Brainscape's Knowledge GenomeTM

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


See full index

HR Management > Test 1 > Flashcards

Test 1 Flashcards

1
Q

another name for HR

A

personnel administration

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

HR planning, recruitment and selection

A

job analyses, forecasting HR requirements, planning, recruiting, hiring

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

HR development

A

orienting/training, designing programs, team building, designing systems to appraise performance, develop career plans

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

Compensation and benefits

A

comp and benefits

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

safety and health

A

helping those with personal probs

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

Employee and labor relations

A

intermediary between organization and union, discipline

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

HR research

A

HR info base, employee communication systems.

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

Who does the HR stuff?

A

operating manager, HR generalist, HR specialist

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

downsizing

A

laying off large numbers of employees

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

outsourcing

A

subcontracting work to an outside company specialized in that particular type of work

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

rightsizing

A

continuous and proactive assessment of mission-critical work and its staffing requirements

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

reengineering

A

rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, services and speed

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

primary function of HR department

A

provide support to operating managers on all HR matters

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

equal employment opportunity

A

right of all people to work and advance on the basis or merit, ability and potential

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

disparate impact

A 
unintentional discrimination
-employment practices that appear to be neutral but adversely affect a protected class of people
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

disparate treatment

A 
intentional discrimination
-clearly treating one class of employees differently from other employees
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

reverse discrimination

A

alleged preferential treatment of a minority over another group rather than equal opportunity

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

Title VII of the Civil Rights Act

A

keystone federal legislation, covers disparate treatment and impact, created EEOC

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

Equal Pay Act

A

men and women must be paid the same for doing the same or similar jobs

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

Age Discrimination in Employment Act

A

prohibits discrimination against employees over 40 years, if company has 20+ employees, no more mandatory retirement (except for at age 65 if you a high-paid exec)
-if age is a big deal, you can be forced into retirement (pilot)

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

Rehabilitation act

A

Can’t discriminate against the handicapped, affirmative action plans for large firms

22
Q

Pregnancy discrimination act

A

requires employers to treat pregnancy as any other medical condition with regard to fringe benefits

23
Q

Americans with disabilities act

A

gives disabled persons increased access to services and jobs -can’t ask if a applicant has a disability -must provide reasonable accommodation

24
Q

Civil Rights Act

A

permits women, people with disabilities, and religious minorities to have a jury trial and sue for punitive damages if they can prove intentional hiring and workplace discrimination

25
Q

Family and medical leave act

A

lets qualified employees to take prolonged unpaid leave for family and health-related reasons without fear of losing their jobs (serious illness of self or family member, birth, adoption)

26
Q

Americans with disabilities amendment

A

broadened the scope of coverage and the rights of employees with physical and mental impairments

27
Q

Executive order 11246

A

requires federal contractors not to discriminate against employees and they have to have an affirmative action program too

28
Q

legal powers of the EEOC

A
  • make regulations and enforce civil rights laws

- can initiate litigation and intervene in private litigation

29
Q

employment parity

A

proportion of minorities and women employed by an organization must equal the proportion in the labor market

30
Q

occupational parity

A

proportion of minorities and women in various occupations within an organization must equal to their proportion in the labor market

31
Q

underutilization

A

when there are less minorities or females in a job category at one place than compared to the labor market

32
Q

concentration

A

more minorities or women than in the labor market

33
Q

relevant labor market

A

geographical area in which a company recruits its employees

34
Q

right-to-sue letter

A

notice by EEOC to charging party if EEOC decides not to file a lawsuit on their behalf

35
Q

bona fide occupational qualification

A

permits employer to use religion, age, sex or national origin as a factor in employment practices because it is necessary

36
Q

examples of BFOQ

A

customer preference (of sex), preachers

37
Q

affirmative action plans

A

outlines goals and timetables for remedying past discriminatory actions

38
Q

other areas of employment discrimination

A

religion, native americans, sexual orientation, HIV status

39
Q

job analysis

A

determining info relating to the nature of a specific job

40
Q

job design

A

structuring work and giving specific work activities

41
Q

products of job analysis

A

job description (synopsis of nature and requirements), job specification (descriptions )

42
Q

job analysis activities

A

recruitment, selection, orientation, training

43
Q

sociotechnical approach to job design

A

employers should design jobs by taking a holistic view of the entire job situation (role, nature, autonomy)

44
Q

job scope

A

number and variety of tasks performed

45
Q

job depth

A

freedom of workers to plan and organize their own work, work at their own pace, move around and communicate

46
Q

flextime

A

Each employee decides when to start and end the workday as long as the hours encompass the core period

47
Q

compressed work week

A

number of hours worked per day is increased and number of days in the workweek is decreased

48
Q

telecommuting

A

working at home or while traveling and being able to interact with the office

49
Q

job sharing

A

two or more part-time people who perform a job that would normally be held by 1 full-time person

50
Q

reasonable accomodation

A

employer must alter conditions of a particular job to enable the candidate to perform all essential functions (if no undue hardship)

51
Q

potential problems with a job analysis

A

top managemnt support is missing, only a single means and source are used for gathering data, supervisor and jobholder don’t help design

HR Management (3 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2025 Bold Learning Solutions. Terms and Conditions