Test 1 Flashcards

1
Q

What is the definition of HR management

A

It is the process of acquiring, training, apparasing, compensating employees and attending of their labor relations health and safety and fairness concerns

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2
Q

Name the 5 functions of the management process

A

Plannning
leading
organizing
controlling
leading
staffing

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3
Q

Planning:

A

establishing goals and standards, developing rules, and procedures developing plans

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4
Q

leading:

A

getting others to get job done, maintaining morale, motivating subordinates

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5
Q

organizing

A

giving each sub a task, establishing gdpts, delegating authority, coordinating work of others

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6
Q

Controlling

A

setting standard dsuch as quality standards checking to see how actually performance compares with those standards.

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7
Q

staffing

A

determine what type of people should be hired; recruiting , selecting employees

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8
Q

Name the key functions of human resource management (9)

A

B- building employee relations and engagement
c-communicating
o- orienting and training new employees
m-managing wages and salaries
p-planning labor needs; recruiting job candidate
a-appraising performance
c-conducting job analyses
t-training employees and dvp managers
s- selecting job candidates

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9
Q

Why is HR important to an organization?

A

it can help ensure that you get results through people

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10
Q

Difference btw line and staff authority

A

Line: gives managers right to issue orders to other managers/employees

staff: gives a manger the right to advise other managers employees (tells managers what to do)

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11
Q

What is the Gig Economy?

A

contract positions

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12
Q

How does Globalization affect HR?

A

more globalization means more competition and more comp means more pressure to be th world class to lower class to make employees happy

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13
Q

Equal pay act of 1963

A

is the act of requiring equal pay for equal regardless of sex

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14
Q

Civil Rights Act of 1964 title VII

A

An employer cannot discriminate based on rage color, religion sex, or national origin.

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15
Q
  • EEOC
A

equal employent opp commsion - recieves and investigates job discrimination complaints

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16
Q
  • BFOQ
A

bonafide occupational qualifications = requirement than an employee be of a certain religion sex or nation al origin where that is reasonably necessary to comply organization.

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17
Q
  • Age Discrimination Act of 1967
A

makes it unlawful to distrcimate against an employee or applicants for employment who are 40 years of age and older

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18
Q
  • The Americans with Disabilities Act
A

requiting employees to make reasonable accommodations for disables employees; prohibits discrimination.

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19
Q
  • Pregnancy Discrimination Act of 1978
A

prohibits sex disrecimantion based on pregnancy childbirth

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20
Q
  • Griggs V. Duke Power Company
A

coal handler job required to be high school grad but Griggs argues you didn’t need to be to be successful. It hired more whites than blacks.

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21
Q
  • Albermarle Paper Company v. Moody
A

before using a test to screen candidates performance standards for the job should be clear so employer can identify with employee were performing better than others. (an seeding I screening was affective)

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22
Q
  • Disparate Impact
A

unintentional discrimination

23
Q

Disparate Treatment

A

intentional discrimination

24
Q
  • Civil Rights Act of 1991
A

in response to United States Supreme Court decisions that limited the rights of employees who had sued their employers for discrimination.

25
Q
  • Types of Sexual Harassment
A

unwelcome sexual advnaces
request for sexual favors
verbal /physical conducts of sexual nature

26
Q
  • Basic Management Planning Process
A

setting goals
making basic planning forecasts
reviewing alternative courses of action
evaluating which options are better
chosing and implanting plan

27
Q
  • What is strategic planning?
A

company overall plan for how it will match its internal strength/weaknesses with its external opp and threats to maintain a competitive position

28
Q
  • Strategic Management Process
A
  1. ask where are now as a buisnees
  2. evaluate SWOT
  3. formulate a new business direction
  4. decide on strategic goals
  5. choose specific strategies or courses of Action
    6/. implement strategies
  6. evaluate performance
29
Q
  • What is a SWOT Matrix?
A

strengths
weakness
opp
threats

30
Q
  • Identify corporate level strategies
A

concentration
diversificatin
vertical integreation
consolidation
geographic

31
Q

Concentration

A

company offers one product usually in one Market (WD-40)

32
Q

diversification

A

the firm will expand by adding new product lines (Pepsi cola later added Frito lays, Quaker Oats)

33
Q

vertical integration

A

firm expands by producing it own raw materials

34
Q

consolidation

A

companies reducing in size

35
Q

geographic expansion

A

company grows by entering new territorial markets (taking business abroad)

36
Q
  • What is Strategic Human Resource Management
A

formulating and executing human resource policies that produce employees competence and behavior the company needs to achieve strategic aims.

37
Q

why HR Audits are used

A

to determine the HR functions current effectiveness and to certain what steps need to be taken to improve it

38
Q

TYPes od metrics

A

revenue
hr to employee ratio
cost per hire

39
Q

Benchmarking

A

enables to compare their own hr metrics with those of other companies

40
Q

Strategy-Based Metrics

A

metrics that specifically focus on measuring the activities that contribute to achieving a company’s strategic aims

41
Q
  • Define High-Performance HR Policies and Practices
A

set of human resource management policies and practices that promote organizational effectiveness

42
Q

Employee engagement

A

being Psychologically involved in connected to, and committed to getting ones jb done

43
Q

why is employee engagement importnat

A

drives performance and productivity

44
Q
  • Main Strategic Human Resource Management Tools
A

strategy map
hr scorecarecard
digital dashboard

45
Q

strategy map

A

strategic planing tool that shows bigg pic of how each Dept performance contributes to achieving the company’s overall strategic goal

46
Q

hr scorecard

A

assigning financial and non-financial goals to HRM chain of activities

47
Q

digital dashboard

A

presents managers with desktop graphs and charts -presenting a computerized pic of where company stands

48
Q

Talent management def

A

the holistic and integrated process of planning, recruiting, selecting, managing employees

49
Q

Job analysis

A

procedure for determining the duties of and skill requirements of job and the kind of person who should be hired for it

50
Q

organization chart

A

chart that shows the orgaztion nation wide distribution of work with titles of each position and interconnecting lines that show who reports to who

51
Q

workflow analysis

A

evaluating how each task is completed and then finding ways to improve the process.

52
Q
  • What is Business Process Reengineering?
A

, focusing on the analysis and design of workflows and business processes within an organization.

53
Q
  • What is O*Net?
A

enables users to see the most important characteristics as well as experience,e du, training