HR Test 1 Flashcards
Reasons for developing HR skills
Make organizations more effective through hiring, managing, motivating, contribue to organizational success, and adapt to organizational growth and stakeholder needs
Reasons for they employee turnover
Organizations are more profitable when they ensure high levels of employee skill and better community citizens generally leads to a more profitable business
What reduces unethical behavior
Organizational Life Cycle (Formalization stage), Total rewards, strong HR policies, clear organizational values, HR advocacy, and accountability measures
Concerns of employee and labor relations functions
Building and maintaining effective working conditions and relationships
What are HR roles
Strategic Partner, Driver (change champion), employee advocate, human capital developer
Core competencies of HR - relate, include, need and require
Strategic Positioner
Credible Activist
Capability Builder
Change Champion
HR Innovator and Integrator
Relate – Aligning HR with business strategy.
Include – Credibility and influencing leadership.
Need – Building workforce skills and advocacy.
Require – Data-driven decisions and managing change.
Strategy that concerns the management of people
Human resouce strategy
4 steps in strategy formulation process
gather information, analyze information and make decisions, implement the decision, evaluate and adjust
4 steps for effective decision making
build collective intuition, stimulate conflict, maintain appropriate pace, diffuse politics
cost leadership strategy has, seeks, or likely has
a business level stategy that seeks to produce goods and services inexpensively (goal to be highly efficient)
Differentiation Strategy with goods and services
A business-level strategy that seeks to produce goods and services that are in some manner superior to what is produced by Competitors
using both leadership strategy and differentiation success
Strategy - Cases where an organization is successful at simultaneously pursuing cost leadership and differentiation strategies are rare and tend to occur in
markets where competition is not strong
LS - Organizations with a successful cost leadership strategy usually produce basic and standardized products and services and often have a relatively large share of the market
DS - Organizations using the differentiation strategy are creative and innovative because they have employees who do things better than the employees of their competitors
immutable characteristics refers
discrimination claims based on personal characteristics that canot reasonably be changed (race, sex, etc.)
Title VII protection based on
race, color, national origin, religion, sex
Disparate treatment defined
The practice of treating job applicants and employees differently based on race, gender, or some other group characteristic
Indicators of 4/5ths rule (not)
This rule is violated when the percentage of people selected from one group is less than 80 percent of the percentage of people selected from the best‐represented group
Sexual Harrassment undesirable outcomes (except)
Decreased employee morale,
Increased absenteeism,
Higher turnover rates,
Legal liability for the company
punitive damages are
Financial compensation awarded in a lawsuit, designed to punish the defendant for particularly harmful, reckless, or malicious behavior, and to deter others from similar actions.
Elements of job design
focuses on determining what tasks will be grouped together to form employee jobs. job design, job redesign, job characteristis model 1. meaningfulness 2. responsibility 3. knowledge of the results
why job analysis is importance
its the process of systematically collecting informationa about work tasks and is important because it helps clarify what is expected of workers
outcomes of job analysis
Knowing what tasks need to be completed helps managers select people with appropriate knowledge and skills
job duties, job specifications, job analysis, job descriptions
Job duties – specific tasks and responsibilities that an employee is expected to perform as part of their job role. These are the core activities that contribute to the completion of the job
Job specifications – identify the knowledge, skills, and abilities that workers need in order to perform the tasks listed in the job description
Job analysis – the process of systematically collecting information about work tasks
Job descriptions – a series of task statements that describes what is to be done by people performing a job
goal(s) of job design
focuses on determining what tasks will be grouped together to form employee jobs.
1) Boost Employee Engagement and Motivation
2) Enhance Productivity and Performance
3) Maintain Clear Accountability and Role Clarity
4) Align Individual Roles with Organizational Goals
5) Encourage Skill Development and Job Satisfaction
6) Reduce Burnout and Turnover
Mechanistic approach/job design
engineers apply concepts from science and mathematics to design efficient methods for creating goods and services
*They use principles of scientific management to create jobs that eliminate wasted effort
Job crafting and Competency Modeling Reciprocal processing
Job crafting – occurs when employees change cognitive, task, or relational configurations to alter what they do at work
Competency Modeling Reciprocal processing - The process of job analysis has been criticized, primarily because work today is less structured around specific jobs than it once was.
