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Leadership And Hrm > HRM All > Flashcards

HRM All Flashcards

1
Q

What is HRM?

A

The organisational function, that deals with issues related to the workforce

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2
Q

What are advantages of HRM

A

Competitive advantage(human capital)
Increased performance

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3
Q

What should be defined in a job analysis/job advertisement

A

Job and behaviour
Characteristics needed

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4
Q

What is meant by job and behaviour in job analysis ?

A

Tasks
Duties
Responsibilities

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5
Q

What is meant by characteristics needed in job analysis ?

A

KSAO’s
Qualifications
Requirements

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6
Q

What does KSAO’s stand for ?

A

Knowledge
Skills
Abilities
Other characteristics

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7
Q

What are two rules you should take into account when advertising jobs?

A

Be specific on work and pay
Be realistic

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8
Q

What are pros of internal recruitment ?

A

Less costly
Signals opportunities for growth
Less training and socialisation needed

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9
Q

What are cons of internal recruitment

A

Now new perspectives enter
Social dynamics shift
Homogeneity of team (limit diversity)

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10
Q

What are pros of external recruitment ?

A

Higher likelihood for diversity
New perspective
More creativity

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11
Q

What are cons of external recruitment ?

A

Training and socialisation
Equity and fairness (unfairness for internal employees)

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12
Q

What is the selection method and when does it apply?

A

Selection of best recruits
Follows recruitment process

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13
Q

What is important for selection methods ?

A

Reliability
Viability

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14
Q

What is screening

A

Getting recommendations of cvs for deeper look by software

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15
Q

What are pros of screening ?

A

Cost effective
Easy filter (saves time)

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16
Q

What are disadvantages of screening ?

A

Irrelevant information (selection of wrong screening criteria)
Information distortion (misleading cv info by applicants)
Stereotypes and biases

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17
Q

What are advantages of a cognitive test

A

Predicts performance best
Objective
Standardized
Cheap

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18
Q

What are negative effects of cognitive tests ?

A

Mostly only viable for complex jobs
Can lead to less diversity

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19
Q

What are pros of personality test ?

A

Predictive
Efficient

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20
Q

What are cons of personality tests ?

A

Can be faked
Different collocation for different jobs

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21
Q

What are work samples ?

A

Simulations instead of tests
Role plays, discussions, tests

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22
Q

What are pros of work samples ?

A

Fair
predictive of performance

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23
Q

What are cons of work samples ?

A

Can be timely
Only used for higher positions
Unclear measuring

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24
Q

What are pros of face to face interviews ?

A

Can show many factors
Interactive (also for applicant)

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25
Q

What are cons of face to face interviews?

A

Can be socially manipulated
Bias
Timely

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26
Q

What is motivation?

A

Psychological drive to behave in a particular fashion

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27
Q

What are the three components of motivation ?

A

Intensity (how hard you try)
Direction (toward beneficial goal)
Persistence (how long you try)

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28
Q

What are motivation drivers ?

A

Extrinsic motivation
Intrinsic motivation

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29
Q

What is extrinsic and intrinsic motivation?

A

Extrinsic: money, fame, grades
External factors
Intrinsic: joy, growth, feeling good)
Internal factors

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30
Q

What is the herzberg two factor theory ?

A

Motivation by two factors:
Hygiene factors: factors preventing dissatisfaction(salary, working condition)
Motivators: job satisfaction (achievement recognition,responsibility)

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31
Q

What is the goal setting theory ?

A

Challenging goals combined with feedback lead to higher performance

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32
Q

What is the Expectancy theory ?

A

Individuals motivation is influenced by expectations of success

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33
Q

What is the equity theory ?

A

Motivation is indicated by perception of fairness and distribution of reward and recourses in a group

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34
Q

What is the reinforcement theory ?

A

Reinforcing positive behaviour will lead to more positive behaviour and punishment of negative behaviour leads to less negative behaviour

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35
Q

What is the self determination theory ?

A

3 basic needs tried to be satisfied
Need for autonomy (control)
Need for competence (having skill)
Need for relatedness (belonging)

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36
Q

How is motivation related to performance ?

A

Performance is a function of motivation

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37
Q

What is the AMO model

A

Performance is motivation * ability * environment

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38
Q

What does the AMO model suggest ?

A

Motivation itself is some indicator of performance.
Hire people with abilities and motivation
Create suitable environment (leadership, resources, job design)

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39
Q

How is motivation related to personality ?

A

Neuroticism=low motivation
Conscientiousness=high motivation
Locus of control=positive

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40
Q

What is performance ?

A

A mixture of behaviour and outcomes

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41
Q

How is performance measured ?

A

Output and quality measures

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42
Q

What are pros of rating outcomes ?

A

Objective (no risk for bias)
High validity

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43
Q

What are cons of rating outcomes ?

A

Ignores behaviour
Doesn’t necessarily predict performance
Feedback can be useless

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44
Q

How is behaviour rated ?

A

Personal traits
Organisational citizen ship behaviour

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45
Q

What are cons of rating behaviour ?

A

Bias
Constantly monitor

46
Q

What are pros of rating behaviours?

A

Informative
High acceptability

47
Q

What is performance management ?

A

Process of ensuring that employees work towards common strategic goal

48
Q

What is part of performance management ?

A

Job assignment
Goal setting
Coaching
Feedback
Reward/punishment
Appraisal

49
Q

What are the three steps of performance management ?

A

Determine performance goals/measures
Asses and evaluate performance
Feedback/consequences

50
Q

Why should Performance be measured ?

A

Performance is important for
Between Person decisions (promotion)
Within Person decision (feedback)
Documentation and performance

51
Q

What does goal setting achieve ?

A

Engagement into behaviour Meeting org. Goals

52
Q

What are smart goals ?

A

Goals that are:
Specific well measurable
Attainable
Timely

53
Q

What are the difference between performance and learning goals ?

A

Performance goals: focus on performance
Learning goals: focus on knowledge

54
Q

What are advantages of learning goals ?

A

Higher performance
Self efficacy
Goal commitment

55
Q

What are sources of information when measuring performance ?

A

Supervisor(info)
Peers
Subordinates
Self
Clients

56
Q

What is the halo horn effect ?

A

Positive overall impression Leads to exaggeration of specific traits
Or other way around

57
Q

What is the contrast effect ?

A

Comparing two individuals and rating each other based on differences and not rule set

58
Q

What is the similar to me effect ?

A

Rating similar persons better

59
Q

What is the leniency and severity effect ?

A

Tester consistently giving better or worse results

60
Q

What is the central tendency effect ?

A

Tendency to avoid extreme ratings

61
Q

What are contingent rewards ?

A

Reward dependent on behaviour

62
Q

What is a non contingent reward ?

A

Reward given without behaviour needed

63
Q

What is the over justification effect ?

A

Intrinsic motivation is reduced due to start of gaining extrinsic reward

64
Q

When are intrinsic rewards more useful?

A

Complex tasks

65
Q

When are extrinsic rewards more useful?

A

Simpler tasks

66
Q

What is merit based pay ?

A

Pay increase for performance Based on criteria

67
Q

What is piece rated pay ?

A

Paid by item done

68
Q

What is gain sharing pay ?

A

Employees pay increased when companies save money

69
Q

What is profit sharing pay ?

A

Payment based on company profit

70
Q

What is bonus pay?

A

Extra Pay based on performance

71
Q

What are benefits of training and development ?

A

Increase KSAO‘s
Increase performance/competitive advantage
Opportunities to grow for candidates
Technology
Effective leadership

72
Q

What are the 4 stages of the training cycle ?

A

Identify learning needs
Design Training
Deliver training
Evaluate training

73
Q

What needs to be asked in stage one of the training cycle

A

Is there a need for training/what’s the benefit
Where and in what context is training needed
What and who needs to be trained

74
Q

What’s declarative knowledge ?

A

Facts, rules and principles

75
Q

What’s procedural knowledge?

A

How (riding bike)

76
Q

What three learning outcome types are there ?

A

Cognitive outcomes (facts)
Skill based outcomes (excel)
Affective outcomes (beliefs)

77
Q

Why is pre training motivation good ?

A

Understand need
Readiness
Highlight importance
Will it be used

78
Q

What are Characteristics for measuring performance ?

A

GMA(general mental ability)
Goal orientation( mastery or performance)
Experience(high exp. Better performance)
Self efficacy(belief one can learn)

79
Q

What is important to take into account in step 2 of the employee life cycle ?

A

Clear objectives
Meaningful and relevant
Learnings
Practice opportunities
Feedback
Observation

80
Q

What is competence and sequence ?

A

Determine optimal sequencing (main task,sub task)

81
Q

What is the behaviourist theory ?

A

Learning is done by reinforcement and practice

82
Q

What does the social learning theory say ?

A

Learning by observing, coping and Modeling other behaviours

83
Q

What does the error management theory say ?

A

Errors used for learning
Encourage errors

84
Q

What is the knowledge of result theory ?

A

Feedback is needed to learn, enables correction and increases performance

85
Q

What are presentation methods ?

A

Audio visual
Distance learning
Presentation
Web Meeting
On the job training

86
Q

What are hands on presentation methods ?

A

Cade studies
Self directed
Role play
Simulation
On the job

87
Q

What do the difference between mentoring and coaching ?

A

Mentoring:long term relationship
Coaching: goal oriented

88
Q

When is a training effective ?

A

Employees are:
Satisfied
Motivated
Enhanced KSAOs
Transfer training

89
Q

What is the Kirk Patrick 4 level model ?

A

Framework for evaluating the effectiveness of trainings

90
Q

What are the 4 levels of the Kirk Patrick; level model ?

A

Reaction(survey)
Learning(test before and after)
Behaviour (observation survey)
Results (performance)

91
Q

Which learning techniques are most effective ?

A

Distributed practice: schedule of practice
Practice testing: self testing

92
Q

What is the job characteristics model ?

A

Certain characteristics of a job influence motivation

93
Q

What are the 5 characteristics of the job characteristics model ?

A

Skill variety(different skills needed)
Task identify(recognisable outcome)
Task significance
Autonomy
Feedback

94
Q

What are the 5 dimensions of redesigning jobs ?

A

Crafting (proactive changes to job)
Rotation (shifting tasks/sectors)
Enlargement (variety of task/meaningfulness)
Enrichment (client contact)
Arrangement (work hours remote)

95
Q

What is tele pressure ?

A

Stress caused by technology(work phone)

96
Q

What are results of tele pressure

A

Exhaustion
Burnout
Sleep quality
Absenteeism

97
Q

What are benefits of AI in HRM ?

A

Efficiency, cost saving, standardisation
Monitoring, improve employees mental health

98
Q

What are challenges of AI in HRM?

A

Job insecurity
Limited interaction
How to interpret
Résistance
Laws

99
Q

Why do people resist AI?

A

Parochial self interest
Misunderstanding
Different assessments of change
Low tolerance for change

100
Q

How to overcome resistance ?

A

Communication and education
Participation and involvement
Facilitation and support
Negotiations and agreement
Manipulation
Coercion

101
Q

What are cotters 3 main steps for leading change ?

A

Create a climate for change
Engage and enable all members
Implement and sustain change

102
Q

What are the three sub categories of creating a climate for change? (kotter)

A

Increase urgency
Build guiding team
Get right vision

103
Q

What are the three sub categories of engaging and enabling whole organisation? (kotter)

A

Communicate for buy in
Empower action
Create short term wins

104
Q

What are the two sub categories implementing and sustaining change (kotter)

A

Don’t let up
Make it stick

105
Q

What are the three main consequences of stress ?

A

Behavioural consequences
Psychological consequences
Physical consequences

106
Q

What are behavioural consequences?

A

Absence
Accidents
Drug abuse
Poor decision making
Poor processing
Turnover

107
Q

What are psychological consequences?

A

Burnout
Depression
Anxiety
Family conflict

108
Q

What are physical consequences?

A

Heart diseases
Stroke
Back pain
Digestive problems
Blood pressure

109
Q

What is a positive state of mind categorised by ?

A

Vigor: persistence
Dedication
Absorption: conscentration

110
Q

How do depressive symptoms and life satisfaction relate to work engagement ?

A

Less for depressive
More for satisfaction

111
Q

What does the demands resource model (JD-R) implicate ?

A

Well being and performance is indicated by demands of task and resources available

Leadership And Hrm (2 decks)

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