Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

petros classes exam review > human resource management mid term > Flashcards

human resource management mid term Flashcards

1
Q

traditional HRM that includes administrative responsibilities (payroll,selection, compensation)

A

operational HRM

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

contemporary HRM participates on setting up a strategic plan for organizations (designing startegies that attract top talent to gain competitive advantage)

A

strategic HRM

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

a clearly defined action plan with target achievements dates otherwise it will be a exercise on paper

A

strategic analysis

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

analysis of organizational character and culture

A
  • less tangible and difficult to see

-character is everything that makes sense

  • industry graphic locations employees

-culture is the shared belief and assumptions of organizational members

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

the leadership management of people within an organization, using systems methods process and procedures to motivate and enable employee

A

human resource management

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

the process of vertically intergrading the strategic direction of an organization into the organizations choice of human resource management systems

A

strategic human management

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

the five steps of the human resource management model

A
  1. organizational mission and strategic analysis
  2. environmental scan
  3. analysis of organizational character and culture
  4. choice and implement of human resource management
  5. review evaluation and audit of human resource strategies
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q
  1. organizational mission vision and strategic analysis
A
  • mission statement specific what activities the organization intend to pursue
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q
  1. environmental scan
A
  • economic, social, labour market trends and government positions can see potential threats and opportunities
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q
  1. analysis of organizational charter and culture
A
  • organizational structure is the product of an organization features and how they are arranged
  • organizational culture is the core beliefs and assumptions that are widely shared
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q
  1. choice and implementation of human resource strategies
A
  • involves identifying securing of human resource strategies
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q
  1. review evaluation and audit of human resource strategies
A
  • contextual factors technology environment government policies
  • internal factors memberships characteristics role definitions and internal produces
  • an organizations intention of identifying and correcting defined is a human resource audit
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

job analysis

A

refers to the process of collecting information about jobs
- provides description of the job and profiled the characteristics to be successful

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

what are the 3 phases of job analysis process

A

prep, collection of information, use of job analysis information

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

phase 1: prep

A
  • familiarize with the organization and the job
  • determine use of job analysis
    -identify jobs to be analyzed
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

phase 2: collection of job information

A
  • determine source of job data
  • data collection instrument design
  • choice of method for data collection
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

phase 3: use of job analysis information

A
  • recruitment
  • selection
  • job performance standards
  • job redesign
  • designing HRIS
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

critical incidents to job specifications

A
  • knowledge
  • abilities
  • skills
  • other attributes
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

a document that lists the tasks duties and responsibilities of a job to be performed

A

writing job descriptions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

what are the parts of writing job descriptions

A
  • job identification
  • job summary
  • relationships
  • duties and responsibilities
  • authority
  • performance standards
  • physical demand analysis
  • human rights legislation consideration
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

problems with job descriptions

A
  • become out of date quickly
  • poorly written
  • non specific
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

job description

A
  • the recruitment process by screening resumes conducting phone screen cordination interviews and extending job offers
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

hr planning

A
  • process used to determine future human resource requirements
    (analyzes impacts, determines availability, provides strategic value)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

allows you to train and develop future managers

A

hr plan

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

what are the 4 types of hr planning

A
  1. familiarizes yourself with he organization
  2. forecasts demand
  3. forecast supplies
  4. develop replacement charts and act on your hr plan
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

familiarize your self with the organization

A
  • learn about the organizations structures
  • structure and performance management process
27
Q

forecast demand

A
  • economic cycle changes in competition government regulations
  • internal analysis (historical turnover organizational plans and goals)
28
Q

forecast supply

A

internal supply
- existing human capital performance assessment

external supply
- economic cycle current job marker historical recruitment experiences

29
Q

HR planning

A
  • replacement chart is an evolving document
30
Q

labour surplus

A
  • how do you supply to an over supply of labour
31
Q

unsolicited or unwelcome sex or gender based conduct that has advservse consequences

A

sexual harassment

32
Q

when a member of an organzation treats an employee in a disparate manner

A

harassment

33
Q

interview/applicant questions

A
  • were you born in Canada?
  • what’s your first language?
34
Q

direct discrimination or prohibited grounds

A
  • race or ethnicity
  • religion
  • physical or mental disability
  • age
  • martial status
35
Q

direct discrimination

A
  • different/ unequal treatment
  • indirect/ third discrimination
  • discrimination by association
36
Q

systemic discrimination

A
  • minimum height and weight requirements
  • internal word of mouth hiring policies
  • requirements to work on specific days of the week
37
Q

bona fide occupational requirements

A
  • a legal justifiable reason for discrimination on a protect ground
38
Q

employees have a duty to accolade up to the point of undue hardships depends on a story teller of factors

A

duty to accomadte

39
Q

federal law to employment barriers to promote equality

A

emyployeement equity

40
Q

pay equity

A

equal pay for work or equal value

41
Q

employment equity

A
  • developed by employees to undo a employment discrimination or to ensure equal employment opportunity
42
Q

competitive advantage improved diversity and the people in the organizations are all reasons we care about

A

recruitment

43
Q

recruitment methods

A
  • walk in and outs
  • employees
  • job ads
  • employment and social development Canada
  • employment agencies
  • professional search forms
  • education
  • professional and labour associations
  • temp agencies
  • job fairs
  • contract work
  • recruitment abroad
44
Q

advantage in strategic e-recuitmnt

A
  • games virtual worlds
  • pseudo social networks
  • automated text mining
45
Q

the strategic dignifance of a secelection

A
  • an organizations strategy depends on employees
46
Q

steps in the selection process

A
  1. preliminary reception
  2. applicant screening
  3. employment tests
  4. contiengent assessment
  5. realistic job previews
  6. verification of references
  7. hiring decisions
47
Q

validity and readability

A

things must be reliable and valid

48
Q

reliability

A
  • will we get the same result every time
49
Q

validity

A
  • is it job related
50
Q

applicant screening

A
  • weighted application banks

(cost effective and useful in predicting performance turnover abesntism and accident rates)

  • biographical information blanks (bio data also useful in predicting various work outcomes may not be face valid)
51
Q

employment tests

A

personality (NEO-PI-R), ability(GMA), knowledge (math specific laws weather), performance (assessment center) integrity

52
Q

unstructured interviews

A
  • all questions planned ahead of time and asked to all candidates
53
Q

unstructured interview/ bias errors

A
  • snap judgements
  • conformation bias
  • negative emphasis
  • halo effect
54
Q

what are the two types on interview questions

A
  1. behavioural questions
  2. situational questions
55
Q

behavioural questions

A
  • uses star method (situation risk actin result)
  • pas behaviour is predictive of future behaviour
  • useful for senior roles
56
Q

situational interview

A
  • posed as a possible
  • useful for junior
57
Q

realistic job preview

A
  • showing the candidates the type of work equipment and working conditions on the job before hiring decision
58
Q

verification of references

A

prospectivw employers contact past employees colleagues teachers subordinate customers

ONLY INFORMATION THAT “IS RESONABLY REQUIRED” IN ORDER TO ESABLISH MANGE OR TERMINAITE AN EMPLOYEMENT RELATIONSHIP SHOULD BE COLLECTED

59
Q

contingent assessments

A
  • conducted after a job offer has been made
60
Q

subjective approach

A
  • a decision marker looks at the scores ricked by the various applicants on predictors information and comes to an overall judgement
61
Q

multiple cut off approach

A
  • scores are set for predictions and each applicant is evaluated on a pass fail basis
62
Q
A
63
Q

compensatory approach

A
  • a higher score on one predictor can compensate for lower score on another

petros classes exam review (15 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions