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Flashcards in Lecture 1&2 Deck (18):
1

What are four different forms of evidence for HRM management?

1. Professional experience & reflection
2. Organizational facts & figures
3. Benchmarking
4. Research findings

2

What are four types of inadequate evidence?

1. Obsolete knowledge
2. Personal experiences without reflection
3. Specialist skills
4. Mindless mimicry

3

What are three problems with evidence

1. We have too much evidence
2. Inaccessible presentation
3. Too little good evidence
4. Evidence is hard to apply

4

What are the steps to evidence-based management?

1. Asking an answerable question
2. Demanding evidence
3. Examining the logic
4. Prototyping and experimenting
5. Embracing what you don't know

5

The 7-Step hiring process

1. Anticipate the needs
2. Specify the job
3. Develop the pool
4. Assess candidates
5. Close the deal
6. Integrate new comers
7. Audit and review

6

Employee life-cycle

1. Workforce planning
2. Resourcing
3. Employee development
4. Performance management
5. Rewarding and recognizing
6. Turnover and retention

7

What are the 3 HR building blocks?

1. Job analysis - process by which job description is derived

2. Competency management - combination of knowledge, skills and attitudes

3. Job design - different ways you can design jobs to meed desired outcome

8

Draw job design diagram

Page 11 in summary

9

What is reliability, validity, generalizability and utility?

1. Reliability: The extent to which measurement is free of random error
2. Validity: Extent which measure assesses relevant aspect of job performed
3. Generalizability: The degree to which findings form one context extends to other contexts
4. Utility: The degree to which information provided enhances effectiveness of selecting personnel

10

Five personality traits used in selection

1. Agreeableness
2. Openness to experience
3. Neuroticism
4. Extraversion
5. Conscientiousness

11

What is managerial performance and team performance linked to?

Managerial performance - conscientiousness and extraversion

Team performance - emotional stability and agreeableness

12

6 components of Training-Process Model

1. Assess needs for training
2. Ensure readiness for training
3. Create learning environment
4. Ensure transfer of training
5. Select training methods
6. Evaluate training programs

13

What are three training methods?

1. Presentation methods: convey facts

2. Hands-on methods: searching specific skills

3. Group-buidling methods: establishing teams

14

Four Pillars of Leadership Development

1. Formal Education
2. Assessments
3. On-the-job experiences
4. Interpersonal relationships

15

Three Angles of Leadership Development

1. Breadth - the range of topics
2. Depth - attitude, identity and behavior
3. Height - impact the leadership development will have

16

The 5 aspects of HRM

1. Information systems
2. Organizational structure
3. Task design
4. People
5. Reward systems

17

What is vertical and horizontal alignment of core competencies?

Vertical alignment: translating core competencies down to employees

Horizontal alignment: Aligning HR practices to core competencies

18

What is the employer brand?

A set of attributes and qualities that makes an organization distinctive, promises a particular experience, and appeals to people who will thrive their culture