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HRM > Module 1 > Flashcards

Module 1 Flashcards

1
Q

plays a crucial role in realizing the organization’s objectives by effectively overseeing its people

A

manager

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2
Q

five fundamental functions of the managing process

A

planning, organizing, staffing, leading, controlling

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3
Q

establishing goals, rules and procedures

A

planning

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4
Q

task assignment, department creation, delegation and coordination

A

organizing

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5
Q

personnel decisions, recruitment, selection, performance standards, compensation, counseling and training

A

staffing

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6
Q

inspiring task accomplishment and maintaining morale

A

leading

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7
Q

setting, comparing standards and taking corrective action

A

controlling

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8
Q

falls under staffing function

A

Human Resource Management

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9
Q

HRM involves four functions

A
  • acquiring
  • training
  • appraising
  • compensating
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10
Q

staffing function is also known as

A

personnel management or human resource management

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11
Q

importance of HRM

A
  • avoiding personnel mistakes
  • organizational success
  • enhances profits and performance by effective human management
  • developing leaders and understanding the human side
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12
Q

two key aspects of HRM when determining duties

A

Line Authority, Staff Authority

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13
Q

encompassing the right to make decisions, direct the work of others and issue orders

A

authority

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14
Q

gives manager the right to issue orders to other managers or employees

A

line authority

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15
Q

creates superior-subordinate relationship

A

line authority

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16
Q

gives manager the right to advise other managers or employees

A

staff authority

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17
Q

creates an advisory relationship

A

staff authority

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18
Q

authorized to direct subordinates’ work and is responsible for achieving the organization’s tasks

A

line manager

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19
Q

deals with the managing department

A

line manager

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20
Q

manager who assists and advises line managers

A

staff managers

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21
Q

deals with the advisory department

A

staff manager

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22
Q

positions in HRM

A
  • recruiters
  • EEO representative/affirmative action coordinator
  • job analysts
  • compensation managers
  • training specialist
  • labor relation specialist
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23
Q

engage in extensive community networking and travel to find qualified job applicants

A

recruiters

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24
Q

investigate and resolve EEO grievances, assess organizational practices for potential violations

A

EEO representative/affirmative action coordinators

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25
Q

develop compensation plans and oversee employee benefits

A

compensation managers

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26
Q

collect and analyze information about job duties to create job descriptions

A

job analysts

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27
Q

responsible for planning, organizing and directing training

A

training specialists

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28
Q

provide management advice on all aspects of union-management relations

A

labor relations specialists

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29
Q

centralized HR units, where HR personnel support various departments with their HRM needs

A

shared services

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30
Q

example of shared services

A

intranet and call centers

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31
Q

trends of shaping human resource management

A
  • workforce demographics and diversity trend
  • trend of how individuals work
  • globalization
  • economic
  • technology
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32
Q

trend classified under gender, race and age

A

workforce demographics and diversity trend

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33
Q

major challenge for employers in 21st century

A

aging workforce

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34
Q

issues with aging workforce

A
  • skills shortage
  • knowledge loss
  • health care costs
  • discrimination
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35
Q

workers with multiple jobs or part-time workers

A

nontraditional workers

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36
Q

people who work for a company or organization only when they are needed

A

on-demand workers

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37
Q

freelancers, gig workers, contractors

A

on-demand workers

38
Q

used to describe the value of the skills, knowledge, and experience of the people who work for an organization or country;
an intangible asset that can help improve productivity and competitiveness of business

A

human capital

39
Q

is the idea that the human resource function can contribute to the profitability and success of an organization

A

HR as a profit center

40
Q

process of expanding the business activities across borders of countries and regions

A

globalization

41
Q

an imbalance in the demand of labor

A

economic trend

42
Q

most defining feature of the current trends in human resource management

A

technology

43
Q

five primary categories of digital technology

A
  • social media platforms
  • cloud computing
  • gaming
  • data analytics
  • talent analytics
44
Q

facebook, linkedin and twitter

A

social media platforms

45
Q

include gaming elements into training, performance evaluation and recruiting using websites like Knack, Gild, and True Office

A

gaming

46
Q

monitor and report on topics and provide real time evaluation comments

A

cloud computing

47
Q

application of statistical methods, algorithms and problem-solving strategies

A

data analytics

48
Q

term for data analytics in HRM

A

talent analytics

49
Q

managing people is known as

A

personnel management

50
Q

in the 1800s

A

welfare offices and safety bureaus

51
Q

in the 1900s

A

hiring offices and training programs

52
Q

in the early days

A

hiring, firing, payroll and benefits

53
Q

in the 1930s

A

helping employer deal with unions

54
Q

in the 1960s

A

employment laws against discrimination laws

55
Q

in the 1970s

A

globalization

56
Q

integrates HR into daily operations echoing a time when line managers handled more jobs

A

distributed HR

57
Q

assist in employee retention by identifying factors such as experience and social media activity

A

talent analytics algorithms

58
Q

a method of developing and executing HR policies and procedures that cultivate necessary skills and behaviors in employees to achieve a company’s strategic goals

A

Strategic Human Resource Management (SHRM)

59
Q

three main levers to improve employee performance

A
  • HR department lever
  • employee costs lever
  • strategic results lever
60
Q

improving the effectiveness of the HR department

A

HR department lever

61
Q

provides guidance to senior executives regarding employee strategy and managing expenses associated with employee compensation

A

employee costs lever

62
Q

this lever involves ensuring that HR policies and procedures are in line with strategic goals of the organization

A

strategic results lever

63
Q

HR managers employ specific metrics to validate and quantify their contributions to the overall effectiveness of the organization

A

HR and Performance Measurement

64
Q

an approach where HR decisions are made based on strong evidence, which involves data analysis, scientific methodologies, and analytical evaluation of research and case studies

A

evidence-based HRM

65
Q

process of utilizing the most reliable evidence to support decisions regarding HR practices

A

evidence-based HRM

66
Q

sources of evidence-based HRM

A

direct feedback, analysis of existing data, insights

67
Q

Within this perspective, HR activities are not perceived as ends in themselves but as instruments to accomplish a broader objective - enhancing organization’s value

A

HR and adding value

68
Q

HR and Performance

A
  • HR and Performance Measurement
  • HR and Evidence-based Management
  • HR and Adding Value
69
Q

concept where employers have high expectations for increasing revenues and improving overall performance

A

HR Value Proposition

70
Q

coined the HR Value Proposition

A

Dave Ulrich and Wayne Brockbank

71
Q

encompasses both environmental and social aspects as well as company’s influence to society

A

Sustainability

72
Q

described as a strong psychological connection and dedication to one’s work

A

Employee engagement

73
Q

T/F. Employees that are engaged are more invested in their jobs, which leads to greater failure

A

False. leads to greater success

74
Q

HR and

A
  • Performance
  • Sustainability
  • Employee Engagement
75
Q

competency model that depicts HR competencies

A

SHRM Body of Competency and Knowledge

76
Q

SHRM Body of Competence and Knowledge was made by ____

A

Society of Human Resource Management (SHRM)

77
Q

lists the knowledge, abilities and skills that human resource managers require

A

SHRM Body of Competency and Knowledge

78
Q

8 competency behaviors according to SHRM Body of Competency and Knowledge

A
  • Leadership and Navigation
  • Ethical Practice
  • Business Acumen
  • Relationship Management
  • Consultation
  • Critical Evaluation
  • Global and Cultural Effectiveness
  • Communication
79
Q

the capacity to lead and participate in organizational initiatives and procedures

A

leadership and navigation

80
Q

capacity to incorporate responsibility integrity and core principles into all organizational and business procedure

A

ethical practice

81
Q

capacity to comprehend and use data in order to support the organization’s strategic plan

A

business acumen

82
Q

capacity to oversee relationships in order to assist and serve organization

A

relationship management

83
Q

capacity to guide organizational stakeholders

A

consultation

84
Q

capacity to evaluate data in order to formulate recommendations and make business decisions

A

critical evaluation

85
Q

capacity to respect and take into account the backgrounds and viewpoints of all parties

A

global and cultural effectiveness

86
Q

capacity to communicate with stakeholders in an efficient manner

A

communication

87
Q

15 functional areas of HR (hint: The Elephant Lay Two Strong Orange Whale Eggs. The Horse Did React Cautiously Until Boredom)

A
  1. Talent Acquisition and Retention
  2. Employee Engagement
  3. Learning and Development
  4. Total Rewards
  5. Structure of the HR Function
  6. Organizational Effectiveness and Development
  7. Workforce Management
  8. Employee Relations
  9. Technology & Data
  10. HR in the Global Context
  11. Diversity and Inclusion
  12. Risk Management
  13. Corporate Social Responsibility
  14. US Employment Law and Regulations
  15. Business & Strategy
88
Q

two HR certified institute

A
  • Human Resources Certification Institute (HRCI)
  • Society for Human Resources Management (SHRM)
89
Q

HRCI certifications

A

Professional in Human Resource (PHR)
Senior Professional in Human Resource (SPHR)

90
Q

SHRM certifications

A

SHRM Senior Certified Professionals
SHRM Certified Professionals

HRM (5 decks)

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