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HSPM 391 > Exam 2- HR Material > Flashcards

Exam 2- HR Material Flashcards

1
Q

What makes up the employment process?

A 
Recruitment
 selection 
orientation 
performance appraisal
 training 
compensation 
personnel actions
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2
Q

Define authority. Part of organizing.

A

Right of a manager to direct others and take action because of the position

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3
Q

Define responsibility. Part of organization.

A

Obligation to perform an assigned task.

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4
Q

Define delegation. Part of organization.

A

Process of assigning job activities to other individuals. It is a transfer of authority and responsibilities.

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5
Q

What is an organization chart? What does it look like?

A

It is the tree that builds off of who people respond to.

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6
Q

Define job.

A

It is a generic word for a group of responsibilities. Example- a dietitian.

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7
Q

Define position.

A

It describes a specific employee or group of specific employees. For example, weekend dietitian or cardiology dietitian.

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8
Q

Define duties.

A

They are the tasks for a certain job or position. They are talked about in the job description.

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9
Q

What is a job analysis?

A

It is a systematic expiration of the activities that occur within a job. This is the procedure that defines a job duties responsibilities and accountabilities.

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10
Q

What are the steps to doing a job analysis and what are the outcomes?

A

You observe, interview, and make questionnaires.

The outcomes are the job descriptions, job specifications, and the job evaluation.

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11
Q

Define job specification.

A

These are the minimum acceptable qualifications that someone needs to perform the job effectively.

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12
Q

Give examples of job specifications.

A

Qualifications such as education, experience, work skills, personal requirements, and mental and physical health.
And the job conditions like the physical surroundings and hazards.

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13
Q

Define job evaluations (job comparisons).

A

It is a systematic process of determining the worth of a job in relation to other jobs. It’s used to set the pay rate. Also used to improve existing jobs. It is like benchmarking of the job world.

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14
Q

Define performance standards.

A

These tell what the job accomplishes and what counts as satisfactory performance quality and productivity.

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15
Q

What does the job description do?

A

It lists the tasks, duties, responsibilities in a job. It tells the what, how, and why. Also tells working conditions, tools, materials, and equipment used.

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16
Q

What are the 10 parts of the job description?

A 
Job title 
location 
job summary 
tasks/responsibilities
 who position reports to 
who position supervises 
KSAA
machines/tools/equipment 
working conditions 
hazards
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17
Q

What are KSAA’s?

A

Knowledge
Skills
Abilities
Attitudes/motivation.

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18
Q

Define job enlargement.

A

It is increasing the number of tasks in a job to reduce monotony and increased satisfaction/motivation.

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19
Q

Define job enrichment.

A

This increases the responsibilities, achievements, growth and recognition opportunities for an employee to increase motivation.

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20
Q

Find job simplification.

A

????

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21
Q

Define job rotation.

A

????

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22
Q

What is the foundation and structure of the HR walk?

A

Organization structure
Job description
legislation
labor relations

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23
Q

What does the Equal Employment Opportunity say?

A

All employees have right to advance based on ability, merit, and potential.
Employer must hire without bias and be fair.

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24
Q

FSLA of_____?

A

Fair labor standards act

1938

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25
Q

3 main parts of FLSA?

A

Overtime standards= 1.5 pay, exempt (no OT) or non-exempt (get OT)
Child labor= # of hours, time of day, age
Federal minimum Wage= for hourly employees and state can set it higher.

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26
Q

What is tip credit?

A

Part of federal minimum wage portion of FLSA. A tipped employee gets less than minimum wage but makes up in tips. Employer must pay the difference.

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27
Q

What types of orgs do most of these regs apply to?

A

20-25 or more employees

Government funded

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28
Q

What is the Equal Pay Act of _____?

A

1963
Can’t discriminate on sex for pay rate, benefits, or pensions.

Equal pay for equal Amt of work regardless of sex.

Can get higher wage based on credentials.

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29
Q

What 5 things does Title ___ of _____ of _____ prohibit?

A

Title 7 of civil rights act of 1964 prohibits discrimination of race, sex, color, religion, national origin

30
Q

2 other names for human resources

A

Old- personnel resources

New- human capital

31
Q

What constitutes equal work?

A

Same skills, same effort, same responsibilities, and same work conditions

32
Q

What does Iowa State’s equal opportunity and affirmative action add to the big five of the civil rights?

A

Gender identity, genetic info, and sexual orientation.

33
Q

What are the two types of discrimination?

A

Disparate treatment and disparate impact.

34
Q

Define disparate treatment.

A

Intentional discrimination. Like only giving a certain reading test to a certain race.

35
Q

Define disparate impact.

A

Unintentional discrimination. Giving a certain test that clearly women can’t succeed at so it holds them back from getting the job.

36
Q

______ ________ in employment act of 1967? What and when Amended?

A

Age discrimination

Prohibits discrimination against people 40-70
Amended in 1987 for no mandatory retirement age.

37
Q

pregnancy discrimination act of ______.

A

1978 amendment to
Civil rights act

Prohibits hiring, promotion, termination descrimination

38
Q

What does COBRA allow?

A

Allows employee who has been dismissed to continue group health coverage for 18 months. The employer does not pay for this.

39
Q

What act prohibits discrimination I’m basis of age in all forms of employee benefits?

A

Older workers benefit protection act of 1990.

40
Q

What type of organizations does the ADA of 1990 apply to?

A

Applies to organizations with 15 or more employees on payroll.

41
Q

What is the intent and outcomes of the ADA?

A

People with disabilities have increased access to jobs.

Employers will provide accommodations and work with that employees with disabilities.

42
Q

Does the ADA define disability?

A

Medical condition or disorder=impairment

Something that limits a person substantially from major life activities

43
Q

When was the ADA expanded to include more people?

A

2009

44
Q

What are some examples of covered disabilities under ADA?

A

Epilepsy, paralysis, HIV aids, hearing or visual impairment, learning disability, mental condition, talked about alcoholism has possibility.

45
Q

What are some conditions not covered under the ADA?

A

Short duration condition like sprain, break, flu, food borne illness??

46
Q

What is the intent of FMLA?

A

Employees can take time off to care for spouse/child/parent and be guaranteed the job back.

47
Q

How do the number of FMLA hours difference? What do they depend on?

A

Number of hours worked by employee, length of employment, number of employees in organization.

48
Q

What was added to FMLA in January, 2008?

A

Up to 12 weeks of leave for qualifying situations for active military duty family members.

Up to 26 weeks of leave in 12 months for military service member recovering from illness.

49
Q

What does HIPPA stand for and intend to do?

A

Health insurance portability and accountability act of 1996

Allows health Insurance coverage continuously well switching providers and jobs if you have pre-existing medical condition.

50
Q

What does the affordable care act intend to do?

A

Allow every employee working over 30 hours to receive subsidized healthcare from the employer.

51
Q

What is the OSH act?

A

Occupational safety and health act to provide workplace free of serious hazards.

52
Q

Define Labour relations.

A

The interaction between management and a labor union.

53
Q

What is collective-bargaining?

A

It is the negotiation between management in the union to find a collective agreement.

54
Q

What act doesn’t allow an employer to stop at Union from coming to their organization? Also says that employees can peacefully pick it.

A

The Noris LaGuardia act

55
Q

What act gave rise to the National Labor Relations Board? It focused on the relationship between Union and management.

A

Wagner Act

56
Q

What act change it to “prounion actions”? Says Union can’t charge excessive dues and they must bargain collectively with employer.

A

Taft Hartley Act

57
Q

What act made national union controls less controlling over local unions? It got away from the top-down management style.

A

Landrum- Griffin Act

58
Q

What are the 3 recruitment methods? Which is the best for
Employees?
Managers?
Supervisors?

A

Print, Internet and WOM

WOM
School nutrition program
Newspapers

59
Q

What three components of recruitment need evaluated after recruitment is done?

A

The cost of the advertising. The geographical reach of the recruitment. (Results) The number of viable and qualified candidates and the number of three months of full working.

60
Q

Who needs to review the application and what are some specifics that I looked at?

A

HR or the manager.
Look for job hopping, unexplained gaps in employment, availability, position seeking, completedness of app, and reason for leaving previous job.

61
Q

What are the three forms of interviewing and characteristics of each?

A

Telephone- when trying to shrink large applicant pools.
Fave to Face- after the telephone or first
SKype- Technology problems, cheap and common option

62
Q

What are the three types of interviews, what do they ask, and who are that used on?

A

Structured- same exact questions to all. Lower-level positions. Easy to compare and interview.
Unstructured- no questions, very loose, interviewee talks, chat session, used for upper level
Semi-structured- best for professional positions, some questions like everyone, some individualized,

63
Q

What are the types of questions used in an interview and what are the best types?

A

Best are open ended and behavioral.

Probing 
Loaded (no right answer) 
Hypothetical 
Leading (we value...) 
Behavioral (tell me about a time when)
64
Q

What for topics do you avoid when asking interview questions?

A

Marital status
Exact age
Race
Sexual orientation

(You should recognize your own bias)

65
Q

What are bona fide occupational qualifications? Name 4 examples.

A 
BFOQ
Qualifications listed on the job description that may require certain status of: 
Married 
Gender 
Height
Weight 
Religion
66
Q

What is the most important part of interviewing? What does the interviewing process looks similar to?

A

Having a plan!!

The process looks like counseling (rapport, active listen, nonverbal cues, avoid halo)

67
Q

What is preemployment testing? What two things does it need to have?

A

An exam listed on the JD that will happen before employment. (Strength, medical test, personality, knowledge, honesty, math)

Needs to be reliable and valid!!

68
Q

What are the three levels of orientation?

A

General- overall org mission and codes. Whole hospital for example

Dept specific- employees uniform, clocking times, MDS sheets, for FNS for example

Job specific- all the specific rules for tasks of position (dietary aide guidance)

69
Q

What should the orientation include?

A 
Mission/vision 
Organization chart
Job content and JD
Working conditions 
Policies and procedures
70
Q

What is orientation?

A

The formal process where new employee learns about the organization department and specific job.

71
Q

What is the most important concept when ending the orientation?

A

Documentation! If employee does not sign all orientation pages or do a pre-and post test, nothing shows that it has been done.

HSPM 391 (3 decks)

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