M2 Chapter 8 Human Resource Management

Question 1

management by instruction

Answer 1

A management philosophy where employees are told exactly what to do and how to do it.

Question 2

management by objective

Answer 2

A management philosophy where employees are instructed on what needs to be done and then given the freedom to pursue their given objectives.

Question 3

management by values

Answer 3

A management philosophy where everyone within the organization knows and lives by certain defined values.

Question 4

there is a general trend towards management by ____

Answer 4

value

Question 5

Human resource management

Answer 5

The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.

Question 6

strategic human resource management

Answer 6

The perspective that human resource policies and practices can produce employee competencies and behaviors that will help the company meet its strategic objectives.

Question 7

Strategic Human Resource Management does the following to help companies compete:

Answer 7

• Add Value: encourages individuals to add value by lowering cost, providing unique goods and services, and engaging in continuous improvement.
• Select Employees: helps ensure that those who are hired are intrinsically motivated individuals, who find fulfillment in what they do.
• Develop: helps employees acquire the skills, knowledge, and abilities to perform their role and create a competitive advantage.
• Organize the Work: helps ensure that work is appropriately organized and that there is an effective use of teamwork and collaboration.

Question 8

Strategic Tools used by HR:

Answer 8

• strategy map- graphically summarizes the chain of activities and events that contributes to success.
• HR scorecard - assigns financial and nonfinancial goals and metrics to the HR management chain of activities.
• digital dashboard - provides the manager with financial and nonfinancial visual graphs and charts.

Question 9

human resource planning

Answer 9

The process of determining how many employees the organization will need, how many the organization will actually have, and then reconciling anticipated supply with anticipated demand.

Question 10

supply analysis

Answer 10

Estimates the number and quality of future employees by taking into account employee turnover, retirements, terminations, transfers, and promotions.

Question 11

workforce planning

Answer 11

Periodically reviewing what positions the firm will have and then deciding how to fill those positions.

Question 12

Recruitment

Answer 12

Also referred to as talent acquisition, refers to those activities that increase the pool of candidates that could be selected for a job

Question 13

headhunters

Answer 13

An independent firm that specializes in seeking out talent.

Question 14

job analysis

Answer 14

The process of gathering information about the duties, responsibility, and context of how a job is to be performed.

Question 15

AIDA

Answer 15

Attention,
Interest,
Desire, and
Action.

Question 16

realistic job preview

Answer 16

The process of providing all relevant job information - both positive and negative - to applicants.

Question 17

selection process

Answer 17

The process of selecting employees from a pool of applicants.

Question 18

Structured interviews

Answer 18

Uses a predetermined set of questions to ask applicants during the interview process.

Question 19

nondirective interviews

Answer 19

Allows both the interviewer and the applicant freedom to ask questions and direct the interview as they see fit.

Question 20

panel interview

Answer 20

An interview where the candidate meets with several interviewers at the same time.

Question 21

Reliability

Answer 21

Refers to the consistency of a screening procedure.

Question 22

validity

Answer 22

Refers to the confidence that one has in the scores that are obtained during a screening procedure.

Question 23

On-the-job training

Answer 23

A process whereby an experienced employee trains a new employee on how to perform a job.

Question 24

Mentoring

Answer 24

The process of having a more experienced employee provide periodic counseling, feedback, and guidance to new employees.

Question 25

4 Steps in designing a training program

Answer 25

1) Assess training needs
2) Design the training program
3) Decide format (where and how) of training
4) Evaluate the training afterwards

Question 26

Corporate universities

Answer 26

In-house training programs that offer broad-based education programs for employees.

Question 27

What Performance appraisals should include

Answer 27

1) Managers set work standards and communicate them to employees,
2) Managers assess employee performance in relation to those standards, and
3) Managers provide regular feedback to employees

Question 28

Stereotyping

Answer 28

the process of assigning traits to people based on observable characteristics or on their membership in a social category.

Question 29

Fair Labor Standards Act

Answer 29

Passed in 1938, provides specific instruction to employers regarding minimum wage, overtime pay, child labor, equal pay and maximum hours.

Question 30

Equal Pay Act

Answer 30

States that employees of one gender may not be paid wages at a rate lower than employees of the opposite gender for doing the same work.

Question 31

gender gap

Answer 31

A documented compensation inequality between men and women.

Question 32

Civil Rights Act

Answer 32

Passed in 1964, this act makes it illegal for employees to discriminate based on race, color, gender, and national origin.

Question 33

National Labor Relations Act (NLRA)

Answer 33

Passed in 1935, gave employees the legal right to unionize and engage in collective bargaining.