Module 1 Flashcards
(90 cards)
1
Q
plays a crucial role in realizing the organization’s objectives by effectively overseeing its people
A
manager
2
Q
five fundamental functions of the managing process
A
planning, organizing, staffing, leading, controlling
3
Q
establishing goals, rules and procedures
A
planning
4
Q
task assignment, department creation, delegation and coordination
A
organizing
5
Q
personnel decisions, recruitment, selection, performance standards, compensation, counseling and training
A
staffing
6
Q
inspiring task accomplishment and maintaining morale
A
leading
7
Q
setting, comparing standards and taking corrective action
A
controlling
8
Q
falls under staffing function
A
Human Resource Management
9
Q
HRM involves four functions
A
- acquiring
- training
- appraising
- compensating
10
Q
staffing function is also known as
A
personnel management or human resource management
11
Q
importance of HRM
A
- avoiding personnel mistakes
- organizational success
- enhances profits and performance by effective human management
- developing leaders and understanding the human side
12
Q
two key aspects of HRM when determining duties
A
Line Authority, Staff Authority
13
Q
encompassing the right to make decisions, direct the work of others and issue orders
A
authority
14
Q
gives manager the right to issue orders to other managers or employees
A
line authority
15
Q
creates superior-subordinate relationship
A
line authority
16
Q
gives manager the right to advise other managers or employees
A
staff authority
17
Q
creates an advisory relationship
A
staff authority
18
Q
authorized to direct subordinates’ work and is responsible for achieving the organization’s tasks
A
line manager
19
Q
deals with the managing department
A
line manager
20
Q
manager who assists and advises line managers
A
staff managers
21
Q
deals with the advisory department
A
staff manager
22
Q
positions in HRM
A
- recruiters
- EEO representative/affirmative action coordinator
- job analysts
- compensation managers
- training specialist
- labor relation specialist
23
Q
engage in extensive community networking and travel to find qualified job applicants
A
recruiters
24
Q
investigate and resolve EEO grievances, assess organizational practices for potential violations
A
EEO representative/affirmative action coordinators
25
develop compensation plans and oversee employee benefits
compensation managers
26
collect and analyze information about job duties to create job descriptions
job analysts
27
responsible for planning, organizing and directing training
training specialists
28
provide management advice on all aspects of union-management relations
labor relations specialists
29
centralized HR units, where HR personnel support various departments with their HRM needs
shared services
30
example of shared services
intranet and call centers
31
trends of shaping human resource management
- workforce demographics and diversity trend
- trend of how individuals work
- globalization
- economic
- technology
32
trend classified under gender, race and age
workforce demographics and diversity trend
33
major challenge for employers in 21st century
aging workforce
34
issues with aging workforce
- skills shortage
- knowledge loss
- health care costs
- discrimination
35
workers with multiple jobs or part-time workers
nontraditional workers
36
people who work for a company or organization only when they are needed
on-demand workers
37
freelancers, gig workers, contractors
on-demand workers
38
used to describe the value of the skills, knowledge, and experience of the people who work for an organization or country;
an intangible asset that can help improve productivity and competitiveness of business
human capital
39
is the idea that the human resource function can contribute to the profitability and success of an organization
HR as a profit center
40
process of expanding the business activities across borders of countries and regions
globalization
41
an imbalance in the demand of labor
economic trend
42
most defining feature of the current trends in human resource management
technology
43
five primary categories of digital technology
- social media platforms
- cloud computing
- gaming
- data analytics
- talent analytics
44
facebook, linkedin and twitter
social media platforms
45
include gaming elements into training, performance evaluation and recruiting using websites like Knack, Gild, and True Office
gaming
46
monitor and report on topics and provide real time evaluation comments
cloud computing
47
application of statistical methods, algorithms and problem-solving strategies
data analytics
48
term for data analytics in HRM
talent analytics
49
managing people is known as
personnel management
50
in the 1800s
welfare offices and safety bureaus
51
in the 1900s
hiring offices and training programs
52
in the early days
hiring, firing, payroll and benefits
53
in the 1930s
helping employer deal with unions
54
in the 1960s
employment laws against discrimination laws
55
in the 1970s
globalization
56
integrates HR into daily operations echoing a time when line managers handled more jobs
distributed HR
57
assist in employee retention by identifying factors such as experience and social media activity
talent analytics algorithms
58
a method of developing and executing HR policies and procedures that cultivate necessary skills and behaviors in employees to achieve a company's strategic goals
Strategic Human Resource Management (SHRM)
59
three main levers to improve employee performance
- HR department lever
- employee costs lever
- strategic results lever
60
improving the effectiveness of the HR department
HR department lever
61
provides guidance to senior executives regarding employee strategy and managing expenses associated with employee compensation
employee costs lever
62
this lever involves ensuring that HR policies and procedures are in line with strategic goals of the organization
strategic results lever
63
HR managers employ specific metrics to validate and quantify their contributions to the overall effectiveness of the organization
HR and Performance Measurement
64
an approach where HR decisions are made based on strong evidence, which involves data analysis, scientific methodologies, and analytical evaluation of research and case studies
evidence-based HRM
65
process of utilizing the most reliable evidence to support decisions regarding HR practices
evidence-based HRM
66
sources of evidence-based HRM
direct feedback, analysis of existing data, insights
67
Within this perspective, HR activities are not perceived as ends in themselves but as instruments to accomplish a broader objective - enhancing organization's value
HR and adding value
68
HR and Performance
- HR and Performance Measurement
- HR and Evidence-based Management
- HR and Adding Value
69
concept where employers have high expectations for increasing revenues and improving overall performance
HR Value Proposition
70
coined the HR Value Proposition
Dave Ulrich and Wayne Brockbank
71
encompasses both environmental and social aspects as well as company's influence to society
Sustainability
72
described as a strong psychological connection and dedication to one's work
Employee engagement
73
T/F. Employees that are engaged are more invested in their jobs, which leads to greater failure
False. leads to greater success
74
HR and
- Performance
- Sustainability
- Employee Engagement
75
competency model that depicts HR competencies
SHRM Body of Competency and Knowledge
76
SHRM Body of Competence and Knowledge was made by ____
Society of Human Resource Management (SHRM)
77
lists the knowledge, abilities and skills that human resource managers require
SHRM Body of Competency and Knowledge
78
8 competency behaviors according to SHRM Body of Competency and Knowledge
- Leadership and Navigation
- Ethical Practice
- Business Acumen
- Relationship Management
- Consultation
- Critical Evaluation
- Global and Cultural Effectiveness
- Communication
79
the capacity to lead and participate in organizational initiatives and procedures
leadership and navigation
80
capacity to incorporate responsibility integrity and core principles into all organizational and business procedure
ethical practice
81
capacity to comprehend and use data in order to support the organization's strategic plan
business acumen
82
capacity to oversee relationships in order to assist and serve organization
relationship management
83
capacity to guide organizational stakeholders
consultation
84
capacity to evaluate data in order to formulate recommendations and make business decisions
critical evaluation
85
capacity to respect and take into account the backgrounds and viewpoints of all parties
global and cultural effectiveness
86
capacity to communicate with stakeholders in an efficient manner
communication
87
15 functional areas of HR (hint: The Elephant Lay Two Strong Orange Whale Eggs. The Horse Did React Cautiously Until Boredom)
1. Talent Acquisition and Retention
2. Employee Engagement
3. Learning and Development
4. Total Rewards
5. Structure of the HR Function
6. Organizational Effectiveness and Development
6. Workforce Management
7. Employee Relations
8. Technology & Data
9. HR in the Global Context
10. Diversity and Inclusion
11. Risk Management
12. Corporate Social Responsibility
13. US Employment Law and Regulations
14. Business & Strategy
88
two HR certified institute
- Human Resources Certification Institute (HRCI)
- Society for Human Resources Management (SHRM)
89
HRCI certifications
Professional in Human Resource (PHR)
Senior Professional in Human Resource (SPHR)
90
SHRM certifications
SHRM Senior Certified Professionals
SHRM Certified Professionals
