Brainscape's Knowledge GenomeTM

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


See full index

HR Management > Test 2 > Flashcards

Test 2 Flashcards

1
Q

Human resource planning

A

making sure there are the right number of qualified people in the right jobs at the right time
-translating the organization’s plans and objectives into a timed schedule of employee requirements

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

HR planners have to…

A

recognize the need to fill a job and finding a person to fill it before it’s too late

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

Effective HRP can reduce turnover by

A

keeping employees apprised of their career opportunities within the company

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

HRP errors can result in

A
  • important jobs being left unfilled
  • plummeting productivity due to empty management position
  • layoffs to new employees because workload was over-estimated
  • not enough employees bc workload was underestimated
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Strategy-linked HRP

A

Line managers have to keep HR objectives in mind

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

Stages of HRP

A

1) no long-term plans, no hrp
2) yes long-term plan, skeptical of hrp tho
3) Hrp is happening, but they’re not part of the long-term plan
4) Lots of hrp, top managers like it too
5) HRP is vital to long-term plan

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

Cascade approach to setting objectives

A

objective-setting process designed to involve all levels of management in the organizational planning process

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

How the cascade falls, ya feel me

A
  • top management: mission statement, long-term objectives, strategic plans
  • middle management: short-range performance objectives
  • supervision: department objectives, subunit objectives
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

skills inventory

A

lists of biographical info y mas on all employees in the organization
-helps to quickly judge an employee, find skills, helps plan

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

Management inventory

A

specialized, expanded form of skills inventory for the management team
-includes brief assessment of past performance and potential for advancement

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

reducing HR costs

A

layoffs, firing, early retirement, voluntary resignation, reclassification, transfer, worksharing, jobsharing

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

reclassification

A

demoting

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

work sharing

A

reducing everyone’s hours instead of firing people

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

succession planning

A

identifies specific people to fill future openings in key positions and develops them

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

emphasis

A

developing people rather than naming replacements

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

problems with succession planning

A
  • crowned prince: only recognizes those who have managed to make themselves visible
  • in some organizations, it is only focused on senior levels
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

benchmarking

A

examining internal practives and procedures and measuring them against the ways other successful organizations operate

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

environmental factors affecting HR needs

A

Government influences, general economic conditions, the competition, changes in the workforce

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

HRIS

A

database system that contains all relevant hr info and provides facilities for maintaining and accessing these data

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

Some applications of HRIS

A

clerical, risk management, training, planning, analysis, accident reporting

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

recruiting

A

process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen

22
Q

personnel requisition form

A

describes the reason for the need to hire and new person and requirements of the job

23
Q

Recruiting internally: advantages and disadvantages

A
  • advantages: strengths and weaknesses known, already have data, they know the org, boost morale, investment already there
  • disadvantages: employees not promoted take a morale hit, inbreeding of ideas, seniority doesn’t always work
24
Q

internal recruitment example

A

job posting and bidding

25
Q

external recruitment examples

A

job advertising, headhunters, temps, employee leasing, referrals, campuses, internet

26
Q

Realistic job preview

A

method of providing complete job info (good and bad) to the applicant, used to self-vet

27
Q

employee referals

A

employees involved in recruiting process, corporate image has an impact on the number and quality of people who apply

28
Q

job posting and job bidding

A

informs employees of job vacancies by posting a notice in central locations and giving a specified period to apply

29
Q

organizational inducements

A

positive features and benefits offered by an organization to attract job applicants
-compensation, career opportunities, reputation

30
Q

employee selection process

A

choosing who is most likely to succeed in the job

31
Q

steps to employee selection process

A

job analyses, HR planning, recruitment

32
Q

employment application form

A

first step in selection procedures

33
Q

things that can’t be on a job application

A

race, color, national origin, religion, arrests, credit rating

34
Q

applicant flow record

A

voluntary form for applicant, used by employer to obtain info that could be used to discriminate, sometimes used for stats

35
Q

preliminary interview

A

determines whether the applicant’s skills, abilities and job preferences match the job

36
Q

aptitude test

A

measures capacity of ability to learn (verbal, numerical, spatial, reasoning)

37
Q

psychomotor

A

measuring a person’s strength, dexterity and coordination

38
Q

job knowledge

A

duh

39
Q

proficiency

A

measures how well they can do a sample of the work required for the job

40
Q

interest

A

determines their interests then compares with successful people in that job

41
Q

personality

A

attempts to measure personality traits

42
Q

graphology

A

looking at a person’s handwriting to assess their personality

43
Q

drug and aids testing

A

okay to do, but you can’t fire people with aids

44
Q

genetic testing

A

identifies people who may be susceptible to illness

45
Q

structured interview

A

predetermined outline, systematic (semi, situational)

46
Q

unstructured interview

A

no predetermined checklist of questions, susceptible to personal biases

47
Q

stress interview

A

puts them under pressure to see how they handle emotion

48
Q

board or panel interviews

A

two or more people conduct it

49
Q

group interview

A

several applicants are questioned together

50
Q

problems with conducting interviews

A

initial impressions, halo effect, overgeneralizing, personal preferences, prejudices, biases

51
Q

halo effect

A

when managers allow a prominent characteristic of the employee to influence the judgement in a performance appraisal (good personality doesn’t mean they’re right for the job)

52
Q

overgeneralizing

A

interviewee may not be the same on the job as in the interview

HR Management (3 decks)

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