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MIE 330 > Midterm > Flashcards

Midterm Flashcards

1
Q

Human Resource Management

A

consists of an organization’s “people practices”- The policies, practices, and systems that influence employees’ behavior, attitudes and performance.

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2
Q

SHRM

A

The worlds largest human recource management association, with more than 250,000 professionals the student members throughout the world.
• They provide education and information services, conferences and seminars, government and media representation.

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3
Q

HRM Responsiblies broken down into 3 Parts

A

Administration services and transactions:
a. Hiring employees, answering questions about benefits, etc.

Business Partner Services:

a. Making HR systems to attract, keep, and develop people with the skills needed
b. Must understand the business to know what it needs

Strategic Partner:

a. Contributing HR strategies to help give the org a competitive advantage
b. Must understand the business, industry, and its competitors

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4
Q

5 Fundamental HRM issues

A
  • Right of free consent
  • Right of privacy
  • Right of freedom of conscience
  • Right of freedom of speech
  • Right to due process
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5
Q

Standards for Identifying Ethical Practices

A
  1. HRM practices must result in the greatest good for the largest number of people
  2. Employment practices must respect human rights of privacy, due process, consent, and free speech
  3. Managers must treat employees and customers equitably and fairly
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6
Q

Credible Activist

A
  • Delivers results with integrity
  • Shares information
  • Builds trust relationships
  • Influences others, providing candid observations, taking appropriate risks
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7
Q

Cultural Steward

A
  • Facilitates change
  • Develops and values the culture
  • Helps employees navigate the culture (finding the meaning in their work, manage work/life balance, encourage innovation)
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8
Q

Talent Manager/Organizational designer

A
  • Develops talent
  • Designs rewards system
  • Shapes organization
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9
Q

Strategic Architect

A
  • Recognizes business trends and their impact on the business
  • Applies evidence-based HR
  • Develops people strategies that contribute to the business strategy
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10
Q

Business Ally

A
  • Understands how the business makes money

* Understands language of business

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11
Q

Operational Executor

A
  • Implements workplace policies
  • Advances HR Technology
  • Administers day-to-day work of managing people
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12
Q

Skills of HR

A 
Creditable activist
Cultural steward
Talent manager/organizational designer
Strategic architect
Business ally
Operational executor
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13
Q

Internal Labor Force

A

consists of the org’s workers; it’s employees and people who have contracts to work at the org

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14
Q

External Labor Force

A

Individuals who are actively seeking employment

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15
Q

Age Distribution of U.S. Labor Force

A
  • From 2010 to 2020, the fastest growing age group is expected to be workers 55 and older
  • The 25 to 44 age group increase slightly
  • The 16 to 24 age group will decrease slightly
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16
Q

Challenges of the aging workforce

A
  • Planning retirement
  • Retraining older employees
  • Motivating workers whose careers have plateaued
  • Controlling rising cost of healthcare and other benefits
  • Many of tomorrow’s managers will supervise employees much older than themselves
  • Find ways to attract, retain, and prepare the youth labor force
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17
Q

Projected Racial/Ethnic Makeup of the U.S. Workforce

A

• 2020 Racial Category workforce is expected to be:
o 79% White
o 12% African American
o 9% Asian and other
• 2020 Ethnic category of Hispanics is expected to near 19%
Women are expected to make up 47% of the labor force

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18
Q

Knowledge Workers

A

Employees whose contribution to the organization is special knowledge such as knowledge of customers or knowledge of a process

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19
Q

Employee Empowerment

A

Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.

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20
Q

Teamwork

A

The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service.

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21
Q

Change in Employment Relationships: (Alternative work arrangements)

A

Flexible staffing levels

Flexible work schedules

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22
Q

Psychology contract

A

no stability

no commitment

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23
Q

Thirteenth amendment

A

abolished slavery

24
Q

Fourteenth amendment

A

provides equal protection for all citizens and requires due process in state action

25
Q

civil rights act 1866 and 1871

A

grant all citizens the right to make, perform, modify, and terminate contracts and enjoy all benefits, terms, and conditions of the contractual relationship

26
Q

Equal pay act 1963

A

requires that men and women performing equal jobs receive equal pay

Covers employers engaged in interstate commerce

27
Q

Title VII of CRA

A

forbids discrimination in employment against individuals 40 years or older

Covers:
Employers with 15 or more employees working 20 or more hours a week per year
Labor unions
Employment agencies

28
Q

Rehabilitation act 1973

A

Requires affirmative action in the employment of individuals with disabilities

covers gov agencies, fed contractors and subcontractors with contracts greater than $2500

29
Q

Pregnancy discrimination act of 1978

A

treats discrimination based on pregnancy-related conditions as illegal sex discrimination

30
Q

Americans with disabilities act 1990

A

prohibits discrimination against individuals with disabilities

31
Q

Executive order 11246

A

requires affirmative action in hiring women and minorities

Covers orgs doing $10,000 with the federal government

32
Q

Executive order 11478

A

Requires the federal government to base all its employment decisions on merit and fitness

Covers orgs doing $10,000 with the federal government

33
Q

Civil rights act 1991

A

prohibits discrimination (same as Title VII)

34
Q

Uniformed Services employment and reemployment rights act of 1994

A

Requires rehiring of employees who are absent for military services, with training and accommodations as needed

35
Q

Genetic Info Nondiscrimination act of 2008

A

prohibits discrimination because of genetic info

Covers employers with 15 or more employees

36
Q

General Duty Clause

A

Each employer has a duty to furnish employees a safe work place free from hazards that could cause harm

37
Q

Specific Duty Clauses

A
  • Employers must keep records of work-related injuries and illnesses
  • Employers must post an annual summary of these records from February 1 to April 30 in the following year
38
Q

Disability

A

A physical or mental impairment that substantially limits one or more major life activities of such individual

39
Q

Disparate Treatment

A

Differing treatment of individuals based on the individuals’ race, color, religion, sex, national origin, age, or disability

40
Q

Disparate Impact

A

A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
Ex. Job has a test to test applicants on their ability to perform the job at hand and only women pass the test, this will still be discriminating against males

41
Q

Job Analysis

A

The process of getting detailed info about jobs. Contains a job description and job specifications

42
Q

Job description

A

a list of tasks, duties, and responsibilities (TDRs); what they need to get done. A good job description will start with verbs

43
Q

Job specifications

A

a list of knowledge, skills, abilities and other characteristics (KSAOs) that an individual must have to perform a particular job

44
Q

Importance of Job Analysis

A

Is has been called the building blocs of all HRM functions.

Almost every HRM program requires some type of info determined by job analysis

45
Q

Job Design

A 
the process of defining how work will be performed and what tasks will be required in a given jobs
o	Design for efficiency
o	Design for mental capacity
o	Design for motivation
o	Design for safety and health
46
Q

Job Redesign

A

a similar process that involves changing an existing job design

To design jobs effectively, a person must thoroughly understand:
o The job itself
o It’s place in the units work flow

47
Q

Designing jobs that motivate

A

Jobs Enrichment
o Empowering worker by adding more decisions, making authority to jobs
o Based on Herzberg’s theory of motivation
o Individuals are motivated more by the intrinsic aspect of work

Self-managing work teams
o	Having authority for an entire work process or segment:
♣	Schedule work
♣	Hire team members
♣	Resolve team performance problems
48
Q

Skill Variety

A

The extent to which a job requires a variety of skills to carry out the task involved

49
Q

Task Identity

A

the degree to which a job requires completing a “whole” piece of work from beginning to end

50
Q

Task Significance

A

the extent to which the job has an important impact of the lives of other people

51
Q

Autonomy

A

The degree to which the job allows an individual to make decisions about the way work will be carried out

52
Q

Feedback

A

The extent to which a person receives clear information about performance effectiveness from the work itself

53
Q

Alternative Work Schedule Options

A

Flextime
Job sharing
compressed workweek

54
Q

Telework

A

the broad tern for doing ones work away from

55
Q

Ergonomics

A

the study of the interface between individuals’ physiology and the characteristics of the physical work environment.

56
Q

Designing Ergonomic Jobs

A

o The goal is to minimize physical strain on the worker by structuring the physical work environment around the way the human body works
o Redesign work to make it more worker-friendly can lead to increased efficiencies

MIE 330 (1 decks)

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