Unit 5 Questions Flashcards
What are the 3 main responsibilities for Human Resource Management?
• Attracting a quality workforce: Human resource planning, recruitment, and selection
• Developing a quality workforce: Employee orientation, training and development,
and performance appraisal.
•Maintaining a quality workforce: Career development, work-life balance, compensation and benefits, employee retention and turnover, and labour-management relations.
Discuss the pros and cons of both external and internal recruitment
- External organization allows for new talent to be found and to get more assets.
- Internal organization allows the organization to keep the company close and hire someone trustworthy
What are the steps to hire an employee?
- Job application: Choosing from multiple applicants who offer the greatest performance potential.
- Interviews: opportunity to learn more about candidates (vice-versa)
- Reference and Background Checks: Inquiries to previous employers, academic advisors, coworkers regarding experience and qualifications.
- Final decision to hire or reject: best selection decisions will involve extensive consultation among people
How does training work both on and off the job?
Training: A set of activities that
provides the opportunity to acquire and improve job-related skills.
ON: job rotation, coaching, mentoring
OFF: management development
Explain Work-life balance
• How people balance career demands with personal and family needs.
Explain incentive compensation systems
• Skill-based pay:Links pay to the number of job-relevant skills an employee masters.
• Bonus pay plans:One-time or lump-sum payments based on the accomplishment of specific performance targets
• Profit-sharing plans:Some or all employees receive a proportion of net profits earned by the organization.
• Employee stock ownership plans: Employees own stock in the company that employs them.
• Fringe benefits:Include non-monetary forms of compensation
How does Collective bargaining work?
process of negotiating, administering, and interpreting a labour contract
What are the sources of position power? Describe the positive and negative of each
• Reward power:Capability to offer something of value.
• Coercive power:Capability to punish or withhold positive outcomes.
• Legitimate power: Organizational position or status confers the right to control those in subordinate positions.
Discuss the classic leadership styles
• Autocratic style:Emphasizes task over people, keeps authority and information within the leader’s tight control, and acts in a unilateral command-and-control fashion.
• Human relations style:Emphasizes people over work
• Laissez-faire style:Shows little concern for task, lets the group make decisions, and acts with a “do the best you can and don’t bother me” attitude.
• Democratic style:Committed to task and people, getting things done while sharing information, encouraging participation in decision making, and helping people develop skills and competencies.
What is effective vs. efficient communication?
• Effective communication:Occurs when the intended meaning of the
sender is interpreted correctly by receiver.
• Efficient communication:Occurs at a minimum resource cost.
Discuss the sources of noise in communication
• Physical distractions:Include interruptions from telephone calls, drop-in visitors, a lack of privacy, etc.
Describe what should be placed in a job posting
•Provides information for developing the particulars about the job.
Job descriptions
Overview of the duties, responsibilities, and functions
Job specifications
Qualifications, personality traits, skills, training, licenses/ certifications, etc. required to perform the job.
Go through the selection process and what are possible reasons for rejection
- Formal Application : reject due to deficient qualifications
- Interview or site visit: reject due to Insufficient ability, ambition, or poor interpersonal qualities
- Testing: reject due to poor test scores
4.reference checks: reject due to poor references
5.physical exam: reject due to physically unfit for the job
6.analysis and decision: reject due to overall potential is low
Explain how to develop interview questions
• Keep questions simple and only ask one at a time
• Do not ask questions that can be answered with one word
• Types of questions
• Direct questions – Are you happy with your job performance at your previous job
• Indirect questions – How have management practices in the past affected your work?
• Specifying questions – In situation X how did you react?
• Interpreting questions – What sort of Customer service interactions do you find the
most difficult?
• Develop Criteria that you are looking for in the answers i.e. create a rubric
What are the problem solving approaches?
• avoiders:Inactive in information gathering and solving problems.
• solvers: Reactive in gathering information and solving problems.
• seekers: Proactive in anticipating problems and opportunities and taking appropriate action to gain an advantage.
