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MGMT 363 > Final Exam Pt. 2 > Flashcards

Final Exam Pt. 2 Flashcards

1
Q

HRM activities

A

1.Analysis and design of work
2. HR planning (how many employees are needed)
3. Recruiting
4. Selection
5. Training
6. Compensation
7. Performance management
8. Employee relations

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2
Q

Human Capital

A

an organization’s employees described in
terms of their training, experience, judgment, intelligence, relationships, and
insight.

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3
Q

sustainable competitive advantage

A

A competitive advantage that is maintained over time

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4
Q

HR can create sustainable competitive advantages when employees are:

A
  1. Valuable
  2. Rare
  3. Cannot be imitated
  4. No good substitutes (cant be subbed w/tech)
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5
Q

Administrative services and transactions

A

Handling administrative such as basic paperwork, answering questions, developing policies, and record keeping

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6
Q

Business partner services

A

HR professionals must understand the industry to adequately compete

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7
Q

Strategic partner

A

must understand the long term plans of the organization in order to meet the HR needs to accomplish that plan.

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8
Q

Job Analysis

A

The process of getting detailed information about jobs, such as its responsibilities

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9
Q

Job Design

A

The process of defining a jobs duties and how they will be done

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10
Q

Recruitment & Selection Definitions

A

Recruitment: Seeking and attracting potential employees
Selection: Identifying and choosing applicants with the required skills

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11
Q

Key skills employers look for

A

1) Problem-solving
2) Teamwork
3) Written communication skills
4) Leadership
5) Strong work ethic

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12
Q

Training vs Development

A

Training: Planned effort for employees to learn job related knowledge and skills.
Development: Acquiring knowledge and skills that improve an employee’s ability to adapt to changing job requirements and customer demands.

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13
Q

Planning Pay & Benefits vs Administering Pay & Benefits

A

1) Planning Pay & Benefits: Determine how much performance related pay to offer and whether the cost of benefits should be shared among employees.
2) Administering Pay & Benefits: Using systems to track employee earnings and benefits, informing employees about benefit plans.

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14
Q

Performance Management

A

Ensuring employees activities match the organization’s goals

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15
Q

Ways to manage performance

A

Questionnaires, peer feeback, performance reviews

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16
Q

Ways HR maintains positive employee relations

A

1) Preparing and distributing employee handbooks
2) Dealing with employee complaints
3) Negotiating union contracts

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17
Q

Workforce analytics

A

The use of quantitative tools to analyze data from HR databases to make evidence-based decisions.

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18
Q

Evidence-based HR

A

Using data to prove that HR has a positive influence on stakeholders

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19
Q

Stakeholders

A

Anyone with an interest in the company’s success (employees, customers, shareholders, community).

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20
Q

How does HR help an organization be socially responsible?

A

Creating programs for employees to engage in CSR activities, setting up fundraisers, etc.

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21
Q

4 Groups of HR competencies

A

1) Technical
2) Interpersonal
3) Business
4) Leadership

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22
Q

9 general HR competencies

A

Technical: 1) HR Expertise
Interpersonal: 2) Relationship management, 3) Communication, 4) Global and Cultural effectiveness
Business: 5) Consultation, 6) Critical Evaluation, 7) Business Acumen
Leadership: 8) Leadership and Navigation, 9) Ethics

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23
Q

HR Expertise

A

Carrying out HR functions with the most recent information and technology

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24
Q

Relationship management

A

Handling personal interactions appropriately to foster success

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25
Q

Global and Cultural Effectiveness

A

Valuing and being aware of other cultures

26
Q

Consultation

A

How HR guides others within the organization

27
Q

Business Acumen

A

Understanding how information can support the business

28
Q

How are supervisors involved with HR?

A

1) Motivate employees with pay/benefits
2) Communicate policies
3) Define job responsibilities
4) Provide training
5) Evaluate performance
6) Give promotions

29
Q

5 Employee rights to not be violated by HR

A

1) Free Consent
2) Privacy
3) Freedom of conscience
4) Freedom of speech
5) Due process

30
Q

Right of free consent

A

People have a right to be treated only as they willingly consent to be treated

31
Q

Freedom of conscience

A

People have the right to refuse to do what violates their moral beliefs, as long as the beliefs reflect commonly accepted norms

32
Q

Right to due process

A

If someone’s rights are being violated, they have the right to a fair hearing

33
Q

3 Standards used to evaluate whether a practice is ethical

A

1) Practice should be fair and equitable
2) Practices should result in the greatest good for the greatest number (utilitarianism)
3) Respect for basic human rights (life, liberty, pursuit of happiness)

34
Q

What is EEO?

A

Equal Employment Opportunity

35
Q

Civil Rights Act of 1866

A

Granted all citizens same property rights as white citizens

36
Q

Civil Rights Act of 1871

A

Granted all citizens to sue in federal court if they were deprived of their rights

37
Q

Equal Pay Act 1963

A

Men and women doing the same work must be paid equally. Equal is defined in terms of skill, effort, responsibility, and working conditions. Amendment of FLSA.

38
Q

Title 7 Civil Rights Act 1964

A

Prohibits employers from discriminating based on Race, Color, Religion, Sex, or National Origin. Applies to companies with 15 or more employees.

39
Q

Number of employees needed for Title 7 Civil Rights Act to apply

A

15 or more

40
Q

Age Discrimination and Employment Act (ADEA)

A

Prohibits discrimination against workers age 40+. Complaints are filed with the EEOC.

41
Q

Vocational Rehabilitation Act

A

Covered organizations must engage in affirmative action for those with disabilities.

42
Q

Vietnam Era Veteran’s Readjustment Act

A

Requires federal contractors and subcontractors to take affirmative action toward hiring Vietnam veterans. Covers veterans who served between 1964-1975.

43
Q

Pregnancy Discrimination Act

A

Can’t discriminate on the basis of pregnancy or childbirth. Benefits (health insurance) should cover pregnancy and related conditions.

44
Q

Americans with Disabilities Act (ADA)

A

Prohibits discrimination based on disability, employers must make reasonable accommodations for disabled employees.

45
Q

Civil Rights Act (CRA) of 1991

A

Added actual (compensatory) and punitive damages under Title 7 and ADA. Limited to $300,000

46
Q

Uniformed Services Rights Act

A

Employers must reemploy workers who left jobs to fulfill military duties for up to 5 years. Should be placed in job they would have had if they had not left to serve in the military.

47
Q

Genetic Information Nondiscrimination Act

A

Employers cannot use genetic information to make employment decisions. Forbids collection of employee’s genetic data without their consent, and the harassment toward the collecting of genetic data.

48
Q

Lilly Ledbetter Fair Pay Act

A

Covers not being paid the same as a coworker where the difference is due to race, color, religion, sex, national origin, age, or disability.

49
Q

Executive Order 11246 (Johnson)

A

Prohibits federal contractors and subcontractors from discriminating on the basis of race, color, religion, sex, or national origin.

50
Q

Executive Order 11478 (Nixon)

A

Requires federal government to base all employment decisions on merit and fitness. Also applies to companies doing at least $10,000 of business with the federal government.

51
Q

Protected class

A

Any group that has been historically discriminated against in which a specific law protects

52
Q

Equal pay exceptions that allow differences between men and women

A

1) Merit
2) Seniority
3) Performance based compensation

53
Q

Retaliation

A

Companies cannot impose punitive actions against an employee for exercising their right to file a claim with any EEO agency.

54
Q

Who is responsible for investigating EEO claims?

A

Equal Employment Opportunity Commission (EEOC). Must be filed within 180 days of incident

55
Q

What charge is most often filed with the EEOC?

A

Retaliation

56
Q

Disparate treatment vs Disparate impact

A

Disparate Treatment: Different treatment based on race, color, sex, religion, national origin, age, or disability. Defense is a bonafide occupational qualification (necessary qualification for job).
Disparate Impact: Condition that appears neutral but disproportionately targets a protected class. DEFENSE is business necessity.

57
Q

4/5th’s Rule

A

If the percent of minorities hired out of potential minority applicants is less than 80% of the same rate for whites, then there is potential discrimination.
Ex. 300 applicants (200 black, 100 white). Hires 40 black, 60 white. 40/200 black = 20%, 60/100 white = 60%. .2/.6 = 33%, 33%<80% so there is potential discrimination

58
Q

Reverse Discrimination

A

Discrimination against a historically favored group. Not really discrimination, can’t file.

59
Q

2 Types of Sexual Harassment

A

1) Quid Pro Quo: “This for that”; Bad actor must be a supervisor or manager, and compliance is seen as a term or condition of employment.
2) Hostile Working Environment: sexually suggestive comments, gestures, advances, pictures, emails, texts, touch or humor that creates a hostile work environment.

60
Q

OSHA General Duty

A

Employers must create an environment free from hazards likely to cause harm or death. Employees have the right to request an inspection. Applies to employers with 11 or more employees.

61
Q

OSHA priority of inspections

A

1) Imminent Danger
2) Catastrophes and Fatalities
3) Employee Complaints
4) Hazardous industries
5) Follow up inspections

MGMT 363 (4 decks)

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