Ch. 12

Question 1

What are the components of the human resource system?

Answer 1

recruitment and selection, training and development, performance appraisal and feedback, pay and benefits, and labor relations

Question 2

recruitment and selection

Answer 2

this is done by managers. to attract more new employees who have the abilities, skills, and experience that will help an org achieve its goals

Question 3

training and development

Answer 3

to ensure that members develop the skills and abilities that will enable them to perform their jobs effectively in the present and in the future. formal education is specific to employee development not training

Question 4

performance appraisal and feedback

Answer 4

first give managers the info they need to make good human relations decisions, second the feedback serves a developmental purpose for the employees

Question 5

labor relations

Answer 5

encompass the steps that managers take to develop and maintain good working relationships with the labor unions that may represent their employee systems

Question 6

equal employment opportunity laws (EEO Laws)

Answer 6

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

Question 7

What are examples of EEO Laws that affect employment?

Answer 7

equal pay act, title VII of the civil rights act, age discrimination in employment act, pregnancy discrimination act, civil rights act, family and medical leave act

Question 8

human resource planning

Answer 8

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

Question 9

demand forecasts

Answer 9

estimate the qualifications and numbers of employees and org will need given its goals and strategies

Question 10

supply forecasts

Answer 10

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 11

What are the two determinants to outsourcing?

Answer 11

flexibility: increased flexibility due to the difficulty in predicting human resource needs. costs: lower costs because do not have to pay workers insurance, contract for work only when needed, don’t have to invest in training

Question 12

structured interview

Answer 12

managers ask each applicant the same standard questions

Question 13

unstructured interview

Answer 13

proceeds more like a natural convo. interviewer is free to ask probing questions to find out what the person is like

Question 14

situational interview questions

Answer 14

present a situation with a scenario they would likely encounter on the job and ask them to indicate how they would handle it

Question 15

reliability

Answer 15

the degree to which a tool or test measures the same thing each time it is used

Question 16

validity

Answer 16

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

Question 17

360-degree appraisal

Answer 17

a performance appraisal by peers, subordinates, superiors, and sometimes clients who are in a position to evaluate a managers performance

Question 18

collective bargaining

Answer 18

negotiations between labor unions and managers to resolve conflicts and disputes about issues such as working hours, wages, benefits, working conditions and job security

Question 19

grievance procedure

Answer 19

important part of collective bargaining. workers who believe they are not being fairly treated are allowed to voice their concerns and have their interests represented by the union

Question 20

What are some selection tools?

Answer 20

background info, references, paper-and-pencil tests, physical ability tests, performance tests, and interviews

Question 21

paper and pencil tests

Answer 21

ability: assess the extent to which applicants possess the skills necessary for job performance such as verbal comprehension and numerical skills. and personality tests: personality traits and characteristics relevant to job performance

Question 22

job analysis

Answer 22

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

Question 23

internal recruiting

Answer 23

turning to existing managers to fill positions

Question 24

lateral moves

Answer 24

a job change that requires no major changes in responsibility or authority levels