Midterm Flashcards
Unwelcome sexual conduct that has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment is called …..
Sexual Harrassment
Permits employer to use religion, age, sex,or national origin as a factor in its employment practices when reasonably necessary to normal operation of that particular business
Bona Fide Occupational Qualification
Process of determining and reporting pertinent information relating to the nature of a specific job is called ….
Job Analysis
Process of structuring work and designating the specific work activities of an individuals or group of individuals to achieve certain organizational objectives called ….
Job Design
Process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen is called ….
Recruiting
Introduction of new employees to the organizatio, work unit, and job is called ….
Orientation
Learning Process that involves the acquisition of skills, concepts, rules, or attitudes to increase employee performance is called ….
Training
Written synopsis of the nature and requirements of a job and explains, in written form, what the job is called, what it requires to be done, where it is to be done, and how it is to be done is called ….
Job Description
The process of choosing from among available applicants the individuals who are most likely to successfully perform a job is called ….
Selection
The right of all people to work and to advance on the basis of merit, ability, and potential is referred to as ….
Equal Employment Opportunity
Intentional discrimination: treating one class of employees differently from other employees is called ….
Disparate Treatment
EEOC stands for ….
Equal Employment Opportunity Commission
Gives disabled persons sharply increased to access to service and jobs
The Americans With Disabilities Act
Enables qualified employees to take prolonged unpaid leave for family and health-related reasons without fear of losing their jobs
Family and Medical Leave Act
Is where a situation occurs in which proportion of minorities and women employed by an organization equals proportion in organization’s relevant labor market
Employment Party
is where a situation occurs in which proportion of minorities and women employed in various occupations within an organization is equal to their proportion in organization’s relevant labor market
Occupational Party
is the practice of having fewer minorities or females in a particular job category than would reasonably be expected when compared to their presence in relevant labor market
Underutilization
Process of determining the human resource needs of an organization and ensuring that the organization has the right number of qualified people in the right jobs at the right time is called ….
Resource Planning
Thoroughly examining internal practices and procedures and measuring them against the ways other successful organizations operate is called ….
Benchmarking
Five challenges for today’s Human Resource Managers are :
Diversity in workforce Result of changes in government requirements Organizational structures Technology Management approaches
Key Human Resources challenges facing global corporations
Cultural differences
Compliance with data-privacy regulations
Varying economic conditions across countries
Time zone differences
Legal environment and International Compliance
Organizations face new regulations routinely issued in areas of :
Safety and health
Equal employment opportunity
Pension reform and Quality of work life
For the future, Human resource manager need to :
Overcome negative impressions and biases sometimes associated with this field
Become well-rounded business people
Understand business complexities and strategies
What are some of the impacts HR managers have on organizational Performance
Reducing necessary overtime expenses, staying on top of absenteeism, eliminating wasted time by employees with sound job design, minimizing employee turnover and unemployment benefit costs
Job analysis methods include :
Observation
Interviews
Questionnaires
What are the advantages of job specialization
Fewer skills required per person
Increases proficiency through repetition and practice of same skills
More efficient use of skills by primarily utilizing each employees best skill
Low wages due to the ease with which labor can be substituted
More conformity in the final product or serive
Different tasks performed concurrently
What are three problems when conducting interviews
Personal Preferences
Biases
Prejudices
What are three main types of references to check
Personal
School
Past employees
External sources of recruiting employees include ….
Advertising Employment agencies Temporary agencies College job fairs Employee references
Human Resource Main Functions
Human Resource Planning, Recruiting, and Selection Human Resource Development Compensation and Benefits Safety and Health Employee and Labor Relations Human Resource Research
Activities designed to provide for and coordinate the human resources of an organization traditionally referred to as personnel management is called ….
Human Resources
Tasks and duties performed in large and small organizations to provide for and coordinate human resources are called ….
Human Resources Functions
Person who devotes a majority of working time to human resource issues, but doesn’t specialize in any specific area is called ….
Human Resources Generalist
Laying off large members of managerial and other employees is called ….
Downsizing
Person specially trained in one or more areas of human resource management is called ….
Human Resource Specialist
Subcontracting work to an outside company that specializes in that particular type of work is called ….
Outsourcing
What are some advantages of external sources of employees :
Pool of talent much larger in comparison to internal
External hires may bring new insights and perspectives
Often cheaper and easier to higher technizal, skilled, or managerial people outside
What are some disadvantages of external sources of employees :
Attracting
Contacting
Evaluating potential employees is more difficult
Need adjustment or orientation period
Recruiting from outside may cause morale problems among current employees
Environmental factors that affecting human resources :
Changes in workforce
Government influences
Competition
General economic conditions
4 Steps in the Human Resources Planning Process :
Determine impact of organizational objectives
Define the skills and expertise required to meet objectives
Determine additional human resource requirements in light of current human resources
Develop action plans to meet the anticipated human resource needs
Linking Human Resources Planning to Business Strategy :
Be familiar with the business strategy
Ensure that all traditional human resource programs are satisfying
Identify the human resource implications of the organizations business
Identify those human resource issues that may affect business objectives
Job analysis activities :
First row down : Job definition, job redesign, recruitment, selection
Second row down :Employer safety, career counseling, training, orientation
Third row down : Performance appraisal , compensation
