Human Resources Flashcards
(33 cards)
What are the objectives of human resources?
Acquisition, development, maintenance
What is included in acquisition?
Planning, job analysis, recruiting, selecting, and orientation
What is included in development?
Training and development, and performance appraisal
What is included in maintenance?
Employee relations, compensation, and benefits
What tools can be used to forecast human resource supply?
Replacement chart and skills inventory
What is the replacement chart?
A list of key employees and their possible replacements internally
What is a skills inventory?
A computerized database containing information on the skills and experience of all current employees
Determine external gaps
What is the job analysis?
A systematic approach identifying and determining job duties and requirements and their importance to an organization
What is the difference between a job description and a job specification?
Job description lists responsibilities for a job and specification lists qualifications required to perform a job
What is EDI?
Equity, Diversity, and Inclusion
What is the difference between equity, diversity, and inclusion?
Equity = accounting for differences, removing barriers Diversity = differences in lived experiences and reality of employees Inclusion = doing the work to create connection and belonging
What are the benefits of EDI programs?
Builds organization resilience, aligns with purpose, provides marketing edge, drives innovation, and maintains reputation
Why is it challenging to implement EDI?
Most individuals in charge are unaware of navigating world without privilege
Looking for an easy solution to a complex problem
Takes time
How can leaders make progress on EDI programs?
Realize racism is a pandemic Recognize privilege Tell employees they deserve to be there Ensure inclusion and diversity Act with humility
What is the process of attracting qualified job applicants?
Attract candidate pool, screen, interview, compare, check references, and make job offer
How do we know if screening and interviewing methods are any good?
If they are valid and reliable
When is a screening method valid?
When it can predict someone’s success or effectiveness in their job
When is a screening method reliable?
When methods are valid all the time
Why are interviews the least valid hiring practice?
Bias and incorrect practices
What are solutions to invalid interviews?
Using job analysis to develop and validate questions
Eliminating interview bias
Using testing only for job-relevant knowledge
How do we get new employees up and running
Complete hiring paperwork, learn admin details, and employee introductions
How do we teach employees new skills?
Job related training
Off the job training
Development
How do we assess employee performance and potential?
Create clear performance standards Evaluate performance against standards Make employee decisions Assess HRM practices Consider how activities affect employee engagement
What percent of the global workforce is engaged?
15%
