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CAAll Chapters Flashcards

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1
Q

Capital refers to the….

A

factors that enable companies

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2
Q

Human capital refers to the set of collective ______, _______ and ______ that employees can apply to create value for employees

A

skills, knowledge and ability

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3
Q

HR Management Legal Considerations

A

Federal, state and local legislation; court decisions and presidential executive orders

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4
Q

HR Management Legal Market

A

Potential employees located within certain geographic areas; demographic shifts association with workforce preparedness; always changing

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5
Q

HR Management Society

A

Firm must accomplosh its purpose while complying with societal norms (Ethics and CSR)

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6
Q

HR Management Political Parties & Unions

A

Different opinions on how HRM should be accomplished; Group of employees who have joined together to collectively bargain with their employer

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7
Q

HR Management Shareholders

A

Owners of a corporation; invested money in firms; May challenge programs to put forth by management to be beneficial to the organization

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8
Q

HR Management Competition

A

Located in product/service labor markets; firms must maintain a supply of competent employees; bidding wars often result

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9
Q

HR Management Customers

A

People who actually use the firm’s goods and services; employment practices should not antagonie members of the market that the firm serves; workforce should be capable of providing top-quality goods and services

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10
Q

HR Management HR Techonology

A

Rapid techonological changes provide increased sophistication and ability to design more useful human resource information systems (HRIS)

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11
Q

HR Management Economy

A

When economy is booming, it’s difficult to recruit more qualified workers; in economic downturns, more applicants are typically available

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12
Q

HR Management Unanticipated Events

A

Unforeseen occurences in external environment; requires tremendous amount of adjustment of HRM

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13
Q

Equal Employment Opportunity

A

Laws and policies that require all individuals’ rights to equal opportunity in the workplace regardless of race, color, sex, religion, national origin, age and disability

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14
Q

Title VII of the Civil Rights Act of 1964

A

prohibits employment discrimination based on race, color, religion, sex and national origin

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15
Q

Exceptions of Title VII include

A

Title VII of Civil Rights Act of 1964 and Equal Pay Act of 1963

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16
Q

ADEA Disparate Treatment

A

Hiring, Promotions and Termination

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17
Q

ADEA Adverse Impact

A

Physical fitness test, technology-based screenings and mandatory retirement age

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18
Q

TRUE OR FALSE: Age can be Bona Fide occupational qualification

A

True

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19
Q

Disparate Treatment

A

Often thought of as intentional discrimination

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20
Q

Adverse/Disparate Impact

A

Often thought as unintentional discrimination

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21
Q

Global Sexual Harassment

A

Behaviors that violate cultural norms in one country may not be perceived as a problem in another culture

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22
Q

Diversity

A

Any perceived difference among people; more than equal employment and affirmiative action; creates workforces that mirror populations and customers

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23
Q

Discrimination is….

A

to note a difference between things

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24
Q

Stereotype threat describes…

A

the degree to which we agree internally with the generally negative stereotyped perceptions of our groups

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25
Discriminatory Policies or Practices
Actions taken by representatives of the organization that deny equal opportunity to perform or unequal rewards for performance
26
Sexual Harassment
Unwanted sexual advances and other verbal/physical conduct of sexual nature that create hostile or offensive work environments
27
Intimidation
Overt threats or bullying directed at members of specific groups of employees
28
Mockery or Insults
Jokes/Negative stereotypes that sometimes results in jokes taken too far
29
Exclusion
Opportunities, social events, discussions or informal mentoring; can occur unintentionally
30
Incivility
Disrespectful treatment, includes behaving in an aggressive manner, interrupting the person or ignoring his/her opinions
31
Biological Characteristics
Personal characteristis that are objective and easily obtained from personnel records. Variations in these can be the basis for discrimination
32
Four Steps of Strategic Planning
1. Determination of the organizational mission 2. Assessment of the organization and its environment 3. Setting of specific objectives or direction 4. Determinatioin of strategies to accomplish those objectives
33
Porters Four Competitive Strategies: Cost Leadership Strategy
Keeping costs and prices low for a wide market
34
Porters Four Competitive Strategies: Differentiation Strategy
Offering unique and superior value for a wide market
35
Porters Four Competitive Strategies: Cost Focus Strategy
Keeping costs and prices low for a narrow market
36
Porters Four Competitive Strategies: Focused-Differentiation Strategy
Offering unique and superior value for a narrow market
37
Implementation Process: Mission Determination
Decide what is to be accomplished (purpose); Determine principles that will guide the effort
38
Implementation Process: Environmental Assessment
External: Determining external conditions, threats and opportunities Internal: Determining competencies, strengths, and weaknesses within the organization
39
Implementation Process: Objective Setting
Specifying corporate-level objectives that are: - Challenging but attainable - Measurable - Time-specific - Documented (written)
40
Implementation Process: Strategy Setting
Specifying and documenting corporate-level strategies and planning
41
Forecasting Human Resource Requirements
Number, Skills, Location of Employees that the organization will need at future dates in order to meet goals
42
Forecasting Human Resource Availability
Number, skills, location of employees that will be available to the organization (Internal and External)
43
Forecasting Techniques: Qualitative
Used when the situation is vague and little data exists
44
Forecasting Techniques: Quantitiative
Used when situation is "stable" and historical data exists
45
Qualitative Forecasting Techniques
Zero-base forecast, Bottom-up forecast and Delphi Method
46
Quantitative Forecasting Techniques
Time Series and Regression
47
Competency Model: Leader
Takes risks, ethical, decisive, develops staff, creates trust
48
Competency Model: HR Expert
Knows HR principles, Customer Oriented, Applies Business Procedures, Manages Resources, Uses HR tools
49
Competency Model: Advocate
Values diversity, resolves conflict, communicates well, respects others
49
Competency Model: Change Agent
Manages Change, Consults, Analyzes, Uses coalition skills, Influences others
50
Competency Model: Leader
Takes risks, ethical, decisive, develops staff and creates trust
51
Human Resources management is the utilization of ________ to achieve ______ objectives
individuals; organizational
52
Human Resource Management concerns of ALL ______ at _______
managers; every level
53
HR Management Functions: Staffing
Process of ensuring organization always has the required number of employees, employees with appropriate skills, in the right jobs at the right time
54
Human Resource Management faces a multitude of ______
challenges
55
HR Management Functions: Performance Management
Goal Oriented process to ensure organizations processes are in place to maximize productivly, applies to employees, teams and ultimately, the organization. It is a formal system of review and evaluation for teams and individuals
56
HR Management Functions: Safety and Health
Safety: Protects the employees from injuries caused by work-related accidents Health: Employees' freedom from illness and their general physical and mental well-being
57
HR Management Functions: HR Development
Training and Development, Career planning and development, Organization Development
58
What does Staffing in the HR Management Functions entail?
Job analysis, HR Planning and Recruitment and Selection
59
HR _________ must understand the _________
professionals; company's business
60
HR Management Functions: Employee and Labor Relations
Internal employee relations: Movement of employees within an organization (promotions, demotions, terminations and resignations.) Or industrial relations, which is bargaining with unions
61
Total compensation means...
Both financial and non-financial compensation
62
The HR Management Function, HR Develpment entails...
Training and development, career planning and development and organizational development
63
HR Management Functions: Compensation
All rewards that individuals recieve for their employment (Financial and Non-Financial)
64
Who performs HR Management tasks?
HR Professionals, HR shared service centers, line managers, HR outsourcing and professional employer organizations
65
HR professionals must use this knowledge to ________
support competitive advantage
66
How to calculate relationship between business activity and staffing levels?
Multiple Regression
67
Job analysis is performed when...
the organization is founded and job analysis program is initiated, new jobs are created or existing jobs changed significantly
68
Job vs Position: Job
Consists of group of tasks that must be performed for organization to achieve goals, may require the services of one person or services of 75 people
69
Job vs Position: Position
Collection of tasks and responsibilities performed by one person; position for every individual in an organization
70
Job Analysis should answer...
Physical and Mental tasks accomplished, when jobs are completed, why is the job done
71
Job Analysis Information
Actual activities/responsibilities, worker oriented activities, personal requirements
72
Job Analysis Methods
Questions, Interviews, Observations
73
Competencies
Individual's capability to orchestrate and apply combinations of knowledge, skills and abilities consistently overtime to perform work successfully in the required work situations
74
Competency Modeling
specifies and defines all of the competencies necessary for success in a group of jobs that are set within an industry context
75
Job Description
Provides info regarding essential tasks, duties and responsibilities of the job
76
Job Specification
Minimum acceptable qualifications a person needs to perform a particular job
77
Job Design
Process of determining specific tasks to be performed, methods used in performing tasks and how job relates to other work in organization
78
Job Enrichment
consists of basic changes in the content and level of responsibility of a job so as to provide greater challenges to the worker, provides a vertical expansion of responsibilities
79
Job Enlargement
Changes in scope of job to provide greater variety to worker, all tasks at the same level of responsibility sometimes called cross-training
80
Job Rotation
Moving employees from one job to another to broaden their experience, often required for higher-level tasks. Can be effective in protecting a company against the loss of key employees
81
Reengineering
Fundamental rethinking, radical resign of business processes. Aims to achieve dramatic improvements in critical measures of performance (cost, quality, service and speed)

HR Management (2 decks)

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