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HRM > Midterm Review > Flashcards

Midterm Review Flashcards

1
Q

Function of HRM

A

Ensuring most effective use of human resource systems

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2
Q

3 levels of strategic HRM

A
  1. Corporate
  2. Business
    3 functional
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3
Q

Proactive HRM

A

Problems are anticipated and solved before they impact an Organization

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4
Q

Reactive HRM

A

HRM responds to problems as they arise

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5
Q

Six steps in strategic HRM

A
  1. Environmental scan 2. organizational mission and goals analysis
  2. analysis of organizational character and culture
  3. analysis of organizational strategies
  4. choice and implementation of human resource strategies
  5. review, evaluation an audit of age are strategies
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6
Q

The five forces in the environmental scan

A 
Economic
technological 
demographic 
cultural and 
legal
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7
Q

Cost leadership

A

Lower costs of operations and lower product prices

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8
Q

Differentiation

A

Creating a distinct product or offering a unique service

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9
Q

Focus strategy

A

Focusing on needs of a specific segment of a total market

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10
Q

Staff authority

A

Authority to advise but not to direct. HR specialist

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11
Q

Line authority

A

Authority to make decisions about production and performance and place (the 3 P’s). Supervisor/manager

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12
Q

Functional authority

A

Allow staff experts to make decisions and take actions. Normally reserved for online miniatures. HR specialist

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13
Q

Who passes and enforces federal laws

A

Parliament passes. Enforced by federal human rights commission

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14
Q

Purpose of federal law

A

To ensure equal employment opportunities with employers under federal jurisdiction

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15
Q

Who enacts and enforces provincial law

A

Enacted by provincial governments and enforced by provincial human rights commission’s

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16
Q

Purpose of provincial law

A

To ensure equal employment opportunities with employers under provincial jurisdiction

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17
Q

Where is the charter of rights and freedoms contained

A

Constitution act of 1982

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18
Q

15 prohibited grounds of discrimination

A 
Race 
Ancestry
Place of origin
Color
Ethnic origin
Citizenship
Religion
Sex
Gender identity and expression
Sexual orientation
Disability
Eggs
Marital status
Family status
Record of offenses
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19
Q

Bona fide occupational requirement

A

Justified business reason for discrimination. Example (women’s clothing stores)

20
Q

Systematic discrimination

A

No intent but still results and discrimination. Example minimum height/weight requirements for police, limited accessibility of buildings, unavailability of alternatives.

21
Q

Duty to accommodate

A

Requirement that employer must accommodate employee. Example Muslims need to pray.

22
Q

Harassment

A

Unwelcome comments or actions

23
Q

Employment equity act

A

Lot to remove employment barriers and to promote equality

24
Q

Functional impact of employment equity

A 
Human resource plans
Job descriptions
Recruiting and selection
Training and development
Performance appraisal
Compensation programs
25
Q

Pay equity

A

Equal pay for work of equal value

26
Q

Reverse discrimination

A

Usually occurs when an employer promotes member of protected group (women, disabled etc.) over an equally qualified male candidate

27
Q

Job analysis

A

Study of job to determine specifications, skill requirements etc. for age setting, recruitment, training or job simplification services

28
Q

Job definition

A

Group of related activities and duties

29
Q

Position definition

A

Collection of tasks performed by individual

30
Q

Knowledge definition

A

Info that allows individual to complete tasks

31
Q

Skill definition

A

Individuals level of competency in performing task

32
Q

Ability definition

A

Capability an individual possesses when first starting task

33
Q

HR activities relying on a job analysis

A 
Improve productivity
Avoid discrimination
Create job advertisements
Orientation and training
Performance appraisals
34
Q

Three phases in job analysis

A
  1. Preparation for job analysis
  2. Collection of job analysis info
  3. Use of job analysis info
35
Q

Preparation for job analysis

A

Step one – familiarize with organization and jobs
Step two – determine uses of job analysis
Step three – identify jobs to be analyzed

36
Q

Collection of job analysis info

A

Step four – determine sources of job data
Step five – data collection instrument design
Step six – choice of method for data collection

37
Q

Use of job analysis info

A 
Job description
Job specification
Job performance standards
Job redesign
Organizational change
38
Q

Job description

A

Includes:
Job summary
Responsibilities
Working conditions

39
Q

Job specification

A

Includes:
Scale factors
Effort factors (physical and mental demands)
Working conditions
Contingent assessments (criminal reference check, driving record, medical examination)

40
Q

Job performance standards

A
  1. Objectives or targets for employee efforts.

2. Criteria for measuring job success

41
Q

Competency

A

Knowledge, skill, ability or behavior associated with successful job performance

42
Q

Competency framework

A

List of competencies required in a particular job

43
Q

Competency matrix

A

List of level of each competency required for each of a number of jobs

44
Q

Job rotation

A

Maybe employees from one job to another to allow more variety and new skills

45
Q

Job enlargement

A

Adding more tasks to a job to increase job cycle and increase employee skills

46
Q

Job enrichment

A

Adding responsibilities, giving worker more power to plan and do and evaluate job performance

47
Q

Human resource management definition

A

Leadership and management of people within an organization

HRM (1 decks)

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