HRM Final Exam

Which of the following best describes the consent decree that the equal employment Opportunity commision (EEOC) enters into with an organization that has been found to be discriminating?

It is an agreement between the EEOC and the organization that the organization will cease certain discriminatory practices

referrals

People who are prompted to apply for a job by someone within the organization.

Which of the following analyses uses the difference between the expected representation for minority groups and the actual representation to determine whether the difference between these two values is greater than would occur by chance?

Standard deviation rule

Occupational Safety and helath Act (OSHA)

The 1970 law that authoritizes the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.

Duty of fair representation

The National Labor Relations Act requirement that all bargaining unit members have equal access to and representation by the union

Change

The adoption of a new idea or behavior by a company.

attitudinal structuring

The aspect of the labor-management negotiation process that refers to the relationship and level of trust between the negotiators.

transnational process

The extent to which a company's planning and decision-making processes include representatives and ideas from a variety of cultures.

Validity

The extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance.

Specifity

The extent to which a performance measure gives detailed guidance to employees about what is expected of them and how they can meet these expectations

specificity

The extent to which a performance measure gives detailed guidance to employees about what is expected of them and how they can meet these expectations

Strategic Congruence

The extent to which the performance management system elicits job performance that is consistent with the organization's strategy, goals, and culture.

strategic congruence

The extent to which the performance management system elicits job performance that is consistent with the organization's strategy, goals, and culture.

Psychological success

The feeling of pride and accomplishment that comes from achieving life goals.

Equal Employment Opportunity Commission (EEOC)

The government commission to ensure that all individuals have an equal opportunity for employment, regardless of race, color, religion, sex, age, disability, or national origin.

Equal Employment Opportunity (EEO)

The government's attempt to ensure that all individuals have an equal opportunity for employment, regardless of race, color, religion, sex, age, disability, or national origin.

Succession planning

The identification and tracking of high-potential employees capable of filling higher-level managerial positions.

Ergonomics

The interface between individuals' physiological characteristics and the physical work environment.

Which of the following best explains outcome interdepence in relation to teams?

The level to which the award for task accomplishment is shared among team members

Performance management

The means through which managers ensure that employees' activities and outputs are congruent with the organization's goals.

performance management

The means through which managers ensure that employees' activities and outputs are congruent with the organization's goals.

job rotation

The process of systematically moving a single individual from one job to another over the course of time. The job assignments may be in various functional areas of the company or movement may be between jobs in a single functional area or department.

performance appraisal

The process through which an organization gets information on how well an employee is doing his or her job.

General Duty Clause

The provision of the occupational safety and health act that states an employer has an overall obligation to furnish employees with a place of employment free from recognized hazards.

job experience

The relationships, problems, demands, tasks, and other features that employees face in their jobs.

Pay Structure

The relative pay of different jobs (job structure) and how much they are paid (pay level).

Which of the following acts states that employers cannot retailiate against employees for either "opposing" a perceived illegal employment practice or "participating in a proceeding" related to an alleged illegal emplyment practice?

Title VII of the Civil Rights Act of 1964

coordination training

Training a team in how to share information and decision-making responsibilities to maximize team performance.

microlearning

Training delivered in small pieces or chunks designed to engage trainees, motivate them to learn, and help facilitate retention.

Presentation Methods

Training methods in which trainees are passive recipients of information.

group or team building methods

Training methods that help trainees share ideas and experiences, build group identity, understand the dynamics of interpersonal relationships, and get to know their own strengths and weaknesses and those of their co-workers.

T/F: Employee stock ownership plans (ESOPs) carry significant investment risks for employees.

True

T/F: One of the concerns regarding the use of drug tests in a workplace is the undue invasion of privacy

True

T/F: The final stage in work-flow analysis is to identify the inputs used in the development of a work unit's product

True

T/F: The job hazard analysis technique is a breakdown of each job into basic elements. each of which is rated for its potential for harm or injury

True

Corporate campaigns

Union activities designed to exert public, financial, or political pressure on employers during the union-organizing process.

Maintainence of membership

Union rules requiring members to remain members for a certain period of time (e.g., the length of the union contract).

social networking

Websites and blogs that facilitate interactions between people.

Goals

What an organization hopes to achieve in the medium- to long-term future.

job evaluation

an administrative procedure used to measure internal job worth

Continuous performance management process

an approach that encourages ongoing conversations between managers, their direct reports, and teams focused on work progress, providing feedback, accomplishment and necessary adjustment of goals, and development needs

continuous performance management process

an approach that encourages ongoing conversations between managers, their direct reports, and teams focused on work progress, providing feedback, accomplishment and necessary adjustment of goals, and development needs

mentor

an experienced, productive senior employee who helps develop a less experienced employee

Compa-ratio

an index of the correspondence between actual and intended pay

leading indicator

an objective measure that accurately predicts future labor demand

Performance improvement plan (PIP)

a plan that describes the performance changes that a poorly performing employee needs to make in a specified time period or face termination

job satisfaction

a pleasurable emotional state resulting from the appraisal of one's job or job experiences

Arbitration

a procedure for resolving collective bargaining impasses by which an arbitrator chooses a solution to the dispute

organizational analysis

a process for determining the business appropriateness of training

Comparable worth

a public policy that advocates remedies for any undervaluation of women's jobs (also called pay equity).

frame of reference

a standard point that serves as a comparison for other points and thus provides meaning

Which of the following is most likely to lead to a successful downsizing?

avoiding indiscriminate reductions

Employee Value Proposition (EVP)

a strategic statement that communicates the company values, how they affect employees, and how the employee experience reflects the values

Training Design Process

a systematic approach for developing training programs

augmented reality

a training method in which trainees see the physical world around them buth their view includes virtual media

simulation

a training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job

shared service model

a way to organize the HR function that includes centers of expertise, service centers, and business partners

apprentiship

a work-study training method with both on-the-job and classroom training

Which of the following major dimensions of HRM practices involves training employees to have skills needed to perform their jobs?

acquiring and preparing human resources

Total Quality Management (TQM)

A cooperative form of doing business that relies on the talents and capabilities of both labor and management to continually improve quality and productivity.

Concurrent Validation

A criterion-related validity study in which a test is administered to all the people currently in a job and then incumbents' scores are correlated with existing measures of their performance on the job.

Predictive Validation

A criterion-related validity study that seeks to establish an empirical relationship between applicants' test scores and their eventual performance on the job.

ISO 9000:2015

A family of standards developed by the International Organization for Standardization that includes 20 requirements for dealing with such issues as how to establish quality standards and document work processes.

Internal Growth Strategy

A focus on new market and product development, innovation, and joint ventures.

gainsharing

A form of group compensation based on group or plant performance (rather than organization wide profits) that does not become part of the employee's base salary.

Associate union membership

A form of union membership by which the union receives dues in exchange for services (e.g., health insurance, credit cards) but does not provide representation in collective bargaining.

downward move

A job change involving a reduction in an employee's level of responsibility and authority.

Bona Fide Occupational Qualification (BFOQ)

A job qualification based on sex, religion, and so on, that an employer asserts is a necessary qualification for the job

continuous learning

A learning system that requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job, and share what they have learned with other employees.

sabbatical

A leave of absence from an organization to renew or develop skills

job specification

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

job description

A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails.

Balanced Scorecard

A means of performance measurement that gives managers a chance to look at their company from the perspectives of internal and external customers, employees, and shareholders.

criterion-related validity

A method of establishing the validity of a personnel selection method by showing a substantial correlation between test scores and job performance scores.

Alternative Dispute Resolution

A method of resolving disputes that does not rely on the legal system. Often proceeds through the four stages of open door policy, peer review, mediation, and arbitration.

Role-play

A participant taking the part or role of a manager or other employee.

360-degree appraisal

A performance appraisal process for managers that includes evaluations from a wide range of persons who interact with the manager. The process includes self-evaluations as well as evaluations from the manager's boss, subordinates, peers, and customers.

Upward Feedback

A performance appraisal process for managers that includes subordinates' evaluations.

upward feedback

A performance appraisal process for managers that includes subordinates' evaluations.

360-degree appraisal

A perfromance appraisal process for managers that includes evalutations from a wide range of persons who interact with the manager. The process includes self-evaluations as well as evaluations from the manager's boss, subordinates, peers, and customers

Fact Finder

A person who reports on the reasons for the labor-management dispute and the views and arguments of both sides and offers a nonbinding recommendation for settling the dispute

training

A planned effort to enable employees to learn job-related knowledge, skills, and behavior

Mediation

A procedure for resolving collective bargaining impassess by which a mediator with no formal authority acts as a facilitator and go-between in the negotiations

Person Analysis

A process for determining whether employees need training, who needs training, and whether employees are ready for training.

Assessment center

A process in which multiple raters evaluate employees' performance on a number of exercises.

assessment center

A process in which multiple raters evaluate employees' performance on a number of exercises.

four-fifths rule

A rule that states that an employment test has disparate impact if the hiring rate for a minority group is less than four-fifths, or 80 percent, of the hiring rate for the majority group.

standard deviation rule

A rule used to analyze employment tests to determine disparate impact; it uses the difference between the expected representation for minority groups and the actual representation to determine whether the difference between the two is greater than would occur by chance.

In-basket

A simulation of the administrative tasks of a manager's job.

Appraisal Politics

A situation in which evaluators purposefully distort ratings to achieve personal or company goals

appraisal politics

A situation in which evaluators purposefully distort ratings to achieve personal or company goals

Offshoring

A special case of outsourcing where the jobs that move actually leave one country and go to another.

Concentration Strategy

A strategy focusing on increasing market share, reducing costs, or creating and maintaining a market niche for products and services.

Key Jobs

benchmark jobs, used in pay surveys, that have relatively stable content and are common to many organizations

A manager has decided to improve the physical work environment in his office to ensure that incumbents have fewer physical ailments. Which job design approach would be most helpful to him?

biological approach

LaToya wants to understand data that HR has given her. She plots the points and evaluates the variance between the outcomes and the expected value. She most likely creates a

histogram

tacit knowledge

knowledge based on personal experience that is difficult to codify

Explicit knowledge

knowledge that is well documented and easily transferred to other persons

Internal Labor Force

labor force of current employees

In a typical progressive discipline program, which of the following should be the step taken before terminating an employee?

last chance notification

job enlargement

Adding challenges or new responsibilities to an employee's current job.

promotions

Advances into positions with greater challenge, more responsibility, and more authority than the employee's previous job.

The most common source error in the job analysis process results from job descriptions being

outdated

Cliff has just lost his job. He has brought his resume to a(n) ___________ provided by his company and hopes he will also help him with interview techniques

outplacement counselor

A _______ is a quality control technique that lists the causes of a problem in decreasing order of importance.

pareto chart

Myers-Briggs Type Indicator (MBTI)

psychological test that identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and lifestyle, providing information for team building and leadership development

role behaviors

Behaviors that are required of an individual in his or her role as a jobholder in a social work environment.

Manager Support

Degree to which trainees' managers emphasize the importance of attending training programs and stress the application of training content to the job.

blended learning

Delivering content and instruction with a combination of technology-based and face-to-face methods

high-potential employees

Employees the company believes are capable of being successful in high-level management positions.

third-country nationals

Employees who are natives of a country other than the home country or the host country

host country nationals

Employees who are natives of the host country

exempt

Employees who are not covered by the Fair Labor Standards Act. Exempt employees are not eligible for overtime pay.

knowledge workers

Employees who own the intellectual means of producing a product or service.

Safety Awareness Programs

Employer programs that attempt to instill symbolic and substantive changes in the organization's emphasis on safety.

Mobile devices

Equipment such as smartphones and tablet computers that provide employees with anytime, anywhere access to HR applications and other work-related information.

The final step in the planning process is to

Evaluate the results

external analysis

Examining the organization's operating environment to identify strategic opportunities and threats.

self-service

Giving employees online access to HR information

HR dashboard

HR metrics such as productivity and absenteeism that are accessible by employees and managers through the company intranet or human resource information system

The extent to which a performance measure gives guidance to employees about what is expected of them is called

specificity

Big Data

Information merged from a variety of sources, including HR databases, corporate financial statements, and employee surveys, to make evidence-based HR decisions and show that HR practices can influence the organization's bottom line.

right-to-work laws

state laws that make union shops, maintenance of membership, and agency shops illegal

Which of the following is an example of an ownership plan used in compensation systems?

stock option

Development

the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands

development

the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands

forecasting

the attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses

Pay level

the average pay, including wages, salaries, and bonuses, of jobs in an organization

The strategic management decision-making process usually takes place at a firm's highest levels, with a firm's strategic planning group, which includes

the chief executive officer and the president

Samantha was hired almost 20 years ago. Since then, she has moved around in the company and taken on additional responsibilities. A(n)__________ would have identified the error here.

job analysis

Organizations usually develop a market pay policy line based on the key jobs for which there are both _______ and market pay survey data available.

job evaluation

__________ gives employees a series of job assessments in various functional areas of the company or movement among jobs in a single functional area or department.

job rotation

pay grades

jobs of similar worth or content grouped together for pay administration purposes

Nonkey Jobs

jobs that are unique to organizations and that cannot be directly valued or compared through the use of market surveys

Inventory levels can be dramatically reduced through _______, but suppliers need to be in close physical proximity for this to work.

just-in-time production

Talent Management

Attracting, retaining, developing, and motivating highly skilled employees and managers.

Centralization

Degree to which decision-making authority resides at the top of the organizational chart.

Interview

Employees are questioned about their work and personal experiences, skills, and career plans.

Utilization analysis

A comparison of the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply.

Cloud computing

A computing system that provides information technology infrastructure over a network in a self-service, modifiable, and on-demand model.

procedural justice

A concept of justice focusing on the methods used to determine the outcomes received.

interactional justice

A concept of justice referring to the interpersonal nature of how the outcomes were implemented

Sarbanes-Oxley Act of 2002

A congressional act passed in response to illegal and unethical behavior by managers and executives. The act sets stricter rules for business especially accounting practices including requiring more open and consistent disclosure of financial data, CEOs' assurance that the data is completely accurate, and provisions that affect the employee-employer relationship (e.g., development of a code of conduct for senior financial officers).

Job Hazard Analysis Technique

A breakdown of each job into basic elements, each of which is rated for its potential for harm or injury.

Competitiveness

A company's ability to maintain and gain market share in its industry.

transnational scope

A company's ability to make HRM decisions from an international perspective.

Development planning system

A system to retain and motivate employees by identifying and meeting their development needs (also called career management systems)

Human resource information system (HRIS)

A system used to acquire, store, manipulate, analyze, retrieve, and distribute HR information.

content validation

A test-validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job.

disparate treatment

A theory of discrimination based on different treatments given to individuals because of their race, color, religion, sex, national origin, age, or disability status.

Disparate impact

A theory of discrimination based on facially neutral employment practices that disproportionately exclude a protected group from employment opportunities.

Efficiencey Wage Theory

A theory stating that wages influence worker productivity

9-box grid

A three-by-three matrix used by groups of managers and executives to compare employees within one department, function, division, or the entire company.

intangible assets

A type of company asset that includes human capital, customer capital, social capital, and intellectual capital.

Checkoff Provision

A union contract provision that requires an employer to deduct union dues from employees' paychecks.

closed shop

A union security provision requiring a person to be a union member before being hired. Illegal under NLRA.

Calibration meetings

A way to discuss employees' performance with the goal of ensuring that similar standards are applied to their evaluations.

calibration meetings

A way to discuss employees' performance with the goal of ensuring that similar standards are applied to their evaluations.

lean thinking

A way to do more with less effort, equipment, space, and time, but still provide customers with what they need and want.

Training Outcomes

A way to evaluate the effectiveness of a training program based on cognitive, skill-based, affective, and results outcomes.

Malcom Baldrige National Quality Award

An award established in 1987 to promote quality awareness, to recognize quality achievements of U.S. companies, and to publicize successful quality strategies.

External Growth Strategy

An emphasis on acquiring vendors and suppliers or buying businesses that allow a company to expand into new markets.

Stock options

An employee ownership plan that gives employees the opportunity to buy the company's stock at a previously fixed price.

employee stock ownership plans (ESOPs)

An employee ownership plan that provides employers certain tax and financial advantages when stock is granted to employees.

situational interview

An interview procedure where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job.

learning organization

An organization whose employees are continuously attempting to learn new things and apply what they have learned to improve product or service quality.

outsourcing

An organization's use of an outside organization for a broad set of services.

reverse mentoring

Business situation in which younger employees mentor more senior employees.

Many companies are exploring the use of distance learningto provide training. As the company weighs the pros and cons of distance learning, which of the following should they keep in mind?

Clarification of questions is dependent on on-site instructors

Career Support

Coaching, protection, sponsorship, and providing challenging assignments, exposure, and visibility

Samantha, Crystal and Dana are going to visit their manager and advocate for _________. Eliminating underevaluation of women's jobs.

Comparable worth

Benchmarking

Comparing an organization's practices, processes, and products against the world's best.

performance support systems

Computer applications that can provide (as requested) skills training, information access, and expert advice.

Outplacement Counseling

Counseling to help displaced employees manage the transition from one job to another

Inclusion

Creating an environment in which employees share a sense of belonging, mutual respect, and commitment from others so they can perform their best work

action plan

Document summarizing what the trainee and manager will do to ensure that training transfers to the job.

readiness for training

Employee characteristics that provide them with the desire, energy, and focus necessary to learn from training.

Formal Education Programs

Employee development programs, including short courses offered by consultants or universities, executive MBA programs, and university programs.

expatriate

Employee sent by his or her company to manage operations in a different country.

Parent-country national (PCN)

Employee who is a citizen of the nation in which the parent company is headquartered; also called home-country national

T/F: Differentiation companies will have compensation systems that are geared toward internal rather than external equity

F

T/F: Employers prefer hiring and training new employees rather than having to pay existing workers extra for overtime production.

F

T/F: Executive order 11478 prohibits discrimination based on race, color, religion, sex, and national origin and applies only to federal contractors and subcontractors

F

T/F: Intangible asssets are less valuable than financial and physical assets, but they are difficult to duplicate or imitate.

F

T/F: Michaela is excited that she received a summer apprenticeship. She can now relax because she knows she has a guaranteed job after the summer.

F

T/F: Newspaper ads generate the largest number of results, and many of these are qualified for the position.

F

T/F: Senior living Co. has contracted with truck to go for relocation services. This type of practice is not the norm for outsourcing

F

T/F: Strategies emphasizes market share or operating costs are called "external growth" strategies.

False

competency model

Identifies and provides a description of competencies that are common for an entire occupation, organization, job family, or specific job.

Alita and Frederick have worked for Sanctuary Falls for more than 20 years combined. They are a resource to HR when completing a job analysis becuause they are_______

Incumbents

Stretch Assignments

Job assignments in which there is a mismatch between an employee's skills and past experiences and the skills required for success on the job.

Temporary Assignments

Job tryouts such as employees taking on a position to help them determine if they are interested in working in a new role.

Adventure Learning

Learning focused on the development of teamwork and leadership skills by using structured outdoor activities.

Informal Learning

Learning that is learner initiated, involves action and doing, is motivated by an intent to develop, and does not occur in a formal learning setting.

Americans with Disabilities Act (ADA)

Legislation passed in 1990 that prohibits discrimination against people with disabilities. Under this Act, discrimination against a disabled person is illegal in employment, transportation, public accommodations, communications and government activities.

Reasonable Accommodation

Making facilities readily accessible to and usable by individuals with disabilities.

transitional matrix

Matrix showing the proportion (or number) of employees in different job categories at different times.

Otto, the CEO of a company, appraises his managers based on how well they empower their employees. Which of the following managers is Otto likely to rate the highest in this regard?

Meri, who assigns responsibility to her subordinates and intervenes only when there is a need

Technic of Operations Review (TOR)

Method of determining safety problems via an analysis of past accidents.

reshoring

Moving jobs from overseas to the U.S.

massive open online courses (MOOCs)

Online learning designed to enroll large numbers of learners who have access to the Internet and composed of interactive coursework including video lectures, discussion groups, wikis, and assessment quizzes.

Which of the following is true of peers as the source of performance information?

Peers have expert knowledge of job requiements and often have the most opportunityto observe and employee in day-to-day activities

External Labor Market

Persons outside the firm who are actively seeking employment.

Leaderless group discussion

Process in which a team of five to seven employees solves an assigned problem together within a certain time period.

Onboarding

Refers to the process of helping new hires adjust to social and performance aspects of their new jobs.

transnational representation

Reflects the multinational composition of a company's managers.

Which legislation mandates affirmative action in the employment of individuals with disabilities?

Rehabilitaiton Act of 1973

Delayering

Removing layers of management from the hierarchy of an organisation

Which of the following acts would be considered grounds for a wrongful discharge suit involving a violation of public policy?

Rose is terminated because she refuses to do something unsafe

STEM skills

Science, technology, engineering, and math skills that U.S. employers need and value, but employees lack.

Psychological support

Serving as a friend and role model, providing positive regard and acceptance, and creating an outlet for a protege to talk about anxieties and fears.

Social Performance Management

Social media and microblogs similar to Facebook, LinkedIn, and Yammer that allow employees to quickly exchange information, talk to each other, provide coaching, and receive feedback and recognition in the form of electronic badges.

social performance management

Social media and microblogs similar to Facebook, LinkedIn, and Yammer that allow employees to quickly exchange information, talk to each other, provide coaching, and receive feedback and recognition in the form of electronic badges.

Six Sigma process

System of measuring, analyzing, improving, and controlling processes once they meet quality standards.

T/F: Gautam has ranked his employees from the highest perfomer to the lowest performer demonstrating his understanding of alternation ranking.

T

T/F: Strategy implementation includes structuring an organization and allocating resources.

T

T/F: The Occupational Safety and Health Act assigned the responsibility for inspecting employers, applying the standards, and levying fines to the Department of Health

T

________ is the process of identifying knowledge, skills, jobs, and behaviors that need to be emphasized in training

Task analysis

Virtual teams

Teams that are separated by time, geographic distance, culture and/or organizational boundaries and rely exclusively on technology for interaction between team members.

Learning Management System (LMS)

Technology platform that automates the administration, development, and delivery of a company's training program.

Cognitive Ability Tests

Tests that include three dimensions: verbal comprehension, quantitative ability and reasoning ability.

Fair Labor Standards Act (FLSA)

The 1938 law that established the minimum wage and overtime pay.

Taft-Hartley Act

The 1947 act that outlawed unfair union labor practices.

bench strength

The business strategy of having a pool of talented employees who are ready when needed to step into a new position within the organization.

compensable factors

The characteristics of jobs that an organization values and chooses to pay for.

Reliability

The consistency of a performance measure; the degree to which a performance measure is free from random error.

host country

The country in which the parent country organization seeks to locate or has already located a facility.

Prosocial Motivation

The degree to which people are motivated to help other people.

Utility

The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in real organizations.

Departmentalization

The degree to which work units are grouped based on functional similarity or similarity of work flow.

employment at will doctrine

The doctrine that, in the absence of a specific contract, either an employer or employee could sever the employment relationship at any time.

Strategic choice

The organization's strategy; the ways an organization will attempt to fulfill its mission and achieve its long-term goals.

action steps

The part of a written affirmative plan that specifies what an employer plans to do to reduce underutilization of protected groups.

Distributive Bargaining

The part of the labor-management negotiation process that focuses on dividing a fixed economic "pie"

Integrative Bargaining

The part of the labor-management negotiation process that seeks solutions beneficial to both sides.

tuition reimbursement

The practice of reimbursing employees' costs for college and university courses and degree programs.

HR or Workforce Analytics

The practice of using data from HR databases and other data sources to make evidence-based human resource decisions.

Repatriation

The preparation of expatriates for return to the parent company and country from a foreign assignment.

job redesign

The process of changing the tasks or the way work is performed in an existing job.

Strategic formulation

The process of deciding on a strategic direction by defining a company's mission and goals, its external opportunities and threats, and its internal strengths and weaknesses.

Strategic Implementation

The process of devising structures and allocating resources to enact the strategy a company has chosen.

cross-cultural preparation

The process of educating employees (and their families) who are given an assignment in a foreign country.

Internal Analysis

The process of examining an organization's strengths and weaknesses.

Progression of Withdrawal

Theory that dissatisfied individuals enact a set of behaviors in succession to avoid their work situation

Which of the following is a prediction about legal issues regarding employment in the United States?

There will be less emphasis on discrimination against veterans

Which of the following is true of instructor-led classroom instruction

This is one of the least time-consuming ways to present information

high performance work system

Work systems that maximize the fit between the company's social system and technical system.

glass ceiling

a barrier to advancement to higher-level jobs in the company that adversely affects women and minorities. The barrier may be due to lack of access to training programs, development experiences, or relationships (e.g. mentoring).

Protean Career

a career that frequently changes based on changes in the person's interests, abilities, and values and in the work environment

Workforce Utilization Review

a comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market

Profit sharing

a compensation system in which a company pays a percentage of its profits to employees in addition to their regular compensation

virtual reality

a computer-based technology that provides an interactive, three-dimensional learning experience

Third Country

a country that is neither the parent country nor the host country of an employer

negative affectivity

a dispositional tendency to experience unpleasant moods such as hostility, nervousness, and annoyance

merit increase grid

a grid that combines an employee's performance rating with his or her position in a pay range to determine the size and frequency of his or her pay increases

unconscious bias

a judgement outside of our consciousness that affects decisions based on background, culture, and personal experience

Stategic human resource management (SHRM)

a pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals

coach

a peer or manager who works with an employee to motivate the employee, help him or her develop skills, and provide reinforcement and feedback

A(n)__________ is a story of how a firm will create value for customers and how it will do so profitably

business model

A _________rater error is one in which a rater gives middle or average ratings to all employees despite their performance

central tendency

Webcasting

classroom instruction provided online via live broadcasts

Assessment

collecting information and providing feedback to employees about their behavior, communication style, or skills

Agility

companies and their employees ability to anticipate and cause change, adapt to it, and take specific actions to support change.

gig economy

companies who rely primarily on non-traditional employment to meet service and product demands

Strategies emphasizing market share or operating costs are considered _____ strategies.

concentration

The executive branch of the federal government

consists of the president and the many regulatory agencies the president oversees

evidence-based HR

demonstrating that HR practices have a positive influence on the company's bottom line or key stakeholders

long-term/short-term orientation

describes how a culture balances immediate benefits with future rewards

uncertainty avoidance

describes how cultures handle the fact that the future is unpredictable

Masculinity/Femininity

describes the distribution of roles between the sexes

The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in client and customer demands is called

development

Rate Ranges

different employees in the same job may have different pay rates

Repurposing

directly translating instructor-led training online

Employment Assistance Program

employer program that attempts to ameliorate by workers who are drug dependent, alcoholic, or psychologically troubled.

employee experience

everything that influences employees daily life both inside and outside of the workplace

communities of practice

groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished

Carrie is a talkative, social employee who makes sure that all feel welcome and part of the team while at work. She most likely has a high level of ________ when she takes a personality test.

extroversion

Unlike the Dictionary of Occupational Titles (DOT), the Occupational Information Network (O*NET) relies on_________________

fixed job titles and narrow task descriptions.

The Scanion plan is an example of a(n) _______plan

gainsharing

When there is goal setting, employment security, and management commitiment, which compensation program are you describing?

gainsharing

serious games

games in which the training content is turned into a game but has business objectives

When a company provides evidence from previous criterion-related validity studies conducted in other situations to show that a specific test is a valid predictor for a specific job performance, it is trying to prove the test's

generalizabilty

Empowering

giving employees responsibility and authority to make decisions

If a training program focuses primarily on ensuring that employees have product or service knowledge, it is taking the strategic initiative to _____.

improve customer service

Agent

in agency theory, a person (e.g. a manager) who is exptected to act on behalf of a principal (e.g. an owner)

principal

in agency theory, a person (e.g. the owner) who seeks to direct another person's behavior.

Which of the following statements is true of the administrative linkage level between the human resource management function and the strategic management function.

in this level, the human resource management department is completely divorced from any component of the strategic management process.

nontraditional employment

includes the use of independent contractors, freelancers, on-call workers, temporary workers, and contract company workers

e-learning

instruction and delivery of training by computers through the internet or company intranet

Which of the following linkages has its human resource management functions built right into the strategy formulation and implementation processes?

integrative linkage

Ceaser was being recruited by a competitor due to his success at his current company in getting several new patents. This is an example of _________ capital.

intellectual

merit bonus

merit pay paid in the form of a bonus, instead of a salary increase

O'Donnel & Co. employs the practice of team building and thinking outside the box. They are likely to have ___________ compared to a company with low engagement.

lower turnover

Minimum Wage

lowest legal wage that can be paid to most workers

Whitle-blowing

making grievances public by going to the media or government.

Pay policy line

mathematical expression that describes the relationship between a job's pay and its job evaluation points

The __________ section in a Position Analysis Questionnaire (PAQ) focuses on planning and information-processing activities.

mental processes

Characterisitics of a job vacany are________ recruiters or recruiting sources when it comes to predicting job choice.

more important than

internship

on-the-job learning sponsored by an educational institution, or part of an academic program

power distance

one of Hofstede's cultural dimensions; concerns how a culture deals with hierarchal power relationships- particularly the unequal distribution of power.

Indivisualism/collectivism

one of Hofstede's cultural dimensions; describes the strength of the relation between an individual and other individuals in a society

In an alternative dispute resolution method, the stage during which the two people involved in the conflict attempt to arrive at a settlement without any third parties involved is known as

open-door policy

skill-based pay

pay based on the skills employees acquire and are capable of using

on-the-job training

peers or managers training new or inexperienced employees who learn the job by observation, understanding, and imitation

direct applicants

people who apply for a vacancy without prompting from the organization

Daniela was hired to work on data analytics, but once she started, the job quickly changed to project management. Her supervisor noticed that her performance was declining. Which analysis should his supervisor complete?

person

Due-Process Policies

policies by which a company formally lays out the steps an employee can take to appeal a termination decision

employee-at-will-policies

policies stating-either an employee or employer can terminate employment relationship at any time, regardless cause

Kaizen

practices participated in by employees from all levels of the company that focus on continuous improvement of business processes

competencies

sets of skills, knowledge, abilities, and personal characteristics that enable employees to successfully perform their jobs

The goal of the biological approach to job design is to

reduce the physical demands of certain jobs by improving the physical work environment

reasoning ability

refers to a person's capacity to invent solutions to many diverse problems

verbal comprehension

refers to a person's capacity to understand and use written and spoken language

diversity training

refers to learning efforts that are designed to change employee attitudes about diversity and/or develop skills needed to work with a diverse workforce

return on investment

refers to the estimated dollar return from each dollar invested in learning

Quantative ability

refers to the speed and accuracy with which one can solve arithmetic problems of all kinds.

Which of the following makes outcome-oriented contracts less likely to occur?

risk aversion among agents

With technology constantly changing and employers attempting to keep talented employees away from their competition, which legal issue may be on the rise in the United States?

security of intellectual property will receive more attention.

Which of the following aspects of emotional intelligence is the knowledge of one's own strength and weaknesses?

self-awareness

As the CEO of Ramdon Inc., Elias makes it a point to meet new hires at all levels of his organization. He explains the goals of the company and emphasizes the importance of an individual employee's role in the larger picture. The initiative of Ramdon focuses on the _______ of performance management.

strategic purpose

teleconferencing

synchronous exchange of audio, video, or text between individuals or groups at two or more locations

cross training

team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place

artificial intelligence

technology that can think like a human

Which of the following assessments is based on Carl Jung's personality type theory?

the Myers-Briggs Type indicator

Wontang Corp. Is an event managment company. In order to allot tasks that are more compatible with the personalities of individual employees, it conducts a test that rates them on the scales of introversion or extroversion, sensing or intuition, judging or perceiving, and thinking or feeling. Which of the following tests is Wontang using to assess employees?

the Myers-Briggs Type indicator

Which of the following is an example of an intrinsic reward?

the U.S. Army appealing to the patriotism in people to get more new recruits.

sustainability

the ability of a company to make a profit without sarcrificing the resources of its, employees, the community, or the governement. Based on an approach to organizational decision making that considers long-term impact of strategies on stakeholders

reliabilty

the consistency of a performance measure; the degree to which a performance measure is free from random error

Parent Country

the country in which an organization's headquarters is located

organizational commitment

the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization

employee engagement

the degree to which employees are fully involved in their work and the strength of their job and compnay commitment

job involvement

the degree to which people identify themselves with their jobs

motivation to learn

the desire of the trainee to learn the content of a training program

Range Spread

the distance between the minimum and maximum amounts in a pay grade

incentive effect

the effect a pay plan has on the behaviors of current employees

Sorting effect

the effect a pay plan has on the composition of the current workforce (the types of employees attracted and retained)

validity

the extent to which a performance measure assesses all the relevant-and only the relevant- aspects of job performance

Acceptability

the extent to which a performance measure is deemed to be satisfactory or adequate by those who use it

acceptability

the extent to which a performance measure is deemed to be satisfactory or adequate by those who use it

Validity

the extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance)

Ethics

the fundamental principles of right and wrong by which employees and companies interact

Goals and timetabels

the part of a written affirmative action plan that specifies the percentage of women and minorities that an employer seeks to have in each job group and the date by which that percentage is to be attained.

Intraorganizational Bargaining

the part of the labor-management negotiation process that focuses on the conflicting objectives of factions within labor and management

Downsizing

the planned elimination of jobs in a company

Downsizing

the planned elimination of large numbers of personnel, designed to enhance organizational effectiveness

Human resource management (HRM)

the policies, practices, and systems that influence employees' behavior, attitudes, and performance

Human resource recruitment

the practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees

selection

the process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals

management diversity and inclusion

the process of creating an environment that allows all employees to contribute to organizational goals and experience personal growth.

Job design

the process of defining the way work will be performed and the tasks that a given job requires

knowledge management

the process of enhancing company performance by designing and implementing tools, processes, systems, structures, and cultures to improve the creation, sharing, and use of knowledge

Job Analysis

the process of getting detailed information about jobs

task analysis

the process of identifying the tasks, knowledge, skills, and behaviors that training should emphasize

Performance feedback

the process of providing employees information regarding their performance effectiveness

performance feedback

the process of providing employees information regarding their performance effectiveness

recruitment

the process of seeking applicants for potential employment

needs assessment

the process used to determine if training is necessary

Job Structure

the relative pay of jobs in an organization

expentancy theory

the theory that says motivation is a function of valence, instrumentality, and expetancy

transfer of training

the use of knowledge, skills, and behaviors learned in training on the job.

stakeholders

the various interest groups who have relationships with and, consequently, whose interests are tied to the organization

transfer

to move from one place to another

merit pay

traditional form of pay in which base pay is increased permanently

opportunity to perform

trainee is provided with or actively seeks experience using newly learned knowledge, skills, or behavior

support network

trainees who meet to discuss their progress in using learned capabilities on the job

formal training

training and development programs and courses that are developed and organized by the company

action learning

training in which teams get an actual problem, work on solving it and commit to an action plan, and are accountable for carrying it out

hands-on methods

training methods that require the trainee to be actively involved in learning

Experiental programs

training programs in which participants learn concepts and apply them by simulating behaviors involved and analyzing the activity, connecting it with real-life situations

Team Leader Training

training the team manager or facilitator

T/F: Under the Fair Labor Standards Act, nonexempt employees are eligible for overtime pay

true

Involuntary Turnover

turnover initiated by an employer (often with employees who would prefer to stay)

Voluntary turnover

turnover initiated by employees (often when the organization would prefer to keep them)

union shop

union security arrangement that requires employees to join the union within a certain amount of time (30 days) after beginning employment

agency shop

union security arrangement that requires the payment of union dues but not union membership

The degree to which the information provided by selection methods enhance the bottom-line effectiveness of the organization is known as the selection method's

utility

The extent to which performance on a measure is related to performance on the job is called

validity