HRM Exam 1 Flashcards
1
Q
Human Resource Management
A
The policies, practices, and systems
that influence employees’ behavior,
attitudes, and performance
2
Q
Human capital resources
A
Skill, knowledge, ability of workforce
3
Q
People management activities [policies and
programs]
A
- Acquiring, developing, placing, retaining right
people in right positions (HR planning, recruiting, selecting, training)
-Motivating and directing employee behavior;
managing conflict (Performance management, compensation, employee relations)
4
Q
HR administration
A
Legal compliance, employment rules and
procedures, benefit admin., payroll
5
Q
types of human capital
A
training, experience, judgement, intelligence, relationships, and insight
6
Q
behavior of human capital
A
motivation and effort
7
Q
organizational performance
A
quality, profitability, and customer satisfaction
8
Q
impacts of HRM
A
types of human capital, organizational performance, and behavior of human capital
9
Q
Sustainable Competitive Advantage
A
An organization is better than competitors at something
and can hold that advantage over a sustained period of
time
10
Q
Can HR be a source of competitive advantage?
A
Are valuable, Are rare, Cannot be imitated, No good substitutes
11
Q
internal labor force
A
- An organization’s workers
includes its employees and
people who have contracts
to work at the organization - Internal labor force has been
drawn from the external
labor market
12
Q
external labor force
A
- Individuals who are actively
seeking employment - Number and kinds of people
in external labor market
determine kinds of human
resources available to an
organization
13
Q
Organizations that have the best fit between:
A
- Social system (people and how they interact)
- Technical system (equipment and processes)
14
Q
Trends in high-performance work systems
A
- Reliance on knowledge workers
- Empowerment of employees to make decisions
- Use of teamwork
15
Q
Knowledge Workers [Service
industries]
A
- Main contribution to company is
specialized knowledge such as in
customers, process, or a
profession - Have a position of power
- Employers need the knowledge they
possess. Can’t just “force” people to
share and utilize knowledge in the
interest of company. - Direct “discretionary behavior”
16
Q
employee empowerment
A
- Employees allowed to make more
decisions; they share in resulting
losses and rewards - Can lead to more innovation and
sharing of ideas - Employee engagement leads to
higher productivity, better customer
service, and lower turnover
17
Q
Teamwork
A
- Groups of employees with various skills
work together to assemble a product or
provide a service - Links to empowerment. Teams are
empowered - Can motivate employees; makes work
more interesting
18
Q
HRIS
A
- Computer system for managing HR information
- Automating routine HR department tasks (e.g., record-keeping; payroll; benefits admin)
- Helps HR people to think strategically (?), determine HR ROI
19
Q
HR or People Analytics
A
The use of computers to analyze large amounts of data and offer information to guide
decisions
20
Q
Artificial Intelligence (AI) can improve HR decisions
A
- Job analysis
- Recruiting and selection**
- Performance management
- Employee relations
21
Q
People Analytics
A
the use of computers to analyze large amounts of data and offer information to
guide decisions
22
Q
A Psychological Contract
A
Unspoken expectations of both employee and employer
23
Q
Old Employment Deal
A
Employer expects: Hard work, loyalty, learn new
skills, act in company’s long-term interest.
Employer provides: Good pay and benefits, stable job,
opportunities for learning growth and career path in the company
24
Q
New Employment Deal?
A
- Employees expected to take responsibility for their careers
- Develop skills to improve employability, change jobs
- Employers expected to provide perks in exchange
- More autonomy & control over work; flexible scheduling; comfortable work conditions
25
Different organizational structures include:
*Centralized
*Decentralized
*Functional Groups
*Divisional Groups
26
Organization’s structure
brings together people who must collaborate to efficiently produce desired outputs
27
Jobs are
a set of related duties
28
Job Analysis is
the process of getting detailed information about jobs
29
A job description is a list of tasks, duties, and responsibilities (TDRs) that a particular
job entails
* List of essential duties with detailed specifications of tasks involved in carry out each duty
* What people do on the job: generally observable
30
A job specification includes the following components:
* Knowledge: factual or procedural information necessary for successfully performing task
* Skill: individual’s level of proficiency at performing particular task
* Ability: general enduring capability an individual possesses
* Other Characteristics: job-related licensing, certifications, or personality traits
31
Job Enlargement:
Broadening tasks performed in a job
32
Job Extension:
Enlarge jobs by combining multiple
simple jobs
33
Job Rotation:
Enlarge jobs by moving employees
among several different jobs
34
Job Enrichment:
Empowering employees by adding
more decision-making authority to jobs (decentralize)
35
Title VII of Civil Rights Act (1964)
* Prohibits discrimination based on race,
color, religion, sex [including sexual
orientation—2020], or national origin
* Applies to organizations with 15 or more
employees working 20 or more weeks a year
involved in interstate commerce
* Prohibits retaliation against employees
who make complaints
36
Equal Employment Opportunity Commission (EEOC)
* Responsible for enforcing most EEO laws
* Investigates and resolves discrimination complaints
* Monitors organizations’ hiring practices
* Collects and analyzes EEO-1 Reports
* Issues guidelines to determine law violations
* Uniform Guidelines on Employee Selection Procedures an example
37
Disparate Treatment
* Differing treatment of individuals
based on the race, color, religion,
sex, national origin, age, or
disability status
* Generally obvious, “intentional”
discrimination.
38
Bona Fide Occupational
Qualification (BFOQ)
* A necessary (not merely
preferred) qualification for
performing a job
* Supreme Court has ruled that
BFOQs are limited to policies
directly related to worker’s ability
to do the job
* [Very Rare!]
39
Disparate Impact
* Condition in which employment practices are
seemingly neutral yet disproportionately
exclude a protected group from employment
opportunities
* Intent to discriminate is not required
* Prima facie evidence of discrimination
* Burden of proof shifts to employer to prove it is
not based on discrimination, but rather on
legitimate business purpose
40
Definition of Disability:
“A physical or mental impairment and substantially
limits one or more major life activities, a record of
having such an impairment, or being regarding as
having such an impairment.”
41
Reasonable Accommodation
* Employer required to do something to enable all
otherwise qualified individuals to perform the job (Disability and religion)
* Employer may be exempt from providing accommodation if it would require significant expense or difficulty ( Accommodation “reasonable” if it does not impose an undue hardship on employer)
42
Sexual Harassment
- Unwelcome advances, requests for sexual favors, and
other verbal/physical contact is sexual harassment when: Submission to conduct is a condition of employment, Submission/rejection is a basis for employment decisions, and Conduct interferes with employee’s work performance
* Different kinds of sexual harassment: quid pro quo, hostile working environment
43
Organizations can prevent sexual harassment by:
* Developing and communicating a policy that defines and forbids
sexual harassment
* Training employees to recognize and avoid this behavior
* Providing a means for employees to complain about harassment
and be protected
44
Occupational Safety and Health Act
* Passed in 1970. Authorizes government to establish and
enforce occupational safety and health standards.
* Includes general and specific duties of employer
45
Occupational Safety and Health Act: General
and Specific Duties, General-duty clause
- Furnish each employee a place of employment free
from hazards that cause or are likely to cause death or
serious physical harm
- Employers must keep records of work-related injuries
and illnesses and post an annual summary of them
46
Occupational Safety and Health Administration
(OSHA)
* OSHA is responsible for inspecting businesses, applying
safety and health standards, and levying fines for violations.
OSHA regulations prohibit notifying employers of inspections
in advance.
47
Recruiting
*Any activity carried on by organization with primary
purpose of identifying and attracting potential employees
*Builds supply of potential hires when company needs it
*Three aspects of recruiting: Personnel policies, Recruitment sources, Recruiter traits and behaviors
48
Internal versus External Recruiting
*Internal policies “promote from within”
*Opportunities for advancement more attractive for applicants
and employees
49
Lead-the-market Pay Strategies
*Pay important job characteristic for most applicants
*Recruiting advantage when pay for job is more than current
market wages
50
Employment at Will
*Employer or employee may end employment relationship at any time unless otherwise stated in contract
51
Due-process policy
employee may appeal termination
52
Social Presence and Reputation
*Image of organization impacts its attraction level
*The Internet provides many opportunities to build a positive
image and recruit employees
53
Yield Ratio
*Percentage of applicants who move from one stage of
recruitment and selection process to the next
*Compare yield ratios of different sources to determine which is most efficient for each type of vacancy
54
Cost per Hire
*Total amount spent to fill vacancy
*Divide amount spent using recruitment source by amount of hires from the source
*Low cost per hire indicates an efficient recruitment source
