MGMT 309 - chapter 13 human resources (part of exam 3)

are unions legally allowed to strike when a contract is in force?

no

what are the two types of workers that human resource managers must handle?

knowledge workers (use the information in their heads and their cognitive skills to do their work) contingent workers (not employed on a permanent or full time basis)

management of employees who are represented by a union

labor relations

The process of _____________ lays the foundation for human resource planning by identifying the tasks performed by a job and the skills needed to perform them.

job analysis

the two parts of the human resource planning process are

job analysis and forecasting

process of determining relative worth of the jobs in the organization is

job evaluation

what is the difference between judgemental and objective methods of evaluating performance?

judgemental methods compare employees to each other objective methods compare employees to quantitative measures

Demand for this kind of workers continues to increase, meaning that pay for these jobs also keeps increasing. The wage level within an organization is likely to increase at the same rate as the labor market as a whole. Therefore, to retain these employees, an organization may need to increase the pay for their jobs more than for other jobs.

knowledge workers

If a manager uses a quantitative measure of production to rate employee performance, the manager is using an ________________ of performance appraisal.

objective measure

the hourly pay of operating employees

wages

the steps of the union organizing process occur in what steps

1.Employees become interested in joining a union.2.Authorization cards are signed by employees and collected by the union.3.The union petitions the National Labor Relations Board (NLRB) to hold an election.4.An election is held; employees vote by secret ballot on whether to be represented by the union.5.The union enrolls members and elects officers.6.The union and management engage in collective bargaining to agree on the first contract.7.If union members approve the contract, it is signed by union and management representatives.8.A grievance procedure is used to resolve disputes during the life of the contract.

training is not able to address what causes of poor performance?

Low motivation Inefficient work design Poor supervision

identifying relevant performance dimensions and then generating specific observable behaviors typical for each one is

behaviorally anchored rating scales

what type of training method should be used? mixed training

web based and other digital training types

recency error

when an evaluation is based on the employee's most recent performance and not anything else

What is wage-level decision?

when an organization decides if it will pay below, at, or above the market rate for labor in its geographic area basically deciding how much they will pay their employees based on other factors in the area

what type of training method should be used? Group decision making and interpersonal relations

case discussion groups or role play

One approach to gathering information about employee performance is _________________________, in which feedback is collected not only from the employee's direct manager but also from subordinates, peers, and other stakeholders as applicable. This method is a rich source of information but can be time-consuming to implement.

360 degree feedback

what is the correct steps of the training process in order?

Assess training needs, set training objectives, develop the training program, conduct the training, evaluate the training

_____________________ allows employees and the organizations they work for to prepare for job changes so that these decisions are in the best interest of all stakeholders.

Career planning

is the financial remuneration that the organization gives to employees

compensation

The National Labor Relations Act (NLRA)

also known as the Wagner Act, spells out procedures by which employees can establish labor unions and requires organizations to bargain collectively with legally formed unions

what type of training method should be used? Factual material

assigned reading or presentations

Why are benefits sometimes referred to as "indirect compensation"?

benefits are valuable but cannot be spent like real money

error can also be due to ___________ when they are for or against employees because of their sex, age, race, gender, or other

bias

is a negotiation between management and the union over the terms of the labor contract

collective bargaining could cover nearly any condition of employment

A hiring manager develops a test that asks job applicants to complete a task that is very similar to a task they would need to do if they got the job. What kind of validation is this manager using?

content validation

the material on a selection test is compared to the tasks one does on the job. If there is a good match (for example, a data entry test that closely mirrors the kind of data entry an office assistant does on the job), the test is considered valid for use in the selection process.

content validation

The organization saves money by not providing these employees with full-time benefits and by not paying them when no productive work is available. However, they tend to be less productive than full-time employees. For example, they are usually less familiar with the organization's processes and systems

continent workers

workforce planning is especially important for the organization to use employees effectively with what type of worker?

contingent must try to integrate them into the business in a way that makes sense and that takes planning

independent contractors, on-call workers, temporary employees, contract and leased employees, and part-time workers are all examples of what type of workers

contingent workers

Job analysis produces a job ___________________ or a list of the duties, working conditions, and resources used to perform the job. It also produces a job ________________, which is a list of the skills, abilities, knowledge, etc. needed to perform the job. Managers can use this documentation to hire qualified people and determine how much to pay them.

description specialization

_______________ refers to teaching managers and professionals the skills needed for both present and future jobs. The focus here tends to be on "soft" skills, such as communication, planning, and leadership

development

A human resource manager would use an _________________________ to generate a report on the skills possessed by current employees.

employee information system

American with Disabilities Act and Title VII of the Civil Rights Act are examples of

equal opportunity employment as part of human resource management and organizational environment

Estimating the organization's future need for people with certain skills, abilities, or credentials is known as _______________ human resource demand and supply.

forecasting

When a contract is in place, employees use the ____________________ if they feel that management has not abided by the terms of the contract.

grievance prodecure

impressed by an employee's performance on one dimension of the job and therefore rates the employee highly on all dimensions

halo error as part of performance appraisal

A manager might use the term -___________________ to convey the idea that applying resources to maintain and improve the quality of the workforce is an investment rather than just an expense

human capitol

what are the three steps to attracting employees

human resource planning recruiting employees selecting employees

payments for meeting specific criteria ; example is a sales commission paid for closing a sale

incentives

recruitment can be external or internal, what is the difference

internal would be like a promotion external means making the job known outside of the organization (social media, career fair)

what type of training method should be used? physical skill

on the job training or vestibule training

the formal evaluation of an employee's job

performance appraisal

A human resource manager measures individuals' scores on an assessment center test. A year later, the human resource manager compares the performance review ratings of those same people to their scores on the test. What kind of validation is this manager using

predictive validation

people take a test before they are hired, and then they are hired without regard to the results of that test. Sometime later (usually a year), their performance on the job is measured and compared to their test scores. If the test score can be used to predict job performance, it is considered valid to use in the selection process

predictive validation

what are the three ways in which organizations can get the most out of providing benefits to their employees

providing benefits that the employee values, explaining the value of benefots to employees, shopping carefully to get the best price

_____________ is the process of attracting qualified people to apply for positions

recruiting

a ___________________ lists each position and who should be considered for promotion into it.

replacement chart

application forms, resumés, tests, interviews, assessment centers (an individual applying for a management job is asked to role-play parts of the job), drug tests, and background check are all examples of

selection instruments

what are the current trends in union membership and organized labor?

steadily decreasing since the 1950s apart from a brief spike in 2008 workers in service and tech have recently shown an increased interest in organizing

the union organization process is supervised by

the national labor relations board

what is the purpose realistic job revew

to give the applicant an idea of what the job wil be to ensure that it is the best fit possible

________________ refers to teaching operational or technical employees how to do the job for which they were hired. The focus here tends to be on "hard" skills, such as the ability to use certain equipment or software packages or to follow a set of guidelines.

training different than development

Addressing deficiencies in skills and knowledge is the job of ____________, and attracting qualified people to apply for jobs is the purpose of _____________

training programs recruiting

Benefits do not usually motivate high performance but are primarily useful in retaining employees. A recent trend is that organizations are reducing the value of the benefits they provide to employees. true or false

true

______________ is the determination of the ability of information to predict job performance.

validation

how jobs will be paid relative to each other is a

wage-structure decision

what are the three kinds of compensation?

wages salary incentives