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BA 101 > Robbins Chapter 12 > Flashcards

Robbins Chapter 12 Flashcards

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1
Q

Importance of HRM (3 reasons)

A
  1. Can be a significant source of competitive advantage as various studies have concluded., 2. Important part of org strategies, 3. Impacts organizational performance
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2
Q

High-performance Work Practices

A

Work practices that lead to both high individual and high organizational performance

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3
Q

External Factors That Affect the HRM Process

A

The Econ’s Effect on HRM, Employee Labor Unions, Legal Environment of HRM, Demographic Trends

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4
Q

Labor Union

A

Organization that represents workers and seeks to protect their interests through collective bargaining

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5
Q

Affirmative Action

A

Organizational programs that enhance the status of members of protected groups

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6
Q

Work Councils

A

Nominated or elected employees who must be consulted when mgmt makes decisions involving personnel

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7
Q

Board Representatives

A

Employees who sit on a company’s BoD and represent the interests of the firm’s employees

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8
Q

Human Resource Planning

A

Process by which managers ensure that they have the right number and kinds of capable people in the right places and at the right times

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9
Q

2 Steps of HR Planning

A
  1. Assessing Current HR, 2. Meeting future HR needs
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10
Q

Job Analysis (Current Assessment of HR)

A

Assessment that defines a job and the behaviors necessary to perform it

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11
Q

Using info from the Job Analysis, managers develop/revise ____ and ____

A

Job Description, Job Specification

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12
Q

Job Description

A

Written statement describing a job (content, environment, and conditions of employment)

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13
Q

Job Specification

A

States the minimum qualifications that a person must possess to successfully perform a given job (knowledge, skills, and attitudes needed)

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14
Q

Future HR Needs are determined by the org’s ____, ___, ___

A

mission, goals, strategies

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15
Q

Recruitment See: Page 320 Exhibit 12-4 Recruiting Sources

A

Locating, identifying, and attracting capable applicants

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16
Q

Decruitment See: Page 320 Exhibit 12-5 Decruitment Options

A

Reducing an organization’s workforce

17
Q

Selection See: Page 321 Exhibit 12-6

A

Screening job applicants to determine who is best qualified for the job

18
Q

Valid Selection Device

A

Characterized by a proven relationship between the selection device and some relevant criterion

19
Q

Reliable Selection Device

A

Measures the same thing consistently

20
Q

Selection Tools - See: Page 322 Exhibit 12-7

A

N/A

21
Q

Realistic Job Previews (RJP)

A

Includes both positive and negative info about the job and the company

22
Q

Providing Employees with Needed Skills and Knowledge

A

Orientation, Employee Training

23
Q

Types of Orientation

A

Work unit orientation (familiarize with the goals of the work unit, how the job contributes to the work unit’s goals, and an intro to coworkers) and Organization Orientation (company’s goals, history, Philosophy, Procedures and Rules, relevent HR Policies)

24
Q

Types of Employee Training See: Page 325, Exhibit 12-8

A

General and Specific

25
Q

Training Methods (Under Employee Training) See: Page 326 Exhibit 12-9

A

N/A

26
Q

Retaining Competent, High-Performing Employees

A

Employee Performance Mgmt, Compensation and Benefits

27
Q

Performance Mgmt System

A

Establishes performance standards that are used to evaluate employee performance

28
Q

Skill-based Pay

A

Pay system that rewards employees for the job skills they can demonstrate

29
Q

Variable Pay

A

Pay system in which an individual’s compensation is contingent on performance

30
Q

Downsizing

A

(Layoff) Planned elimination of jobs in an org

31
Q

Sexual Harassment

A

Any unwanted action/activity of a sexual nature that explicitly or implicitly affects an individual’s employment, performance, or work environment

32
Q

Family-Friendly Benefits

A

Benefits that accommodate employees’ needs for work-life balance

33
Q

HR Costs

A

Employee Health Care Costs, Employee Pension Plan Costs

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