Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

HR > part 6 > Flashcards

part 6 Flashcards

1
Q

HRM is

A

an employment cycle

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

HRM Cycle functions

A

Rec
selc
training
motivation
maintinance sepearation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Heart (CORE) of HRM cycle is

A

JA

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Main obj of JA is to

A

develope
JD
JS

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

REC obj

A

generate large pool of aplicants

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

selection

A

min pool of aplicants
select best candidate

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Obj of orientation
(training and development )

provide info to facilitate their understanding about Org culture

A

make ur employes more
productive
engaged
adaptive
ASAP

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

HR helps employees become well

A

adjusted and productive

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

HR helps employees become well through adjusted and productive through

A

socialization,
training,
development programs.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Socialization is a

onboarding

A

process of adaptation to a new work role

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

The Assumptions of Employee Socialization

A
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

1-socialization strongly influences

A

employee performance

+
organizational stability
(TOR)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

How do mesure org stability

A

TOR=SEPERRATION /AVG Headcount

employess who left the org
in certain period
/
AVG Headcount in that same period

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

High TOR

A

Low level of stability
employyes keep movings

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

TOR not only for all org
sometimes just for new commers

A

100 hire
30 left
TOR=30%
Very high

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Very high TOR
Because

A

ineffective orinetaion program
culture of org
Un RJP

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Do not let the new commers
adapt by themselves

A

before and after hiring

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

2- new comers suffer from anexity and stress because

A

lack of information
uncertenaity
ambiguty

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Effective OP will

A

Enhance
1-RR in employees
2-employee performance
adopted
Job RaR,KPIs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

3-socialization does not occur
in a vacuum

A

assign people
responsilble and accountable

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

4-individuals adjust to

A

new situations in similar ways

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

The Socialization Process

A

Prearrival
Encounter
Metamorphosis
outcomes
Productivity
Commitment
Turnover

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

Prearrival
RJP

Have not yet come, experince culture of org

A

Individuals arrive with a set of
values, attitudes, and expectations

developed from
1-previous experience
2- selection process.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

Encounter

when they got the job

A

Compare expectations with eperinces

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

Outcome Metamorphosis

satisifed ——–adapteable——Accept

A

Enhance Productivity
Increase level of Commitment
Reduce Turnover

26
Q

Orientation

who will be do it?

A

In line manager
Supervisor
HR staff
Computer

27
Q

Orientation can be

depending on the organization’s size

A

Formal
Informal

28
Q

Why Orientation?

A

teaches the organization’s culture
values norms way of doing it

system of shared meaning

29
Q

organization’s culture

u dont touch it (It is not physical part )
experince ————culture

A

values
norms
way of doing things

30
Q

personality of the org

A

culture of org

31
Q

Somehow it is ease to

A

strcture the company

32
Q

it is not ease to

A

change culture of people
(deeply belived )

team work
innovative
open door
accept taking risks errors

33
Q

Employee handbook

A

to give it to employees
when they have been hired

contains alot of Info
Policy
Mission
Right
Target
History

34
Q

Top management is often visible during the new employee orientation process.

A

Top management CEOs create
vision, culture
We maintaine it through
socialization

35
Q

CEOs can

A

1-welcome employees
2. provide a vision
3. introduce company culture
4. convey that the company cares about employees
5. allay some new employee anxieties

36
Q

HRM has

A

dual role in orientation
1-Coordinating
2-Participating

37
Q

Coordinating role

technical

A

when
where
report
info—-ben—choices

38
Q

Participant Role

counsleing
build carreer
enjoy

A

provide assistance for future progress
trainning
career guidence

39
Q

two types of jobs

A

1-Functional (instrumantal)
2-Counsler (expressive)

40
Q

training vs development

A

now —–future

41
Q

why training?

large # of employess

A

meet current job RaR
Dev for future secussion planning

42
Q

Employee Dev

A

job rotation (cross functional movement)
assistant-to positions
committee assignment
lecture courses/seminars
simulations
adventure training

43
Q

job rotation
(cross functional movement)

remove boring
stay motivated

A

u move from one job to another job to get more knolwedge and to be more adaptable

plan B

enhance ur ability to deal with any cahnges

44
Q

assistant-to positions

shadowing
Gain it from the top management
konw thier approaches in
L

A

mentoring
formal
informal

45
Q

committee assignment

cross functional team
from diff departments
set toghter to deal with a

A

best opp
enahnce ability to take decision

46
Q

lecture

A

theoiry
explain certain concepts

47
Q

seminar

inviiting highly qulaified person CEOs, expert —-presentaion

A

prcatical
convert knowledge u got from lecture
put it in the action

48
Q

Simulation

case study, role play, games

A

try to ask people to do smth similar to the actual situation

49
Q

adventure training

day off teamwork, engagment activities

A

enhance
culture
teamwork
communication
collaporation

it will be reflected in the org results at the end

50
Q

how to EV the effictivness in the training program

A

Reaction
Learning
Behavior application
Performance impcat (ROI)

51
Q

Reaction

A
52
Q

Learning

A

measure to what extent the trainees get knowledge
(significant enhance )

53
Q

how we can measure the training ?

A

exams
before—-after—-compare the results

54
Q

behavior application

A

training reflected in their behaviour

55
Q

performance impact

A

should generate profit at the end

56
Q

ROI

Rate Of Investment

A

total costs

57
Q

why performance rate

A

enhance
productivity
QU
Cost control
response time
satisifaction

58
Q

KPIs def

A

matrix
assess to the what extent of employee achive what we expext from him to achive

what we can manage we can measure

measure perfoemance (level of achivment )
at three levels
1-org
2-unit
**3- individual **
keep him work
give training
termination/ firing

59
Q

KPIs

A

matrix
math=
to assess perfoemance kRAs

60
Q

Lead time

A

time spend in REC employees
Requset —Hiring (fulfil requist)

61
Q

Rec in NGOs

A

ATTRACTION
&
SELECTION

HR (9 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions