Human Resources Flashcards

1
Q

managers are responsible for
the activities neededto recruit, hire, train, develop, and retain a workforce at the employee level
hiringworkers results from a process of job analysis, operational planning, and crafting of job descriptions at the organizational level

A

HR managers

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2
Q

Federal and state legislation havebeen enacted to prevent discrimination, set minimum wages, establish maximum work hours, and set standards for health and safety

A

the laws

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3
Q

prohibits employment discrimination on the basis of race, color, religion, sex, or national origin

It also prohibitssexual harassment

A

The civil rights act of 1964

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4
Q

Age Discrimination in Employment Act (ADEA) of 1967
Equal Pay Act (EPE)of 1963
Americans with Disabilities Act(ADA)of 1990
Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)

A

other laws

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5
Q

National Labor Relations Act of 1935
Fair Labor Standards Act of 1938
Immigration Reform and Control Act of 1986
Family and Medical Leave Act of 1993
Occupational Safety and Health Act of 1970 (OSHA)

A

labor legislation

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6
Q

is often the most cost-effective method of recruiting potential employees, as it uses existing company resources and talent pool to fill needs and therefore may not incur any extra costs

This is done in two principal ways:
Advertising job openings internally
Using networking: employee referrals, industry contacts and membership in professional organizations

A

internal recruitment

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7
Q

The primary goal of external recruitment is tocreate diversity and expand the candidate pool

External recruitment can be done in a variety of ways:
Online recruitment
Traditional advertising
Job fairs and campus visits
Headhunters and recruitment services
A

external recruitment

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8
Q

refers to skills and knowledge attained for both personal development and career advancement

A

professional development

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9
Q

(PA) or performance evaluation is a systematic and periodic process that assesses an individual employee’s job performance and productivity, in relation to certain pre-established criteria and organizational objectives

A

performance appraisals

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10
Q
Specific
	Measurable
	Achievable
	Realistic
	Time-related
Employee evaluations include:
An assessment of how well the employee is doing 
Employee goalswith deadlines
Feedback from coworkers and supervisors
A

SMART

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11
Q

Graphic rating scales
Behavioral methods
2+2

A

Methods of Performance Appraisal

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12
Q

Form of compensation paid periodically by an employer to an employee, the amount and frequency of which may be specified in an employment contract
Employees work however many hours are necessary to accomplish organizational goals and objectives
Calculatedin terms of annual, monthly, or weekly earnings instead of hourly pay
Employee stock options (ESO) sometimes part of employee compensation package

A

salary

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13
Q

Based on hours worked or some other measure of production including
Time rate
Differential time rate
Payment by piecework

A

wage system

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14
Q

most common in sales and management
Straight commission
Salary plus commission
Salary plus bonus

A

hybrid wage

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15
Q

Terminations can occur for a rangeof reasons, both voluntary and involuntary
Some states allow at-will employment, which means thatan employeecan be dismissed by an employer without warning and for any reason—without the employer having to establish “just cause” for termination

A

terminations

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16
Q
Firing
Lay off 
Attrition 
Mutual-agreement termination 
Forced resignation
A

types of terminations

17
Q

is the rate at which employees leave an organization
Average cost of turnover is $15,000 per employee
Reasons employees leave jobs: downsizing, new opportunities, poor relationship with manager, better compensation/benefits

A

turnover