First Exam Flashcards
What are the 3 levels of management?
- Top management
- Middle management
- First-Line management
What are some examples of Top Managers?
CEO, CFO, President, Vice President
What are some examples of Middle Managers?
Regional and District Managers
What are some examples of First-Line Managers?
General and Associate Managers
What are Human Resources?
The people who work in an organization.
What are the 3 categories of resources?
- Human
- Physical
- Financial
What are the 3 categories of Human Resources?
- Managers
- Line employee - those closest to customer
- Staff - those that support the line (like HR)
What is Human Resource Management?
The design of formal systems in an organization to ensure the effective and efficient use of HR to accomplish organizational goals.
What are the 5 major HR functions?
- Staffing
- HR Development
- Compensation
- Safety and Health
- Employee and Labor Relations
What are the 2 subcategories of Staffing?
- Recruitment
2. Selection
What are the 2 subcategories of HR development?
- Training
2. Performance Management
What are the 2 subcategories of Compensation?
- Financial (direct and indirect)
2. Nonfinancial
What is the purpose of Safety and Health (as an HR function)?
To provide safe and healthy working environments
What are the 2 subcategories of Employee and Labor Relations?
- Unions
2. Internal Employee Relations
What is an HR Generalist?
Someone who can be in any of the 5 major functions of HR. They know a little about a lot.
What is an HR specialist?
Someone who knows a lot about a little (as in they specialize in one of the 5 major branches).
What is does an HR consultant do?
An HR Consultant is responsible for assisting clients with strategically integrating effective HR processes, programs and practices into their daily operations
What are the 3 key HR responsibilities?
- Designing HR systems
- Employee relations
- Counseling and/or coaching
What do HRM decisions influence?
Bottom line (profit)
What is turnover?
The rate at which employees leave the organization. 300% turnover means that 3 people leave the same 1 position per year.
Why isn’t turnover necessarily a bad thing? (3 things)
- Seasonal jobs will always have high turnover.
- Some people are bad employees.
- Minimum wage type jobs always have high turnover.
What are the three main areas of Strategic HR challenges?
- Environmental issues
- Organizational issues
- Individual issues
What are environmental issues? Name some examples.
Factors outside of the organization’s control, such as rise of the internet, diversity, globalization, legislation, and natural disaster.
What are organizational issues?
Factors inside of the organization’s control. Up to 80% of a company’s costs are from HR.
What is decentralization?
When management comes more from a local level, and less from a single location.
What is downsizing?
Layoffs, cutting back the workforce and overall costs.
What is outsourcing?
When you hire an external company to do a job that was typically done internal to the organization.
What is organizational culture?
The values and behaviors that contribute to the unique social and psychological environment of an organization.
What are individual issues of HR?
HR issues that address the decisions most pertinent to individual employees.
What is a job analysis?
The systematic process of collecting information used to make decisions about jobs. It identifies the tasks, duties, and responsibilities.
Who performs job analysis?
A member of HR, a manager, a consultant, and/or job incumbent.
What is a job incumbent?
The person currently assigned to the job.
What is a job description?
A written statement of the information collected from the job analysis. It is the end result of the analysis.
What are the 4 elements of a job description?
- Identification Information - job title, location
- Summary
- Job duties/responsibilities
- Job specifications and minimum qualifications
Why is job analysis useful for recruitment?
- Makes it easier to describe in ads
2. Can target more qualified applicants.
Why is job analysis useful for selection?
Can be used to determine what type of selection tests are appropriate.
Why is job analysis useful in performance appraisal?
Performance standards used in appraisals should be based upon the criteria determined by job analysis.
Why is job analysis useful for compensation?
Makes it easier to compare and determine the worth of a job.
Why is job analysis useful in training and career development?
It helps determine training needs.