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HR > Test #3 > Flashcards

Test #3 Flashcards

1
Q

Career Management

A

enabling employees to better understand and dvp their career skills and interests and to use these skills and interests more effectively

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2
Q

What is the managers role?

A

provide timely and objective performance feedback, and support and participate in career dvp discussions with employee.

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3
Q

What is the employees role 5 TCATS

A

to accept responsibility for their own career; asses interests and skills;
seek out career info resources;
take steps to ensure they happy and fulfilled career

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4
Q

What is a portfolio career

A

a career built around using ones skills to create a livelihood based on multiple income sources

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5
Q

What are the 3 career Management methods?

A

-career planning workshop
-lifelong learning accounts
-career coaches

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6
Q

Management methods: career planing wokrshop (3)

A

planned learning event in which employees are expected to be actively involved
-completing career planing exercises
-participating in skills practice sessions

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7
Q

Management methods: Life long learning accounts

A

an employee-owned educational savings account that helps pay for education and training expense

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8
Q

Management Methods: Career Coach

A

help employees create 5 year plans showing where their careers in the firm may lead

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9
Q

What is coaching: SA (3)

A

educating instructing and training subordinates

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10
Q

4 steps in coaching: SA

A

Preperation
planning
active coaching
follow-up

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11
Q

Preparation: SA

A

understainign the problem, employee and his skills
-form a hypo about what the prob is

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12
Q

Planning; SA

A

solution.
reacting agreement on the problem and on what to change

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13
Q

Active coaching; SA

A

here you are the teacher. Offer ideas and advice in a way they can hear you

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14
Q

Follow-up:SA

A

reobserve the persons progress periodically

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15
Q

What is Mentoring

A

advising, counseling, and guiding

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16
Q

The role of Protege

A

play an active role in their own development by identifying their own needs, making those needs specific, soliciting mentor assistance,

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17
Q

Career Oriented Appraisals

A

the supervisor and employee jointly merge the Latter’s past performance, career preferences, and dvp needs into a formal career plan

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18
Q

o Retention strategies to reduce voluntary turnover: SA

A

turnover often starts with poor selection decisions, inadequate training. Can’t formulate a retention strategy w/o taking into consideration all HR practices

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19
Q

Types of Turnover

A

Voluntary
involunrary

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20
Q

Job Withdrawal

A

actions intended to place physical or psycho distance btw employees and their work envios

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21
Q

Horizontal Promotion

A

instead of managing promote to another dpt like HR to dvp skills

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22
Q

Transfer

A

reassignment to similar positions in other parts of the firm (no change ins salary)

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23
Q

o Terminate at will

A

can be fired by employer/employee for any reason

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24
Q

o Dismissal

A

involuntary termination of employees employement with the firm

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25
Q

What are the 4 grounds for dismissal

A

unsatisfactory performace
miscodnuct
lack of qualifications for the job
changed requieremtns of the job

26
Q

Wrongful Discharge

A

employees dismissal does not comply with the law

27
Q

layoff

A

employees told no worker them but management will call when there is

28
Q

plant closing lsw

A

requieres employers of 100 more employees to give 60 days notice before closing a facility

29
Q

Downsizing

A

process of reducing number of peeps employed by from

30
Q

exit process

A

exit interview(interwiew person to See what they think about the company)
checklist (return all keys, company equip,)

31
Q

severance pay

A

one time payment to employees being terminated

32
Q

Employee Comp

A

all form of pay/reqards going to employees

33
Q

Direct financial payments

A

pay in form of wages, salaries incentives commissions bonuses

34
Q

indirect financial payments

A

pay. in form of financial benifits (insurance)

35
Q

Total rewards

A

encompasses the traditional pay incentives and benefits but also things like challenging jobs

36
Q

Aligment with Strategy

A

creating total pay package that produces employee beh firm needs to support and achieve its strategy

37
Q

Internal equity

A

how fair a jobs pay rate is when compared to other jobs within the same company

38
Q

External equity

A

how Jobs pay rate in one company compares to jobs pay rate in other companies

39
Q

o Title 7 of the 1964 Civil Rights Act

A

unlawful for employers to discriminate against any individual with respect to hiring cuz of race, sex, national origin

40
Q

o Fair Labor Standards Act (FSLA)

A

act provides for minimum wages, max hours, OT pay, child labor protection

41
Q

o Equal Pay Act

A

requiere cual pay for women doing same work as men

42
Q

o Employee Retirement Income Security Act ERISA, covers retirement

A

gvmnt protection of pensions for all employees with company pension plans. Regulates vesting rights (employees who leave before retirement)

43
Q

o Affordable Care Act

A

increase health insurance reduce the costs of healthcare overal

44
Q

o National Labor Relations Act

A

grants employees the right to form or join unions; engage in protected, concerted activities to address or improve working conditions; or refrain from engaging in these activities.

45
Q

Consolidated Omnibus Budget Reconciliation Act

A

gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited period

46
Q

Job evaluation

A

comparison done to determine the worth of one job relative to another

47
Q

Job evalution methods (3)

A

-ranking
-job classicaficatiohn
-point method

48
Q

ranking

A

raking each job relative to all other jobs usually based on overall difficulty

49
Q

Job Class

A

method for categorizing jobs into groups

50
Q

Prepping for job evaluation (3

A

identifying need for program
-getting coop
-choosing an evaluation committee

51
Q

Grafe def

A

written descriptions of level of responsibly required by jobs in each grade

52
Q
  • Competency Based Pay
A

company pays for employees skills rater than job title they hold

53
Q

Broadbadning: SA

A

consolidating salary grades and ranges into wide levels each containing wide range of jobs and salary levels

54
Q

Broadbanding adv; SA

A

injects greater flexibility into employee assignments

55
Q

total rewards SA

A

encompasses not only comp and benefits but also personal and proffesioanl growing opp

56
Q

total rewards and employee engagementSA

A

has hight impact on job performance and engagement

57
Q

o Piecework plans

A

pay based on the number of items by each individual worker in unit of time.

58
Q

merit pay

A

salary increase awarded to an employee based on their performance

59
Q

Wokers Comp (SA)

A

Provdides income and medical benefits to work related accident victims regardless of fault

60
Q

how to control cost

A

screen out accident prone workers
reduce accident causing conditions.
institute healthy safety programs

61
Q

Why control control cost

A

cost of employers premium reflect the amount claimed.

HR (4 decks)

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