unique skills, but those skills are not directly related to a company’s core strategy.
DEFINITION
List & describe the four categories of workers in the Human Capital
Architecture
3.-Supporting Labor
TERM
-Employees whose skills are of less strategic value and generally available in the labor market.
List & describe the four categories of workers in the Human Capital
Architecture
2. Core employees:
Employees with skills to perform a predefined job that are quite valuable to a company, but not particularly unique or difficult to replace.
List & describe the four categories of workers in the Human Capital
Architecture
1. Strategic knowledge workers:
employees who have unique skills that are directly linked to the company’s strategy employees with skills to perform a predefined job are quite valuable to a company,m but not particularly unique or difficult to replace.
