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Human Resource Cornell 1st Exam > First Exam > Flashcards

First Exam Flashcards

1
Q

An arrangement that allows two or more individuals to split a traditional 40-hour-a-week job is called

A

job sharing

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2
Q

centralized is

A

standarized

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3
Q

decentralized is

A

allowing the bussiness sectors to come up with their own strategies

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4
Q

matrix model is

A

mixing centralized and decentralized

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5
Q

BASF lecture?

A

job design, jobs were being changed, focusing on strength

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6
Q

What describes an employees KSAOs? What is KSAOs?

A

Human Capital, which is owned by employees; Knowledge, Skills, Abilities, Other attributes

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7
Q

Planned elimination of jobs is…

A

Downsizing

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8
Q

Outsourcing is…

A

Hiring someone outside the company to perform business processes that were previously done within firm

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9
Q

——– this involves shifting work to locations abroad

A

Offshoring or Global Sourcing

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10
Q

What are Knowledge workers?

A

Workers whose responsibilities extend beyond physical execution of work include planning, decesion-making and problem-solving

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11
Q

————– computerized system that provides current and accurate data for purposes of control and decision making

A

Human Resources Information System

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12
Q

What is nearshoring?

A

When a firm relocates jobs abroad to nations closer to its domestic market

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13
Q

This occurs when a firm relocates jobs abroad back to its domestic market…

A

Homeshoring

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14
Q

What is furloughing?

A

A situation where an organization ask/demands employees to take time off with reduced pay or no pay

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15
Q

———— process of dismissing employees who are then hired by a leasing company and contracting with that company to lease back employees

A

Employee leasing

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16
Q

What is Employee engagement?

A

The extend to which employees are enthused about their work and committed to it

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17
Q

Non HR managers who are responsible for overseeing the work of other employees…

A

Line managers

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18
Q

What is Human Resource Management?

A

The process of manging human captial to achieve an organization’s objectives; HR is there to facilitate organization goals

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19
Q

What is “anything company owns”?

A

Physical Capital

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20
Q

What is Retention?

A

who to keep for the job

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21
Q

HR specialist deal with what types of management?

A

Performance and Compensation

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22
Q

What is Efficiency?

A

Cut cost or increase productivity

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23
Q

What is the HRM function that is all contained at headquarters and uses the same strategy for all parts of the company?

A

Centralized HRM

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24
Q

What HRM embeds different practice into each business unit and makes it more person?

A

Decentralized HRM

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25
Q

What HRM makes “someone else do it”?

A

Outsourced HRM

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26
Q

What is a mix of HRMs?

A

Matrix HRM

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27
Q

What influences on the structure of the HRM function?

A

Globalization, Business strategy, technology

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28
Q

What are Centers of Expertise?

A

Means different stores are experts in different thing

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29
Q

What is Embedded HR?

A

To make something more efficient

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30
Q

What is Corporate HR?

A

Training and development that pushes corporate objective; oversees Embedded and centers of expertise . If they can’t solve the problem, company outsourced.

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31
Q

————- procedures making decisions about organization long term strategies and goals

A

Strategic planning

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32
Q

———— process of anticipating and providing for the movement of people into, within, and out of an organization

A

Human Resource planning

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33
Q

———— pattern of human resources deployment and activities that enable an organization to achieve its strategic goals

A

Strategic human resources managment

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34
Q

Strategic vision…

A

where the company is going in the future

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35
Q

HR managers help embody firm’s mission thru….

A

communicating them frequently, recruiting employees whose values are consistent with organization, translating mission into specific on the job behaviors

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36
Q

Environmental scanning is….

A

systematic monitoring of the major external forces influencing the organization

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37
Q

What is a business environment?

A

external factors in general environment that a firm cannot directly control but that can affect its strategy

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38
Q

What are forces that generally affect most firms such as the economy and technological, demographic, and legal regulatory changes..?

A

Remote environment

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39
Q

A competitive environment is…

A

consists of firms specific industry, including the industries customers, rival firms, new entrants, substitutes (biggest threat), and suppliers.

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40
Q

What are abilities that distinguish an organization from its competitors and create value to customers?

A

Core capabilities-processes (standard routine for how work should be done), systems, people

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41
Q

What is value creation?

A

value= benefits - costs

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42
Q

Company can sustain a comparative advantage through people if….

A

resources are valuable, rare, difficult to imitate, organized

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43
Q

What is culture audit?

A

audits of the culture and quality of work life in an organization

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44
Q

Business strategy is….

A

a plan that outlines an organization’s objective scope, and approach to achieving a sustainable competitive advantage

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45
Q

What is the differentiation approach?

A

produce a product that is seen as superior or different and usually charged a higher price to offset added costs

46
Q

What is Cost Leadership approach?

A

produces a product that is cheaper than alternatives and ensures product quality is similiar to alternatives to maintain high price; lower prices doesn’t mean this; keeps price average

47
Q

What are the “Five Forces” Model of Value creation?

A
  1. Bargaining Power of Suppliers
  2. Bargaining Power of Customers
  3. Threat of New Competitors
  4. Threat of Existing Competitors
  5. Threat of Substitute Products
48
Q

If we are human capital we can….

A

make a union to increase bargaining power

49
Q

What is the “Resource-Based” Model of Value Creation?

A
  1. Valuable
  2. Rare
  3. Inimitable
  4. Organized
50
Q

What is SWOT analysis?

A

strengths, weaknesses, opportunities, threats

51
Q

What is BASF doing?

A

changing HR model to Kate Kessler model

52
Q

HRM vs HRM Strategy?

A

HRM strategy is a pattern of human resource deployements…to ahcieve its strategic goals while HRM is the process of managing human capital to achieve an organization’s goals.

53
Q

Performance is…

A

Ability, Motivation, Opportunity

54
Q

What is Inimitable?

A

impossible to copy

55
Q

Inimitable resources stem from…

A
  1. Small decisions
  2. and/or Historical Dependence
  3. and/or Social complexity
56
Q

Why do company encourage employees to buy stock?

A

Because then their fate is tied with the company and they’ll do what they can to make it succeed

57
Q

Job analysis is…

A

collecting information about all the parameters of a jobs (behaviors, skills, physical, and mental requirements) and outlines the equipment needed.

58
Q

Job descriptions…

A

statement of tasks, duties, and responsibilities

59
Q

Job specification…

A

statement of specific KSAOs or human capital

60
Q

KSAOs

A

K-refers to what you know S-things you have learned to do A-inate aptitude, don’t have to be taught O-refer to personality, values, etc.

61
Q

Job family…

A

bunch of jobs that are pretty similar

62
Q

Workflow analysis is…

A

how work is done

63
Q

A job analysis approach that uses an inventory of the various types of work activities that can constitute any job …

A

Functional job analysis

64
Q

Position Analysis Questionnaire is …

A

A questionnaire that identifies approx. 200 different tasks

65
Q

Job design….

A

the process of improving jobs through technological and human considerations in order to enhance efficiency, safety, motivation, job satisfaction, and performance; is proactive

66
Q

What does the Relational Architecture Model say..?

A

Impact on Beneficiaries or Contact with beneficiaries effects the perceived impact and social worth and thus –> Motivation Effort and Persistence is increased.

67
Q

Critical Incident Method identifies…

A

critical job task performed by the jobholder that lead to job success, approach can identify pos. and neg. behaviors

68
Q

What is an org. specific lists of tasks and descriptions called?

A

Task Inventory Analysis

69
Q

Competency based approach looks…

A

at how a work is done not just what work is done

70
Q

Job description contains 3 parts…

A
  1. Job’s title and location–>provides status to employees
  2. Job identification section
  3. A job duties section
71
Q

Job specification section covers 2 areas of qualification…

A
  1. skills req. to perform a job

2. physical demand

72
Q

Job rotation…

A

process whereby employees rotate in and out of different jobs to avoid physical tasks that can result in heath problems

73
Q

What is the process of adding a greater variety of tasks to a job?

A

Job enlargement

74
Q

What is a Job characteristics model?

A

job design theory that proposes 3 psychological states:

  1. experiences meaningfulness of work performed
  2. experiences responsibility for work outcomes
  3. has knowledge of work results
75
Q

What is ergonomics?

A

process of studying and designing equipment and systems that are easy and efficient for employees to use that aren’t physically demanding

76
Q

What is the study of work to determine which element of work can be rearranged or eliminated to reduce time?

A

Industrial engineering

77
Q

What is job crafting…

A

naturally occurring phenomenon whereby employees mold their tasks to fit their individual strengths, passions, and motives better

78
Q

What is dejobbing?

A

structuring organizations around projects that are constantly changing

79
Q

What is flextime?

A

allows employees to choose their starting and quitting times

80
Q

What is jobsharing?

A

where two part-time employees share a job that otherwise would be held by one-full time employee

81
Q

Telecommuting…

A

uses of smartphones, tablets, personal computers, and other communications technology to do work traditionally done in the work place; work at home

82
Q

Managers focus on…

A

forecasting the demand and supply of labor and balancing supply and demand considerations

83
Q

What is the quantitative approach to forecasting labor demand based on an organizational index such as sale?

A

Trend analysis

84
Q

Synergy?

A

when interaction and outcome of team members is greater than the sum of their individual efforts

85
Q

What are graphic representations of all org. jobs, along with # of the employees currently occupying those jobs and future emoployement req.?

A

Staffing tables

86
Q

Markov analysis…

A

method for tracking the pattern of employee movements through various jobs, shows who stayed at the job and who’s promoted and who leaves

87
Q

Quality of fill?

A

a metric designed to measure how well new hires that FILL positions are performing on the job

88
Q

Skill inventories?

A

files of personnel edu, experience, interests, skills, etc

89
Q

Listings of current jobholders and people who are potential replacements..?

A

Replacement charts

90
Q

What is the process of identifying developing and tracking key individuals for executive positions?

A

succession planing

91
Q

Human capital readiness?

A

process of evaluating availability of critical talent in a company

92
Q

What is the Headcount planning process?

A

Forecast Labor Availabilities and Requirements —> Determine surplus/shortages—-> Address surplus/shortages

93
Q

What is Human resource management analytics?

A

the use of measurement and analysis techniques to understand, improve, and optimize the management of human capital

94
Q

What is Natural Attribution?

A

people leaving on their own

95
Q

What is buyout?

A

company paying people to leave or find a new job

96
Q

Why do organizations turn to layoffs?

A

economic emergency, access to labor substitutes, shifting strategic objective

97
Q

ROA

A

Return on Assets (profits/total assets)

98
Q

Is shared work different than job sharing?

A

Yes. Shared Work is actually a gov’t program. Better alternative to furlough

99
Q

A group staffed with a mix of employees from org.’s marketing, production, engineering, etc. to accomplish a specific goal

A

Cross-functional team

100
Q

A group formed specifically to design a new project or service; disbands after project is done

A

Project team

101
Q

A group of employees who have skills that quite valuable to a company BUT NOT particularly unique or difficult to replace…

A

Core employees

102
Q

A group of workers who have skills that are less critical to creating customer value and generally available in labor market; help other workers….

A

Supporting workers

103
Q

A group of individuals who have skills that are unique and specialized but frequently not related to company or core strategy…

A

external partners

104
Q

A group of employees who tend to have unique skills directly linked to company’s strategy; they are difficult to replace

A

Strategic knowledge workers

105
Q

A group of highly trained individuals performing a set of interdependence job tasks within a natural work….

A

Self-directed team

106
Q

A group formed by management to immediately resolve a major problem…

A

Task-force team

107
Q

A group made up of experienced people from different departments; charged with incr quality

A

Process Improvement team

108
Q

Teams that utilize telecommunication technology…

A

virtual teams

109
Q

Job analysis is considered foundational because…

A

The info it collects supports many HRM functions

110
Q

How is BASF redesigning the job of its HR Business Partners who are called Strategic HR business Advisors and Strategic HR Manufacturing Advisors?

A

Tasks that provide direct support to the business unit strategy will be emphasized and to leaders. Tasks that provide direct support to lower level managers and their employees will be deemphasized

Human Resource Cornell 1st Exam (2 decks)

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