Chapter 1

Question 1

The use of individuals to achieve organizational
objectives.

Answer 1

Human Resource Management

Question 2

HUMAN RESOURCE MANAGEMENT FUNCTIONS

Answer 2

-Staffing,
-Human Resource Development,
-Compensation,
-Safety and Health,
-Employee and Relations -Performance Management

Question 3

It is the process through which an organization ensures that it always has the proper number of
employees with the appropriate skills in the right jobs, at the right time, to achieve organizational objectives

Answer 3

Staffing

Question 4

it is the systematic process of determining the skills, duties, and knowledge
required for performing jobs in an organization

Answer 4

Job analysis

Question 5

it is the systematic process of matching the internal and external
supply of people with job openings anticipated in the organization over a specified period.

Answer 5

Human resource planning

Question 6

It is the process of attracting individuals on a timely basis, in sufficient numbers,
and with appropriate qualifications to apply for jobs with an organization.

Answer 6

Recruitment

Question 7

it is the process of choosing the individual best suited for a particular position and the organization from a group of applicants.

Answer 7

Selection

Question 8

is a goal-oriented process that is directed toward ensuring that organizational processes are in place to maximize the productivity of employees, teams, and ultimately, the organization.

Answer 8

Performance management

Question 9

is a formal system of review and evaluation of individual or team task
performance.

Answer 9

Performance appraisal

Question 10

is a major HRM function consisting not only of training and development but also of career planning and development activities, organization development, and performance management and appraisal.

Answer 10

Human resource development

Question 11

is designed to provide learners with the knowledge and skills needed for their present jobs.

Answer 11

Training

Question 12

involves learning that goes beyond today’s job and has a more long-term focus.

Answer 12

Development

Question 13

is planned and systematic attempts to change the organization (corporate culture), typically to a more behavioral environment.

Answer 13

Organizational Development (OD)

Question 14

is an ongoing process whereby an individual sets career goals and identifies the means to achieve them.

Answer 14

Career Planning

Question 15

is a formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed.

Answer 15

Career Development

Question 16

includes the total of all rewards provided to employees in return for their services.

Answer 16

Compensation

Question 17

Pay that a person receives in the form of wages, salaries, commissions, and bonuses.

Answer 17

Direct Financial Compensation (core compensation)

Question 18

All financial rewards that are not included in direct compensation, such as paid vacations, sick leave, holidays, and medical insurance

Answer 18

Indirect Financial Compensation (employee benefits)

Question 19

Satisfaction that a person receives from the job itself or from the psychological or physical environment in which the person works

Answer 19

Non financial Compensation

Question 20

-concerned with preventing and resolving problems involving employees which stem out of or affect work situations.

Answer 20

Employee and Labor Relations

Question 21

——— involves protecting employees from injuries caused by work-related accidents.
——— refers to the employees’ freedom from physical or emotional illness.

Answer 21

Safety and Health

Question 22

deals with all aspects of health and safety in the workplace and has a strong focus on primary prevention of hazards. Its goal is to prevent accidents and harm to people from work-related activities.

Answer 22

Occupational Safety and Health (OSH)

Question 23

A significant external force affecting HRM relates to federal, state, and local legislation and the many court decisions interpreting this legislation.

Answer 23

Legal Considerations

Question 24

Potential employees located within the geographic area from which employees are normally recruited compromise the ———

Answer 24

Labor Market

Question 25

may also exert pressure on HRM. The public is no longer content to accept, without question, the actions of business. To remain acceptable to the general public, a firm must accomplish its purpose while complying with societal norms.

Answer 25

Society

Question 26

consists of employees who have joined together for the purpose of negotiating terms of employment such as wages and work hours

Answer 26

Unions

Question 27

-the owners of a corporation -have invested money in the firm

Answer 27

Shareholders

Question 28

any organized approach for obtaining relevant and timely information on which to base HR decisions

Answer 28

Human resource information system (HRIS)

Question 29

the ——— of the nation and world is a major environmental factor affecting HRM. As a generalization, when the economy is booming, it is more difficult to recruit qualified workers. On the other hand, when downturn is experienced, more applicants are typically available.

Answer 29

Economy

Question 30

Every disaster whether human-made or natural likely requires a tremendous amount of adjustment with regard to HRM

Answer 30

Unanticipated events

Question 31

Many interrelated factors affect HRM practice within and outside the organization (11)

Answer 31

1. Legal Considerations 2. Labor market 3. Society 4. Political Parties 5. Unions 6. Shareholders 7. Competition 8. Consumers 9. HR technology 10.Economy 11. Unanticipated events

Question 32

defined as the system of shared values, beliefs, and habits within an organization that interacts with the formal structure to produce behavioral norms

Answer 32

Corporate Culture

Question 33

the firm’s corporate image or culture created to attract and retain the type of employees the firm is seeking. It is what the company stands for in the public eye.

Answer 33

Employer branding

Question 34

is a driving force when discussing business ethics and corporate social responsibility

Answer 34

Corporate Culture

Question 35

about pursuing an inclusive corporate culture in which newcomers feel welcome and everyone sees the value of his or her job

Answer 35

Diversity Management

Question 36

refers to management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system

Answer 36

Organizational Fit

Question 37

reflects the firm’s corporate culture by showing in effect, “How we do things around here”

Answer 37

New Hire Orientation

Question 38

a strategic endeavor to optimize the use of employees and enables an organization to drive short- and long-tempered results by building culture, engagement, capability, and capacity through integrated talent acquisition, development, and development processes that are aligned to business goals

Answer 38

Talent Management

Question 39

is a top-level manager who reports directly to the corporation’s CEO or to the head of a major division

Answer 39

Executive

Question 40

who may be an executive, performs tasks in a variety of HR-related areas. The—— is involved in several, or all, of the six HRM functions

Answer 40

Generalist

Question 41

may be an HR executive, manager, or non-manager who is typically concerned with only one of the six functional areas of HRM

Answer 41

Specialist

Question 42

is a vocation characterized by the existence of a common body knowledge and a procedure for certifying members

Answer 42

Profession

Question 43

are established by members of the profession rather than by outsiders; that is, the profession is self-regulated.

Answer 43

Performance Standards