Brainscape's Knowledge GenomeTM


Top Flashcards (Certified)
All Flashcards

HR MGMT > Exam 2 > Flashcards

Exam 2 Flashcards

(81 cards)

Start Studying
1
Q

Orientation

A

introduction of new employees to the organization, work unit and job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Components of Orientation

A

Organizational Orientation, Departmental and Job Orientation, Orientation Kit, Length and Timing, Follow Up and Evaluation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Organizational Orientation

A

presents topics of relevance and interest to all employees

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Departmental and Job Orientation

A

describes topics that are unique to the new employee’s specific department and job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Orientation Kits

A

packet of information to supplement the verbal orientation program

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Length and Timing

A

brief sessions less than 2 hours, spread over several days

increases understanding

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Follow Up and Evaluation

A

routine check on new employee; should be conducted after one month and one year

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Who is responsible for orientation?

A

HR Department and immediate manager

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Training

A

Learning new skills, concepts, rules, or attitudes to enhance employee performance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Why is training needed?

A

teaches employee how to correctly fulfill expectations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Steps of successful training program

A

Perform job analysis, perform needs assessment, establish training objectives, conduct training program, evaluate training outcomes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

One-the-job Training

A

shows employee how to perform the job under supervision

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Job Rotation (Cross Training)

A

individual learns several jobs in a work unit/dept. for specified time period

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Apprenticeship Training

A

giving instruction for a highly skilled occupation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Classroom Training

A

useful for quickly imparting information to large groups with little or not knowledge of the subject

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Virtual Classroom

A

online teaching and learning environment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Four components for evaluating training

A

Reaction, Learning, Behavior, Results

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

Reaction

A

How much did the trainees like the program?

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Learning

A

What principles, facts, and concepts were learned?

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Behavior

A

Did the job behavior of the trainee change because of the program?

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Results

A

Results of the program in terms of factors such as reduced costs or reduction of turnover

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Needs Assessment

A

Analysis of specific training activities required to achieve goals

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

Job Performance

A

effect of an employee’s effort; often measured in terms of results

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

What three factors determine job performance

A

Effort, abilities, role perceptions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Effort
time and energy put forth
26
Ability
includes relevant knowledge, skills and abilities
27
Role Perceptions
tasks and behaviors that employees think they should do
28
Performance Management
Establishing and communicating expectations, monitoring outcomes, communicating observations, providing resources for improvement
29
Why is performance management important?
Lets employees know about their performance; clarifies what needs to be done for improvement
30
Standards for performance managment
Guidance, Feedback, recognition, encouragement, opportunity for improvement, reduce ambiguity
31
Halo Effect
allowing single prominent characteristic of an employee to influence judgement
32
Central Tendency
rating most employees' in the middle of the performance scale
33
Recency
only evaluating employee on work performed most recently
34
Leniency
evaluating employees' on the positive rather than spread throughout the performance scale
35
Management Objectives (MBO)
allowing employee to implement objectives, measuring their achievement, taking corrective action, establishing new objectives
36
Graphic Rating Scale
rates employee's quantity of work, dependability, job knowledge, and cooperativeness
37
Behaviorally Anchored Rating Scale (BARS)
determines performance based on job behaviors
38
Critical Incident Appraisal
written record of incidents that illustrate positive and negative employee behaviors
39
Checklist Job Performance
rater answers yes or no to questions about employee behavior
40
Forced-Choice Job Performance
rater ranks set of statements describing employee perfomance
41
Ranking Methods Job Performance
performance of an employee is ranked relative to other employees
42
Work Standards Job Performance
comparing each employee's performance to expected level of output
43
360 Degree Feedback
managers, peers, customers, suppliers, and/or colleagues complete evaluation
44
Advantages of 360 degree feedback
positive effect on organization, raises consciousness of issues
45
Disadvantage of 360 degree feedback
Could be biased
46
Employment at Will
allows either the employer or employee to terminate employment at any time for any reason
47
Disadvantage of Employment at Will
termination can be unfair and unexpected
48
Advantage of Employment at Will
freedom of employment opportunities
49
When should disciplinary action be taken?
when an employee has violated a rule or performance requires corrective action
50
Steps involved in administering discipline
Establishing and communicating performance requirements, application of corrective plan
51
Why is it important to follow the 3 steps when administering discipline?
Establishes written record and allows for employee to be informed
52
What is the difference between discipline and performance management?
Discipline is rule based, linked to poor performance and used only when other strategies do not work
53
Grievance Procedures
outlines steps to be taken in appealing management action
54
Purpose of Grievance Policies
used to appeal disciplinary actions and resolve contract interpretations; creates system of checks and balances
55
Employee Attitude Survey
Surveys employee's satisfaction, emotional commitment, withdrawal/turnover intentions, engagement
56
Purpose of employee attitude surveys
to measure employee opinions on aspects of an workplace
57
How to prevent/address personal dispositions (negative people)
Hire positive people
58
How to prevent/address task/role dissatisfaction
design jobs to be more complex; provide support
59
How to prevent/address conflict and appreciation dissatisfaction
reinforce shared values and social support
60
How to prevent/address pay and benefit dissatisfaction
set fair and appropriate pay levels
61
Occupational Safety and Health Act (OSHA)
ensures safe working conditions for every working person
62
'Serious' OSHA Violation
substantial probability that death or serious harm could result from hazard
63
'Willful' OSHA Violation
employer intentionally/knowingly commits violation
64
'Repeated' OSHA Violation
Violation of any standard, regulation, rule or order that is violated again
65
'Failure to abate prior' OSHA violation
failure to correct previous violation cited
66
Safety Programs
Main goal is accident prevention
67
Employee Assistant Programs
programs designed to help employees with personal problems such as alcohol and drug abuse, depression, financial problems, etc.
68
How does work affect stress and burnout?
Increases absenteeism, job turnover, lowers productivity, increases likelihood of mistakes, causes health issues, decreases motivation, etc.
69
Why are employee benefits useful or important?
Fulfill personal needs (ex. financial security, health, peace of mind, satisfaction)
70
What employee benefits are legally required?
Social Security, Workers Compensation, Retirement Related Benefits, FMLA
71
Social Security
retirement; must be 67 and have income paid in
72
Medicare
partial hospital/medical reimbursements; must be 65 to benefit
73
Unemployment
Must have lost job by no fault of their own, be actively seeking new employment, usually limited to 26 weeks
74
Workers Compensation
protects employees from loss of income; required in most states
75
FMLA
unpaid, job-protected leave for family of medical reasons; must have worked for employer for 12 months, employer must have 50+ employees
76
Defined Benefit Plan
employee will receive a pre-determined amount (ex. pension) employer assumes risk
77
Defined Contribution Plan
employer will contribute specified amount (ex. 401k) employee assumes risk
78
Insurance-related Benefits
Dental, Life Insurance, Accident/Disability, Health
79
Which insurance-related benefit is legally required?
Health Insurance
80
Examples of Payment for Time Not Worked
Paid holidays, sicks days, vacation days, personal days, new parent leave
81
Examples of other employee benefits
tuition reimbursement, discounts, food, housing, exercise, day care, professional development

HR MGMT (2 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2025 Bold Learning Solutions. Terms and Conditions