HRM All Flashcards
(111 cards)
1
Q
What is HRM?
A
The organisational function, that deals with issues related to the workforce
2
Q
What are advantages of HRM
A
Competitive advantage(human capital)
Increased performance
3
Q
What should be defined in a job analysis/job advertisement
A
Job and behaviour
Characteristics needed
4
Q
What is meant by job and behaviour in job analysis ?
A
Tasks
Duties
Responsibilities
5
Q
What is meant by characteristics needed in job analysis ?
A
KSAO’s
Qualifications
Requirements
6
Q
What does KSAO’s stand for ?
A
Knowledge
Skills
Abilities
Other characteristics
7
Q
What are two rules you should take into account when advertising jobs?
A
Be specific on work and pay
Be realistic
8
Q
What are pros of internal recruitment ?
A
Less costly
Signals opportunities for growth
Less training and socialisation needed
9
Q
What are cons of internal recruitment
A
Now new perspectives enter
Social dynamics shift
Homogeneity of team (limit diversity)
10
Q
What are pros of external recruitment ?
A
Higher likelihood for diversity
New perspective
More creativity
11
Q
What are cons of external recruitment ?
A
Training and socialisation
Equity and fairness (unfairness for internal employees)
12
Q
What is the selection method and when does it apply?
A
Selection of best recruits
Follows recruitment process
13
Q
What is important for selection methods ?
A
Reliability
Viability
14
Q
What is screening
A
Getting recommendations of cvs for deeper look by software
15
Q
What are pros of screening ?
A
Cost effective
Easy filter (saves time)
16
Q
What are disadvantages of screening ?
A
Irrelevant information (selection of wrong screening criteria)
Information distortion (misleading cv info by applicants)
Stereotypes and biases
17
Q
What are advantages of a cognitive test
A
Predicts performance best
Objective
Standardized
Cheap
18
Q
What are negative effects of cognitive tests ?
A
Mostly only viable for complex jobs
Can lead to less diversity
19
Q
What are pros of personality test ?
A
Predictive
Efficient
20
Q
What are cons of personality tests ?
A
Can be faked
Different collocation for different jobs
21
Q
What are work samples ?
A
Simulations instead of tests
Role plays, discussions, tests
22
Q
What are pros of work samples ?
A
Fair
predictive of performance
23
Q
What are cons of work samples ?
A
Can be timely
Only used for higher positions
Unclear measuring
24
Q
What are pros of face to face interviews ?
A
Can show many factors
Interactive (also for applicant)
25
What are cons of face to face interviews?
Can be socially manipulated
Bias
Timely
26
What is motivation?
Psychological drive to behave in a particular fashion
27
What are the three components of motivation ?
Intensity (how hard you try)
Direction (toward beneficial goal)
Persistence (how long you try)
28
What are motivation drivers ?
Extrinsic motivation
Intrinsic motivation
29
What is extrinsic and intrinsic motivation?
Extrinsic: money, fame, grades
External factors
Intrinsic: joy, growth, feeling good)
Internal factors
30
What is the herzberg two factor theory ?
Motivation by two factors:
Hygiene factors: factors preventing dissatisfaction(salary, working condition)
Motivators: job satisfaction (achievement recognition,responsibility)
31
What is the goal setting theory ?
Challenging goals combined with feedback lead to higher performance
32
What is the Expectancy theory ?
Individuals motivation is influenced by expectations of success
33
What is the equity theory ?
Motivation is indicated by perception of fairness and distribution of reward and recourses in a group
34
What is the reinforcement theory ?
Reinforcing positive behaviour will lead to more positive behaviour and punishment of negative behaviour leads to less negative behaviour
35
What is the self determination theory ?
3 basic needs tried to be satisfied
Need for autonomy (control)
Need for competence (having skill)
Need for relatedness (belonging)
36
How is motivation related to performance ?
Performance is a function of motivation
37
What is the AMO model
Performance is motivation * ability * environment
38
What does the AMO model suggest ?
Motivation itself is some indicator of performance.
Hire people with abilities and motivation
Create suitable environment (leadership, resources, job design)
39
How is motivation related to personality ?
Neuroticism=low motivation
Conscientiousness=high motivation
Locus of control=positive
40
What is performance ?
A mixture of behaviour and outcomes
41
How is performance measured ?
Output and quality measures
42
What are pros of rating outcomes ?
Objective (no risk for bias)
High validity
43
What are cons of rating outcomes ?
Ignores behaviour
Doesn’t necessarily predict performance
Feedback can be useless
44
How is behaviour rated ?
Personal traits
Organisational citizen ship behaviour
45
What are cons of rating behaviour ?
Bias
Constantly monitor
46
What are pros of rating behaviours?
Informative
High acceptability
47
What is performance management ?
Process of ensuring that employees work towards common strategic goal
48
What is part of performance management ?
Job assignment
Goal setting
Coaching
Feedback
Reward/punishment
Appraisal
49
What are the three steps of performance management ?
Determine performance goals/measures
Asses and evaluate performance
Feedback/consequences
50
Why should Performance be measured ?
Performance is important for
Between Person decisions (promotion)
Within Person decision (feedback)
Documentation and performance
51
What does goal setting achieve ?
Engagement into behaviour Meeting org. Goals
52
What are smart goals ?
Goals that are:
Specific well measurable
Attainable
Timely
53
What are the difference between performance and learning goals ?
Performance goals: focus on performance
Learning goals: focus on knowledge
54
What are advantages of learning goals ?
Higher performance
Self efficacy
Goal commitment
55
What are sources of information when measuring performance ?
Supervisor(info)
Peers
Subordinates
Self
Clients
56
What is the halo horn effect ?
Positive overall impression Leads to exaggeration of specific traits
Or other way around
57
What is the contrast effect ?
Comparing two individuals and rating each other based on differences and not rule set
58
What is the similar to me effect ?
Rating similar persons better
59
What is the leniency and severity effect ?
Tester consistently giving better or worse results
60
What is the central tendency effect ?
Tendency to avoid extreme ratings
61
What are contingent rewards ?
Reward dependent on behaviour
62
What is a non contingent reward ?
Reward given without behaviour needed
63
What is the over justification effect ?
Intrinsic motivation is reduced due to start of gaining extrinsic reward
64
When are intrinsic rewards more useful?
Complex tasks
65
When are extrinsic rewards more useful?
Simpler tasks
66
What is merit based pay ?
Pay increase for performance Based on criteria
67
What is piece rated pay ?
Paid by item done
68
What is gain sharing pay ?
Employees pay increased when companies save money
69
What is profit sharing pay ?
Payment based on company profit
70
What is bonus pay?
Extra Pay based on performance
71
What are benefits of training and development ?
Increase KSAO‘s
Increase performance/competitive advantage
Opportunities to grow for candidates
Technology
Effective leadership
72
What are the 4 stages of the training cycle ?
Identify learning needs
Design Training
Deliver training
Evaluate training
73
What needs to be asked in stage one of the training cycle
Is there a need for training/what’s the benefit
Where and in what context is training needed
What and who needs to be trained
74
What’s declarative knowledge ?
Facts, rules and principles
75
What’s procedural knowledge?
How (riding bike)
76
What three learning outcome types are there ?
Cognitive outcomes (facts)
Skill based outcomes (excel)
Affective outcomes (beliefs)
77
Why is pre training motivation good ?
Understand need
Readiness
Highlight importance
Will it be used
78
What are Characteristics for measuring performance ?
GMA(general mental ability)
Goal orientation( mastery or performance)
Experience(high exp. Better performance)
Self efficacy(belief one can learn)
79
What is important to take into account in step 2 of the employee life cycle ?
Clear objectives
Meaningful and relevant
Learnings
Practice opportunities
Feedback
Observation
80
What is competence and sequence ?
Determine optimal sequencing (main task,sub task)
81
What is the behaviourist theory ?
Learning is done by reinforcement and practice
82
What does the social learning theory say ?
Learning by observing, coping and Modeling other behaviours
83
What does the error management theory say ?
Errors used for learning
Encourage errors
84
What is the knowledge of result theory ?
Feedback is needed to learn, enables correction and increases performance
85
What are presentation methods ?
Audio visual
Distance learning
Presentation
Web Meeting
On the job training
86
What are hands on presentation methods ?
Cade studies
Self directed
Role play
Simulation
On the job
87
What do the difference between mentoring and coaching ?
Mentoring:long term relationship
Coaching: goal oriented
88
When is a training effective ?
Employees are:
Satisfied
Motivated
Enhanced KSAOs
Transfer training
89
What is the Kirk Patrick 4 level model ?
Framework for evaluating the effectiveness of trainings
90
What are the 4 levels of the Kirk Patrick; level model ?
Reaction(survey)
Learning(test before and after)
Behaviour (observation survey)
Results (performance)
91
Which learning techniques are most effective ?
Distributed practice: schedule of practice
Practice testing: self testing
92
What is the job characteristics model ?
Certain characteristics of a job influence motivation
93
What are the 5 characteristics of the job characteristics model ?
Skill variety(different skills needed)
Task identify(recognisable outcome)
Task significance
Autonomy
Feedback
94
What are the 5 dimensions of redesigning jobs ?
Crafting (proactive changes to job)
Rotation (shifting tasks/sectors)
Enlargement (variety of task/meaningfulness)
Enrichment (client contact)
Arrangement (work hours remote)
95
What is tele pressure ?
Stress caused by technology(work phone)
96
What are results of tele pressure
Exhaustion
Burnout
Sleep quality
Absenteeism
97
What are benefits of AI in HRM ?
Efficiency, cost saving, standardisation
Monitoring, improve employees mental health
98
What are challenges of AI in HRM?
Job insecurity
Limited interaction
How to interpret
Résistance
Laws
99
Why do people resist AI?
Parochial self interest
Misunderstanding
Different assessments of change
Low tolerance for change
100
How to overcome resistance ?
Communication and education
Participation and involvement
Facilitation and support
Negotiations and agreement
Manipulation
Coercion
101
What are cotters 3 main steps for leading change ?
Create a climate for change
Engage and enable all members
Implement and sustain change
102
What are the three sub categories of creating a climate for change? (kotter)
Increase urgency
Build guiding team
Get right vision
103
What are the three sub categories of engaging and enabling whole organisation? (kotter)
Communicate for buy in
Empower action
Create short term wins
104
What are the two sub categories implementing and sustaining change (kotter)
Don’t let up
Make it stick
105
What are the three main consequences of stress ?
Behavioural consequences
Psychological consequences
Physical consequences
106
What are behavioural consequences?
Absence
Accidents
Drug abuse
Poor decision making
Poor processing
Turnover
107
What are psychological consequences?
Burnout
Depression
Anxiety
Family conflict
108
What are physical consequences?
Heart diseases
Stroke
Back pain
Digestive problems
Blood pressure
109
What is a positive state of mind categorised by ?
Vigor: persistence
Dedication
Absorption: conscentration
110
How do depressive symptoms and life satisfaction relate to work engagement ?
Less for depressive
More for satisfaction
111
What does the demands resource model (JD-R) implicate ?
Well being and performance is indicated by demands of task and resources available
