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Management > HR Management > Flashcards

HR Management Flashcards

1
Q

Task

A

What gets done on the job

Always an action

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2
Q

KSAOs

A

Knowledge
Skill
Ability
Other

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3
Q

Knowledge

A

Understanding of a body of knowledge, both factual and procedural, necessary for task performance

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4
Q

Skill

A

Competency in performing specific tasks
Usually expressed in numerical terms
Often acquired on the job

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5
Q

Ability

A

A more general physical or mental trait that an individual possesses and enables them to perform a function
Useful for learning new skills

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6
Q

Other

A

Personality, interests, attitudes, certifications

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7
Q

Selection process

A

Screen applicant
Interview applicant
Test applicant
Pre employment

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8
Q

Screen applicant

A

Resume or application

Test for minimum qualifications

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9
Q

Interview applicant

A

Test interpersonal skill

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10
Q

Test applicant

A

Employment testing for specific KSAOs

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11
Q

Pre employment

A

Check references

Drug/medical tests

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12
Q

Criteria for selection devices

A

Reliability

Validity

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13
Q

Reliability

A

Degree to which took measures same thing each time it’s used

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14
Q

Validity

A

Degree to which the test measures what it is supposed to measure

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15
Q

Title VII of civil rights act of 1964

A

Race, color, religion, gender, national origin
Other characteristics protected at state level
EEOC enforces this
Established guidelines for affirmative action

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16
Q

Disparate treatment

A

Denial of opportunity because of protected characteristic

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17
Q

BFOQ

A

Bona fide occupational qualification

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18
Q

Adverse impact

A

Unintentional discrimination against protected group

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19
Q

ADEA

A

Establish prima facie discrimination case

Based on age discrimination against people over 40

20
Q

Disability

A

Physical or mental impairment that substantially limits one or more major life activities

21
Q

Americans with disabilities act of 1990

A

Applies to all employers with 15 or more employees

If qualified, organization must make reasonable accommodation to assist to individual in doing their job

22
Q

Sex related laws

A

Equal pay act of 1963
The family and medical leave act of 1993
Pregnancy discrimination act of 1978

23
Q

Equal pay act of 1963

A

Requires that men and women working for the same establishment be paid the same rate of pay for work that is substantially equal in skill, effort, responsibility, and working conditions

24
Q

The family and Medical leave act of 1993

A

Gives workers up to 12 weeks unpaid leave each year

25
Q

Pregnancy discrimination act of 1978

A

Amendment defining discrimination based on pregnancy to be a form of illegal sex discrimination

26
Q

Forms of sexual harassment

A

Quid pro quo

Hostile work environment

27
Q

Quid pro quo

A

Asking or forcing an employee to perform sexual favors in exchange for some reward or to avoid negative consequences
Single incident

28
Q

Hostile work environment

A

Telling lewd jokes, displaying pornography, making sexually oriented remarks about someone’s appearance, and other sex related actions that make the work environment unpleasant
Multiple incidents unless severe

29
Q

Steps to eradicate harassment

A

Develop sexual harassment policy
Develop a fair complaint procedure
Take corrective action ASAP
Mandatory sexual harassment training

30
Q

Legality of testing

A

Legal but must be valid if it has adverse impact

31
Q

Illegal practices

A

Reverse discrimination
Employment advertising (can’t indicate preference for group unless BFOQ)
Test score adjustments
Preferential treatment and quotas

32
Q

Determinants of recruitment and selection needs

A

Human resource planning

Job analysis

33
Q

Training

A

Teaching organizational members how to perform current jobs and help them acquire knowledge and skills needed to be effective performers

34
Q

Development

A

Building the knowledge and skills of organizational members so they’re prepared to take on new responsibilities and challenges

35
Q

Needs assessment

A

Determines which employees need training or development and what type of skills or knowledge they need to acquire

36
Q

Types of training

A

Classroom

On the job

37
Q

Types of development

A

Varied work experiences

Formal education

38
Q

Performance appraisal

A

Evaluation of employees job performance and contributions to the organization

39
Q

Performance feedback

A

Process through which managers share performance appraisal information with their subordinates, give them an opportunity to reflect on their own performance and develop plans for the future

40
Q

Types of performance appraisal

A 
Trait appraisal
Behavior appraisal 
Results appraisal 
Objective appraisal 
Subjective appraisal
41
Q

Objective appraisal

A

appraisal based on facts

Likely numerical

42
Q

Subjective appraisal

A

Based on perception of traits, behaviors, or results

43
Q

Formal appraisal

A

Appraisal conducted at a set time during the year and based on performance dimensions and measures that were specified in advance

44
Q

Informal appraisals

A

Unscheduled appraisal of ongoing progress and areas for improvement

45
Q

Cafeteria style benefit plan

A

Plan from which employees can choose the benefits they want

46
Q

Labor relations

A

Activities managers engage in to ensure that they have effective working relationships with the labor unions that represent their employees interests

47
Q

Collective bargaining

A

Negotiations between labor unions and managers to resolve conflicts and disputes about issues such as working hours, wages, benefits, working conditions, and job security

Management (8 decks)

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