Exam 1 (Chapter 1-4) Flashcards
1
Q
The policies, practices, and systems that influence employees’ behaviors, attitudes, and performance
A
Human Resource Management
2
Q
Cash, equipment, technology, and facilities
A
Capital
3
Q
The employee characteristics that can add economic value to the organization
A
Human capital
4
Q
When an organization is better than competitors at something and can hold that advantage over a sustained period of time
A
Sustainable competitive advantage
5
Q
What are the four necessary qualities of human resources?
A
They are: valuable, rare, cannot be imitated, no good substitutes
6
Q
An organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization an advantage in the competitive environment
A
High-performance work system
7
Q
On average, how many HR people do organizations have?
A
Roughly 2 HR staff persons for every 100 employees
8
Q
Handing administrative tasks (ie: hiring employees and answering questions about benefits) efficiently and with commitment to quality. This requires expertise in the particular task.
A
Administrative services and transactions
9
Q
Developing effective HR systems that help the organization meet is goals for attracting, keeping, and developing people with the skills it needs. For the systems to be effective, HR people must understand the business so it can understand what the business needs
A
Business partner services
10
Q
Contributing to the company’s strategy through an understanding of its existing and needed human resources and ways HR practices can give the company a competitive advantage. For strategic ideas to be effective, HR people must understand the business, its industry, and its competitors
A
Strategic partner
11
Q
The process of getting detailed information about jobs
A
Job analysis
12
Q
The process of defining the way work will be performed and the tasks that given job requires
A
Job design
13
Q
The process through which the organization seeks applicants for potential employment
A
Recruitment
14
Q
The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals
A
Selection
15
Q
A planned effort to enable employees to learn job-related knowledge, skills, and behavior
A
Training
16
Q
The acquisition of knowledge, skills, and behaviors that improve and employee’s ability to meet changes in job requirements and in customer demands
A
Development
17
Q
What are the top five qualities employers look for in employees
A
Teamwork, verbal communication, decision making/problem solving, gathering/processing information, and planning/prioritizing
18
Q
The process of ensuring that employees’ activities and outputs match the organization’s goals
A
Performance Management
19
Q
The use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals
A
Workforce Analysis
20
Q
Identifying the numbers and types of employees the organization will require to meet its objectives
A
Human Resource planning
21
Q
A systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers
A
Talent Management
22
Q
Collecting and using data to show that human resource practices have a positive influence on the company’s bottom line or key stakeholders
A
Evidence-Based HR
23
Q
An organization’s ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community
A
Sustainability
24
Q
Typically the organizations stakeholders include:
A
shareholders, the community customers, and employees
25
_________ organizations meet their needs by minimizing their environmental impact, providing high quality products and services, ensuring workplace safety, offering fair compensation, and delivering an adequate return to investors
Sustainable
26
The parties with an interest in the company's success (typically shareholders, the community, customers, and employees)
Stakeholders
27
The fundamental principles of right and wrong
Ethics
28
People have the right to be treated only as they knowingly and willingly consent to be treated (ex: employees know the job they are hired to do; the employer does not deceive them)
Right of free consent
29
People have the right to do as they wish in their private lives, and they have the right to control what they reveal about private activities
Right of privacy
30
People have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms
Right of freedom of conscience
31
People have the right to criticize and organization's ethics if they do so in good conscience and their criticism does not violate the rights of individuals in the organization.
Right of freedom of speech
32
If people believe their rights are being violated, they have the right to a fair and impartial hearing
Right to due process
33
All people willing and able to work
Labor force
34
An organization's workers - its employees and the people who have contracts to work at the organization
Internal Labor Force
35
Individuals who are actively seeking employment
External Labor Force
36
Organizations that have the best possible fit between their social system (people and how they interact) and technical system (equipment and processes)
High-Performance Work Systems
37
Employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process or a profession
Knowledge workers
38
Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service
Employee Empowerment
39
The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service
Teamwork
40
Full involvement in one's work and commitment to one's job and company
Employee engagement
41
Weaving the development process more tightly into the organization's activities and strategies
Agile
42
The company's plan for meeting broad goals such as profitability, quality, and market share
Strategy
43
A companywide effort to continually improve the ways people, machines, and systems accomplish work
Total Quality Management
44
A complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality
Reengineering
45
The practice of having another company (a vendor, third-party provider, or consultant) provide services
Outsourcing
46
Moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available
Offshoring
47
Employees who take assignments in other countries
Expatriates
48
A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization's human resources
Human Resource Information System (HRIS)
49
The processing and transmission of digitized HR information, especially using computer networking and the Internet
Electronic Human Resource Management (e-HRM)
50
Refers to arrangements in which remote server computers do the user's computing tasks
Cloud computing
51
A network that uses internet tools but limits access to authorized users in the organization
Intranet
52
System in which employees have online access to information about HR issues and go online to enroll themselves in programs and provide feedback through surveys
Self-Service
53
A display of how the company is performing on specific HR metrics
Dashboard
54
A description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributors
Psychological Contract
55
Employers want their company to provide training and job experiences to help ensure that they can find other employment opportunities
Employability
56
Changing jobs frequently
Job hopping
57
Methods of staffing other than the traditional hiring of full-time employees
Alternative Work Arrangements
58
Self-employed individuals with multiple clients
Independent contractors
59
Persons who work for an organization only when they are needed
On-call workers
60
Employed by a temporary agency; client organizations pay the agency for the service of these workers
Temporary workers
61
Employed directly by a company for a specific time specified in a written contract
Contract company workers
62
The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin
Equal Employment Opportunity (EEO)
63
Which amendement abolished slavery?
13th
64
Provides equal protection for all citizens and requires due process in state action
14th amendment
65
Grants all citizens the right to make, perform, modify, and terminate contracts and enjoy all benefits, terms, and conditions of the contractual relationship
Civil Rights Acts of 1866 and 1871
66
Requires that men and women performing equal jobs receive equal pay
Equal Pay Act of 1963
67
Forbids discrimination based on race, color, religion, sex, or national origin
Title VII of CRA
68
Prohibits discrimination in employment against individuals 40 years of age and older
Age Discrimination in Employment Act of 1967
69
Requires affirmative action in the employment of individuals with disabilities
Rehabilitation Act of 1973
70
Treats discrimination based on pregnancy-related conditions as illegal sex discrimination
Pregnancy Discrimination Act of 1978
71
Prohibits discrimination against individuals with disabilities
Americans with Disabilities Act of 1990
72
Prohibits discrimination
Civil Rights Act of 1991
73
Requires rehiring of employees who are absent for military service, with training and accommodations as needed
Uniformed Services Employment and Reemployment Rights Act of 1994
74
Prohibits discrimination because of genetic information
Genetic Information Nondiscrimination Act of 2008
75
Agency of the department of justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other anti-discrimination laws
Equal Employment Opportunity Commission (EEOC)
76
Expressing to someone through proper channels that you believe an illegal employment act has taken place or is taking place
Opposition
77
Testifying in an investigation, hearing, or court proceeding regarding an illegal employment act
Participation in a proceeding
78
An organization's active effort to find opportunities to hire or promote people in a particular group
Affirmative Action
79
A physical or mental impairment that substantially limits one or more major life activities, a record of having such impairment, or being regarded as having such an impairment
Disability
80
The EEOC's Employer Information Report, which counts employees sorted by job category, sex, ethnicity, and race
EEO-1 Report
81
Guidelines issues by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate anti-discrimination laws
Uniform Guidelines on Employee Selection Procedures
82
Used to determine whether a company has engaged in discriminatory conduct
Uniform Guidelines
83
The agency responsible for enforcing the executive orders that cover companies doing business with the federal government
Office of Federal Contract Compliance Programs
84
A comparison of the race, sex, and ethnic composition of the employer's workforce with that of the available labor supple. The percentages in employer's workforce should not be greatly lower than the percentages in labor supply
Utilization analysis
85
The percentages of women and minorities the organization seeks to employ in each job group, and the dates by which the percentages are to be attained. These are meant to be more flexible than quotas, requiring only that the employer have goals and be seeking to achieve the goals
Goals and timetables
86
A plan for how the organization will meet its goals. Besides working toward its goals for hiring women and minorities, the company must take affirmative steps toward hiring Vietnam veterans and individuals with disabilities
Action steps
87
Differing treatment of individuals, where the differences are based on the individuals race, color, religion, sex, national origin, age, or disability status (ex: promoting one person over an equally qualified person because of their race)
Disparate Treatment
88
A necessary (not merely preferred) qualification for performing a job
Bona Fide Occupational Qualification (BFOQ)
89
A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
Disparate Impact
90
Rule of thumb that finds evidence of potential discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group
Four-fifths rule
91
Discriminating against white males by preferring women and minorities
Reverse discrimination
92
An employer's obligation to do something to enable an otherwise qualifies person to perform a job
Reasonable Accommodation
93
Unwelcome sexual advances
Sexual Harassment
94
A person makes a benefit (or punishment) contingent on an emploee's submitting to (or rejecting) sexual advances
Quid Pro Quo
95
US law authorizing the federal government to establish and enforce occupational safety and heath standards for all places of employment engaging in interstate commerce
Occupational Safety and Heath Act (OSH Act)
96
Labor Department agency responsible for inspecting employers, applying safety and heath standards, and levying fines for violation
Occupational Safety and Health Administration (OSHA)
97
State laws that require employees to provide employees with information about the health risks associated with exposure to substances considered hazardous
Right-to-Know Laws
98
Forms on which chemical manufactures and importers identify the hazards of their chemicals
Material Safety Data Sheets
99
Safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury
Job Hazard Analysis Technique
100
Method of promoting safety by determining which specific element of a job led to a past accident
Technic of Operations Review (TOR)
101
The process of analyzing the tasks necessary for the production of a product or service
Work flow design
102
A set of related duties
Job
103
The set of duties (job) performed by a particular person
Position
104
The products of any work unit, say, a department or team
Outputs
105
The activities that work unit's members engage in to produce a given output
Work processes
106
Carry out the work processes
Inputs
107
What are the three categories of inputs?
Raw (materials and information), equipment, and human resources (knowledge, skills, and abilities)
108
The process of getting detailed information about jobs
Job analysis
109
A list of the tasks, duties, and responsibilities that a particular job entails
Job description
110
A list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform a particular job
Job Specification
111
Factual or procedural information that is necessary for successfully performing a task
Knowledge
112
An individual's level of proficiency at performing a particular task - that is the capability to perform it well
Skill
113
Refers to a more general enduring capability that an individual possess
Ability
114
A standard job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs
Position Analysis Questionnaire (PAQ)
115
Where and how the worker gets information needed to perform the job
Information input
116
The reasoning, decision making planning and information processing activities involved in performing the job
Mental process
117
The physical activities, tools, and devices used by the worker to perform the job
Work output
118
The relationships with other people required in performing the job
Job context
119
Job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job
Fleishman Job Analysis System
120
An area of personal capability that enables employees to perform their work successfully
Competency
121
The process of defining how work will be performed and what tasks will be required in a given job
Job Design
122
The study of jobs to find the simplest way to structure work in order to maximize efficiency
Industrial Engineering
123
The extent to which a job requires a variety of skills to carry out the tasks involved
Skill variety
124
The degrees to which a job requires completing a "whole" piece of work from beginning to end
Task identity
125
The extent to which the job has an important impact on the lives of other people
Task significance
126
The degree to which the job allows an individual to make decisions about the way the work will be carried out
Autonomy
127
The extent to which a person receives clear information about performance effectiveness from the work itself
Feedback
128
Broadening the types of tasks performed in a job
Job enlargement
129
Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks
Job extension
130
Enlarging jobs by moving employees among several different jobs
Job rotation
131
Empowering workers by adding more decision-making authority to jobs
Job enrichment
132
A scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization
Flextime
133
A work option in which two part-time employees carry out the tasks associated with a single job
Job sharing
134
Doing one's work away from a centrally located office is called
Telework or telecommuting
135
The study of the interface between individuals' physiology and the characteristics of the physical work environment
Ergonomics
