CH 12: Building and Managing Human Resources

Question 1

Human Resources Management

Answer 1

Activities that managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organizational goals.

Question 2

HRM Components

Answer 2

1. Recruitment and Selection
2. Training and development
3. Performance Appraisal and Feedback
4. Pay and benefits
5. Labor Relations

Question 3

Strategic Human Resource Management

Answer 3

The process by which managers design the components of an HRM system to be consistent with each other, with other elements of organizational architecture, and with the organization’s strategy and goals.

Question 4

Competitive Advantage

Answer 4

1. Organization’s efficiency
2. Quality
3. Innovation
4. Responsiveness to customers

Question 5

Recruitment and Selection

Answer 5

Attract and hire new employees who have the abilities, skills, and experiences that will help an organization achieve its goals.

Question 6

Training and Development

Answer 6

Ensure that organizational members develop the skills and abilities that will enable them to perform jobs effectively in the present and the future.

Question 7

Performance Appraisal and Feedback

Answer 7

First one can help manager make a good human resource decision.
Second, serves as a developmental purpose for member of an organization.

Question 8

Pay and Benefits

Answer 8

Rewarding with pay increases the likelihood of individuals to continue their high levels of contribution to the organization.
Important outcomes that employees receive by virtue of their membership in an organization.

Question 9

Labor Relations

Answer 9

Steps that managers take to develop and maintain good working relationships with the labor unions that may represent their employees’ interests.

Question 10

Equal Employment Opportunity

Answer 10

The equal right of all citizens to the opportunity to obtain employment regardless of their gender, age, race, country of origin, religion, or disabilities.

Question 11

Recruitment

Answer 11

Activities that managers engage in to develop a pool of qualified candidates for open positions.

Question 12

Selection

Answer 12

The process that managers use to determine the relative qualifications of job applicants and their potential for performing well in a particular job.

Question 13

Human Resource Planning

Answer 13

Activities that managers engage in to forecast their current and future needs for human resources.

Question 14

Demand Forecasts

Answer 14

Estimate the qualifications and numbers of employees an organization will need, given its goals and strategies.

Question 15

Supply Forecasts

Answer 15

Estimate the availability and qualifications of current employees now and in the future, as well as the supply of qualified workers in the external labor market.

Question 16

Outsource

Answer 16

To use outside suppliers and manufacturers to produce goods and services.
1. Flexibility
2. Cost

Question 17

Offshoring

Answer 17

When work is outsourced to other countries.

Question 18

Job Analysis

Answer 18

Identifying the tasks, duties, and responsibilities that make up a job and the knowledge, skills, and abilities needed to perform the job.

Question 19

External Recruiting

Answer 19

To look outside the organization for people who have not worked for the organization previously.

Question 20

Internal Recruiting

Answer 20

Managers turn to existing employees to fill open positions.L

Question 21

Internal Recruiting

Answer 21

Managers turn to existing employees to fill open positions.

Question 22

Lateral Move

Answer 22

A job change that entails no major changes in responsibility or authority levels.

Question 23

Background Information

Answer 23

Can be helpful to screen out applicants who are lacking key qualifications and to determine which qualified applicants are more promising than others.

Question 24

Interviews

Answer 24

Two types:
1. Structured
2. Unstructured

Question 25

Structured Interview

Answer 25

Managers ask each applicant the same standard questions. Fixed question.

Question 26

Unstructured Interview

Answer 26

More like a an ordinary conversation. Non-fixed questions.

Question 27

Paper and Pencil Tests

Answer 27

Two types:
1. Ability Tests
2. Personality Tests
Hard copy or electronic form

Question 28

Ability Tests

Answer 28

Assess the extent to which applicants possess the skills necessary for job performance

Question 29

Personality Tests

Answer 29

Measure personality traits and characteristics relevant to job performance.

Question 30

Physical Ability Tests

Answer 30

Measure physical strength and stamina as selection tools.

Question 31

Performance Tests

Answer 31

measure job applicants’ performance on actual job tasks.

Question 32

References

Answer 32

Provide references from former employers or other knowledgeable sources who know the applicants’ skills, abilities, and other personal characteristics.

Question 33

Reliability

Answer 33

The degree to which a tool or test measure the same thing each time it is administered.

Question 34

Validity

Answer 34

The degree to which a tool or test measures what it purports to measure.

Question 35

Training

Answer 35

Teaching organizational members how to perform their current jobs and helping them acquire the knowledge and skills they need to be effective performers.
-classroom instruction
- on the job training
-apprenticeships

Question 36

Development

Answer 36

Building the knowledge and skills of organizational members so they are prepared to take on new responsibilities and challenges.
- classroom instruction
- on the job training
- varied work experiences
-formal education

Question 37

Needs Assessment

Answer 37

An assessment of which employees need training or development and what type of skills or knowledge they need to acquire.

Question 38

Simulations

Answer 38

Where key aspects of the work situation and job tasks are duplicated as closely as possible in an artificial setting.

Question 39

Distance Learning

Answer 39

Trainees at different locations attend training programs online, using computers or mobile devices to view lectures, participate in discussions, and share documents and other information.

Question 40

On-the-job Training

Answer 40

Training that takes place in the work setting as employees perform their job tasks.

Question 41

Mentor

Answer 41

An experienced member of an organization who provides advice and guidance

Question 42

Protégé

Answer 42

Less experienced member.

Question 43

Performance Appraisal

Answer 43

The evaluation of employees’ job performance and job contributions to their organizations.
Focuses on the evaluation of traits, behaviors, and results.

Question 44

Performance Feedback

Answer 44

The process through which managers share performance appraisal information with employees, give them an opportunity to reflect on their own performance, and develop, with employees, plans for the future.

Question 45

Trait Appraisals

Answer 45

Used to assess employees on personal characteristics that are relevant to job performance, such as skills, abilities, or personality. What workers are LIKE.

Question 46

Behavior Appraisals

Answer 46

Used to assess how workers perform their jobs-their actual actions and behaviors that workers exhibit on the job. What workers DO.

Question 47

Results Appraisals

Answer 47

Managers appraise performance by the results or the actual outcomes of work behavior.

Question 48

Objective Appraisals

Answer 48

An appraisal that is based on facts and is likely to be numerical.