HR Midterm
HR Evolution Operational-> Policing -> Administrative-> Reactive -> Activity focused-> its good and we know it->
-strategic -partnering -consultative -proactive -solutions focused -its valuable and we show it
The strategies, policies, practices, and systems that influence employees' behavior, attitudes and performance is defined as what
Human Resource Management
T or F: Establishing and administering personnel policies allows the company to handle problematic situations more fairly and objectively than if it addressed such incidents on a case-by-case basis.
True
T or F: Knowledge of business trends is essential for the strategic architect role of an HR professional.
True
T or F: The current federal laws fail to outline how to use employee databases in order to protect employees' privacy while also meeting employers' and society's concerns for security.
True
quid pro quo harassment
Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continued employment.
Behavior Description Interview (BDI)
a structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past
situational interview
a structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do in that situation
_____ validity is a measure of validity based on showing a substantial correlation between test scores and job performance scores. Diagnostic Criterion-related Content Convergent Construct
criterion related
at-will employment
employment which can be terminated at will by the employer or employee for any reason or no reason at all
alternatives to 8 to 5 job
flextime (choose start and end) job sharing (two part time employees do one job) Telework (working from home)
The first step in the human resource planning process is: setting objectives. forecasting. performance evaluation. goal setting. program implementation.
forecasting The first step in human resource planning is forecasting. In personnel forecasting, the HR professional tries to determine the supply of and demand for various types of human resources.
leading indicators
objective measures that accurately predict future labor demand
Negligent retention
occurs when an employer becomes aware that an employee may be unfit for work but continues to employ the person, and the person injures someone
The "Big Five" traits that include extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness, are all _____ dimensions. physical ability personality cognitive ability skills aptitude
personality
what is the first step in the HR planning?
personnel forecasting using trend analysis to determine supply and demand for labor.
the process through which organizations make decisions about who will or will not be invited to join the organization
personnel selection
Vietnam Era Veteran's Readjustment Act of 1974
requires federal contractors and subcontractors to take affirmative action toward employing veterans of the Vietnam War ONLY why? cuz everyone hated war
the process which the company attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
selection
panel interview
selection interview in which several members of the organization meet to interview each candidate
What are allowable exceptions to pay differences under the Equal Pay Act?
seniority, merit, quanitity or quality of production, participating in training program, night shift
According to the Equal Pay Act of 1963, men and women performing the same job cannot have differences in pay on the basis of _____. merit sex quality of production seniority
sex
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
Work Flow Design
the process of analyzing the tasks necessary for the production of a product or service
Job Design
the process of defining the way work will be performed and the tasks that a given job requires
Job Analysis and Importance
the process of getting detailed information about jobs: the building block of all HR functions importance: you have to know what is required to carry out a job
task analysis
the process of identifying and analyzing tasks to be trained for
labor markets
the process through which employers identify and hire individuals to work under specified terms of employment
how does HR have a significant role in carrying out a merger or acquisition?
-Due diligence process; Need to sort out differences in the two companies'HR practices regarding compensation, performance appraisal, culture, unions, IT systems -Differences between culture, policies HR liabilities involved in the deal make conflict inevitable. -Training should include conflict resolution skills.
3 forecasting steps
1. Forecast labor demand 2. Determine labor supply 3. Determine labor surplus or shortage
4 objectives of downsizing
1. reduce costs 2. replace labor with technology 3. mergers and acquisitions 4. move to more cost effective location
What do these specific responsibilities do? 1. Analysis and design of work 2.Recruitment and selection 3.Training and development 4.Performance management 5.Compensation and benefits 6.Employee relations 7.personnel policies 8. Employee data and information systems 9.Compliance with laws 10.Support for strategy
1. work anaylsis, job design, job descriptions 2.Recruiting; job postings; interviewing; testing; coordinating use of temporary labor 3.Orientation; skills training; career development programs 4.Performance measures; preparation and administration of performance appraisals; discipline 5.Wage and salary administration; incentive pay; insurance; vacation leave administration; retirement plans; profit sharing; stock plans 6.Engagement / Attitude surveys; labor relations; employee handbooks; company publications; labor law compliance; relocation and outplacement services 7.Policy creation; policy communication 8. record keeping; HR information systems; workforce analytics 9.Policies to ensure lawful behavior; reporting; posting information; safety inspections; accessibility accommodations -Beyond compliance is goal 10.Human resource planning and forecasting; talent management; change management; culture; ethics
examples of the rights: 1.right of privacy 2.right of freedom of conscience 3.freedom of speech 4.due process 5. free consent
1.private lives (keep records confidential) 2.refuse if moral beliefs (wear turban) 3. criticize company's ethics (complaints) 4. if rights violated, have a fair and impartial hearing 5. treated how they consent to be treated (should know nature of job being hired to do, employer should not deceive them)
Which of the following is NOT regarded as reasonable accommodation? A medium-sized firm changes a job assignment so that an employee with disability can work with ease. An employee is granted leave on a certain date to perform religious activities. A software firm changes its work schedule to accommodate employees of certain religious faiths. A small firm changes the design and structure of the building to allow access to wheelchairs. A firm modifies its examinations and selection procedures to enable applicants of the minority community to fare better.
A firm modifies its examinations and selection procedures to enable applicants of the minority community to fare better. Especially in situations involving religion and individuals with disabilities, equal employment opportunity may require that an employer make reasonable accommodation. In employment law, this term refers to an employer's obligation to do something to enable an otherwise qualified person to perform a job. A is NOT a reasonable accommodation because companies do not need to modify employee selection procedures to help minority applicants fare better.
BFOQ (Bona Fide Occupational Qualification) and example of when illegal
A necessary (not merely prefered) qualification for performing a job example: handing out towels in the locker room
Downsizing
A planned reduction in the number of employees needed in a firm in order to reduce costs and make the business more efficient
structured interview
A selection interview that consists of a predetermined set of questions for the interviewer to ask
What is a learning management system? A process for determining the appropriateness of training by evaluating the characteristics of the organization. The process of determining individuals' needs and readiness for training. A software application that automates the administration, development, and delivery of training programs. A team of trainers and human resource professionals who are responsible for planning and conducting the training programs in an organization. The process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary.
A software application that automates the administration, development, and delivery of training programs.
Which of the following is true about Age Discrimination in Employment Act (ADEA)? ADEA outlaws making employment decisions based on a person's age being over 40. ADEA favors the idea of coercing employees to accept early-retirement incentives. ADEA permits companies to lay off older workers when the economy is slow. ADEA permits an employer to reduce the fringe benefits to all employees over 40.
ADEA outlaws making employment decisions based on a person's age being over 40.
3 Big Departments of HR
Administrative services and transactions, Business partner services and strategic partner
At Smartech, a company dealing in software products, employees often complain about the lack of clarity regarding the tasks they are required to perform. Often there are two employees working on overlapping tasks, while some tasks are not designated to any employee. Though employees are satisfied with the pay and work culture, this aspect of their work environment has led to a lot of conflict in the workplace. From the information provided, this complaint of the employees can be closely linked to which of the following HR functions? Compliance with laws Analysis and design of work Compensation and benefits Maintaining employee relations Recruitment and selection
Analysis and design of work
how HR contributes to organization performance? (The process)
Anaysis and design of work-> HR planning-> recruiting-> selection -> training and development-> compensation -> performance managment -> employee relations -> company performance
Outsourcing
Another company provides services A decision by a corporation to turn over much of the responsibility for production to independent suppliers.
Sharon is a very smart and conscientious worker. Lately, she has felt that her ideas were disregarded and she was denied autonomy in completing her work. This situation is probably caused by a lack of A.Knowledge Management B.Turnover C.Employee Empowerment D.Teamwork
C. employee empowerment
In which step of the human resource planning process is downsizing likely to occur? A.Forecasting B.Goal setting and strategic planning C.Implementing and evaluating the plan D.Applying the plan to affirmative action
C.Implementing and evaluating the plan
Strategic partner department key functions
Contribute to company's strategy and how to give it a competitive advantage. They have to know the business, industry and competitors.
Vocational Rehabilitation Act of 1973
Covered organizations must engage in affirmative action for individuals with disabilities. Employers are encouraged to recruit qualified individuals with disabilities and make reasonable accommodations to them.
_____ refers to a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities. Affirmative action Corrective action Disparate impact Disparate treatment
Disparate impact
Which of the following is an impermissible question for job applications and interviews? Do you have any disabilities? Can you meet the requirements of the work schedule? What is your full name? Have you ever been Convicted for a crime? What was your major in college?
Do you have any disabilities?
Which of the following statements reflects a violation of Age Discrimination in Employment Act? An employee is denied employment because of the fact that they are a minor. Employees over the age of 40 are asked to retire as part of a company's downsizing program. Older workers in an organization are compensated higher than the younger workers. Older employees are permitted to work even after attaining the retirement age.
Employees over the age of 40 are asked to retire as part of a company's downsizing program.
Which of the following is true according to the Americans with Disabilities Act (ADA) of 1991? The interviewer is prohibited from asking a candidate if he/she can meet the attendance requirements for the job. The interviewer is permitted to ask the candidate the number of sick leaves he/she took at his/her previous job. The employer is permitted to use, for hiring decisions, employment physical exams that could reveal a psychological or physical disability. The employer can ask preemployment questions to investigate disabilities. Employers are required to make "reasonable accommodation" to disabled individuals.
Employers are required to make "reasonable accommodation" to disabled individuals.
Which of the following is an employment principle which states that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause? Psychological contract Employment at will Due-process Employment flexibility Rule of fair treatment
Employment at will Employment at will is an employment principle which holds that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause.
Which of the following information does NOT need to be included in a job offer? Starting date Work schedule Employment history of the candidate Job responsibilities Rate of pay
Employment history of the candidate
Which of the following types of jobs would most likely force an organization to use external recruitment methods? Technical positions Middle-management positions Entry-level positions Supervisory positions Business analyst positions
Entry-level positions For entry-level positions and perhaps for specialized upper-level positions, the organization has no internal recruits from which to draw.
T or F: Managers and economists traditionally have seen human resource management as a source of value to their organizations.
False
T or F: The HR activities are exclusively carried out by an HR specialist in small organizations.
False
t or f: In companies that are ethical and successful, the owners are the only stakeholders who are responsible for the actions of the company.
False
An office manager notices that several employees are regularly late to work. She learns that they have young children, and the schools' start times make it difficult to get to work on time.
Flextime
Val's employees are frustrated because they need to use sick days for parent-teacher conferences and doctor's appointments. Val doesn't like it either, but she is unsure how to handle it.
Flextime
employee engagement
Full involvement in one's work and commitment to one's job and company. an individual's involvement, satisfaction, and enthusiasm for work
A person who has responsibility for performing a variety of HR activities
HR Generalist
A person who has in-depth knowledge and expertise in a limited area of HR.
HR specialist
what links to bottom line
HR strategy example: southwest airlines
Negligent Hiring
Hiring of an employee who the employer knew or should have known, based on a reasonable pre-hire investigation of the employee's background, posed a risk to others in the workplace
Nick observes that the defect rate on his night production line keeps going up. His employees tell him that it is hard to stay focused doing the same thing over and over late at night.
Job enlargement
Sam's staff is very loyal and productive, but they seem to be bored at work lately. No one has asked for more responsibility, but they must be kept engaged or production will suffer.
Job enlargement
Bill directly supervises four people, but it is his supervisor who actually prepares their performance appraisals. Bill feels this undercuts his authority with his staff.
Job enrichment
Store policy requires that all refunds are authorized by a manager, but this can be very frustrating for both cashiers and customers when checkout lines are long.
Job enrichment
job specification and importance
KSAOs: a list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform a job. Not directly observable (they are characteristics of people) importance: helps to know who will fill the job and what they need
Which of the following is true of ethics in human resource management? Evidence shows that HRM practices are invariably ethical. The general public has a positive perception of the ethical conduct of U.S. businesses. Many ethical issues in the workplace involve human resource management. Most managers have a positive perception of the ethical conduct of U.S. businesses.
Many ethical issues in the workplace involve human resource management.
Which of the following is an example of the cross-training method? Mary, who is a cashier, is being trained to stock shelves in case there is a shortage of employees. Jenna and 5 other managers are tasked to study a business problem and present recommendations. Jenson is asked to review videos of other employees exhibiting certain important behaviors related to the workplace. Katherine uses an online persona to make decisions in game simulations involving job-related situations. Stan and his work colleagues take part in a rafting course sponsored by the company.
Mary, who is a cashier, is being trained to stock shelves in case there is a shortage of employees. In cross-training, team members understand and practice each other's skills so that they are prepared to step in and take another member's place.
Consistent structures and practices for compensation and benefits, for example, will be important to align the organizations and employees.
Mergers and Acquisitions
Corporate practices and the culture between two organizations will differ, requiring HR to provide conflict resolution training.
Mergers and Acquisitions
Which one of the following cases would most likely be filed under the theory of disparate impact? Minority applicants are being disproportionately rejected relative to majority applicants by a paper-and-pencil test. Majority of the applicants with high test scores are rejected due to an affirmative action plan. A minority employee is fired for testifying in a discrimination suit filed against an employer. At a particular organization, employees belonging to the minority group are given more privileges and benefits compared to employees belonging to the majority group. A majority applicant is rejected on the grounds that the company only hires individuals from the minority group.
Minority applicants are being disproportionately rejected relative to majority applicants by a paper-and-pencil test.
Which type of interview allows the interviewer discretion in choosing the questions to be asked and generally includes open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience? Behavioral Computerized Situational Nondirective Structured
Nondirective
Sharon wants to apply for a job vacancy. She calls the recruiter who had advertised this vacancy to know more about the job. The recruiter gives some background information to Sharon about the positive and negative qualities of the job. Which of the following terms refers to the job information given by the recruiter? Vacancy Analysis Role Examination Pragmatic job survey Realistic Job Preview Substantive Job Criticism
Realistic Job Preview Realistic job previews provide background information about jobs' positive and negative qualities.
Nathan Williams, a blind man in his early twenties, was recently appointed as a radio jockey at the local radio station in Florida. He was given permission by his manager to bring his guide dog to work. In this instance, Nathan's employer makes a _____. reasonable accommodation reverse discrimination disparate impact disparate treatment
Reasonable accommodation
Which of the following are components of ADA job requirements? Pick all that apply) Reasonable Accommodations Essential Job Functions Hiring all people regardless of disabilities Undue Hardship
Reasonable accommodations, essential job functions and undue hardship If accommodating a disability would require significant expense or difficulty, however, the employer may be exempt from the reasonable accommodation requirement (although the employer may have to defend this position in court).
A manufacturing company hit by a slump in demand is experiencing a labor surplus. The company expects the market to improve in six months and it does not want to layoff any of its employees. Which of the following strategies is an equitable way to handle this issue that results in spreading the burden more fairly? Employing temporary workers Outsourcing Reduced work hours Overtime Demotions
Reduced work hours An alternative to downsizing which is seen as a way to spread the burden more fairly is cutting work hours, generally with a corresponding reduction in pay. This is a more equitable way to weather a slump in demand.
As the organization develops a new way of operating and reassign jobs, HRM may need to align the organization's pay structure.
Reengineering
HRM can help to design and implement changes to work processes and provide training for employees
Reengineering
Four-Fifths Rule
Rule of thumb that finds evidence of discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group.
Which of the following is an example of an experiential training method? Jenna is tasked to study a business problem and present recommendations. Mary, who is a cashier, is being trained to stock shelves in case there is a shortage of employees. Katherine uses an online persona to make decisions in game simulations involving job-related situations. Jenson is asked to review videos of other employees exhibiting certain important behaviors related to the workplace. Stan and his work colleagues take part in a rafting course sponsored by the company.
Stan and his work colleagues take part in a rafting course sponsored by the company.
Trainees are likely to respond more positively to which of the following approaches of diversity training? Primarily focusing on increasing participants' awareness of personal and physical characteristics, such as disabilities instead of cultural and ethnic differences. A program that clearly demonstrates that it values diversity and minorities over the average white male employee. Teaching employees skills for constructively handling communication barriers, conflicts, and misunderstandings that arise when different people try to work together. Sending participants directly into communities where they interact with persons from different cultures, races, and nationalities. Making people aware of cultural differences and their stereotypes about those differences to avoid letting stereotypes influence their interactions with people.
Teaching employees skills for constructively handling communication barriers, conflicts, and misunderstandings that arise when different people try to work together.
An account manager is quitting because her spouse found a new job in a different state. Her boss hates to lose her because she is an excellent contributor and does not mind the travel involved.
Telework
hostile work environment sexual harassment
Telling lewd jokes, displaying pornography, making sexually oriented remarks about someone's personal appearance, and other sex-related actions that make the work environment unpleasant.
Which of the following is a disadvantage of using temporary and contract workers? -These methods are a relatively slow solution to labor shortage. -These workers tend to be relatively less committed to the organization. -This method is a long term commitment. -These kinds of workers cannot be hired through an agency. -These workers work well in key jobs but not in those jobs that supplement the permanent employees.
These workers tend to be relatively less committed to the organization. Temporary and contract workers may not be as committed to the organization as the permanent employees in the organization.
Which of the following is most likely to be an advantage of relying on internal recruitment sources? -They expose the organization to new ideas or new ways of doing business. -They are likely to promote diversity in terms of race and sex. -They minimize the impact of political considerations in the hiring decision. -They are generally cheaper and faster than other means. -They are well-suited to recruit specialized upper-level positions.
They are generally cheaper and faster than other means. Filling vacancies through internal recruiting is generally cheaper and faster than looking outside the organization.
Title VII & EEOC
Title VII- civil rights act to ensure various minority groups got equal opportunities in many areas of life. directly resulted from civil rights movement (doesnt cover age, pregnancy, disability, veteran) EEOC-Agency of the department of justice made the civil rights act of 1964 and other antidiscrimination laws like tite 7, equal pay, disabilites.
HRM can ensure that every employee receives training to ensure a quality product or service is delivered.
Total quality management
Lucas Johnson, an employee with the U.S. postal services was deployed to Afghanistan, to serve in the U.S. army for two years. After the completion of his military duties, he reassumed work at the post office. He was reemployed at a higher status and provided a higher compensation package. Which of the following legislations was used to help Lucas return to reemployment on such favorable terms? ADEA GINA USERRA ADA
USERRA
What is an undue hardship?
Undue hardship is an "action requiring significant difficulty or expense." cant lift 50 lbs Looks at factors like: - Nature and cost of the accommodation - Overall financial resources of the employer - Structure of the business - Cost alone is rarely found to be an undue hardship, except possibly for very small employers. - If an accommodation has a significantly negative effect on the business that may be an undue hardship
When should a you prepare to evaluate the training program? After the program has been developed. When the program is being developed. Before the request for proposal is developed. During the implementation of the program. When the organization ensures readiness.
When the program is being developed
Which of the following is a permissible question for job applications and interviews? What religious holidays do you observe? How would you feel about working for someone younger than you? Are you a citizen of the United States? Will you need any reasonable accommodation for this hiring process Where were you born?
Will you need any reasonable accommodation for this hiring process
_____ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals. Conjoint analysis Performance management Workforce analytics Task analysis
Workforce analytics
Reengineering
a complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality laid off or reassigned to new job
job description and benefits
a list of the tasks, duties, and responsibilities that a particular job entails benefits:makes it possible to determine how well someone is meeting each job requirement
Organization Analysis
a process for determining the appropriateness of training by evaluating the characteristics of the organization
Person Analysis
a process of determining individuals' needs and readiness for training
yield ratios
a ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next
nondirective interview
a selection interview in which the interviewer has great discretion in choosing questions to ask each candidate
tests that measure a persons existing knowledge and skills
achievement tests
Which of the following terms refer to an organization's active effort to find opportunities to hire or promote people in a particular group? Reasonable accommodation Disparate impact Affirmative action Reverse discrimination
affirmative action
Which of the following categories is NOT covered by Title VII of the Civil Rights Act of 1964? religious discrimination racial discrimination age discrimination gender discrimination
age
major changes occurring within organizations and external environment (age, diversity, skills) and what HR has to do
aging workforce(55 and older growing the fastest, 25-44 increase slightly, 16-24 fewer) HR has to plan retirement and retrain old workers, rise in health care, supervise people older than u. diverse workforce (race: asian and "other" growing fastest, ethnic: hispanics fast growing, more women in paid work but steady 47% for future) skills deficiency (looking for technical skills, and college degrees)
Which of the following tests assess how well a person can learn or acquire skills and abilities? Physical ability tests Work sample tests Aptitude tests Personality inventories tests Achievement tests
aptitude tests
tests that assess how well a person can learn or acquire skills and abilities
aptitude tests
The concept of "human resource management" implies that employees: are interchangeable. are easily replaceable. are a necessary expense to process work demands. are resources who add economic value to the organization.
are resources who add economic value to the organization
what are the steps of the instructional design model
assess needs for training ensure readiness for training plan training program implement training program evaluate results of training
What is job enlargement?
broadening the types of tasks performed in a job
The first step in the instructional design process is: implementing a training program. planning a training program. conducting a needs assessment. ensuring employees' readiness for training. selecting training methods.
conducting a needs assessment
trend analysis
constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year
what is the second step in HR planning
determine demand for various job categories
Business partner services department key functions
developing effective HR system that help company reach goal for attracting, keeping and developing people with skills. They have to understand the business to know what it needs.
The HR function of _____ involves acquiring knowledge, skills, and behavior that improve employees' ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs. recruitment personnel policy development employee relations
development
acquiring knowledge skills and behaviors that improve employees ability to meet the challenges of a variety of new or existing jobs
development
a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
disparate IMPACT not on purpose usually referals (people like them) associate with people like them
Differing treatment of individuals based on the individuals' race, color, religion, sex, national origin, age, or disability status. Example: promoting someone over an equally qualified person because of their race
disparate TREATMENT
what refers to a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment.
disparate impact Whites are not protected groups and discrimination against them cannot be listed as disparate impact.
Differing conduct toward individuals, where the differences are clearly based on the individuals' race, color, religion, sex, national origin, age, or disability status is termed as _____. affirmative action disparate impact disparate treatment reasonable accommodation
disparate treatment
strategies for reducing a labor surplus
downsize, new hires freeze, job share, part time, transfer, demote, retrain, pay decreases, furloughs, turnover, early retirement
HRM can show that it cares about its employees and help them find new jobs by providing this service.
downsizing
HRM will need to boost the morale of remaining workers during this process
downsizing
when reducing a surplus, which methods are fast but have a high cost in suffering, employee morale and motivation and recruiting?(3)
downsizing, pay reductions and demotions
You manage a car dealership. Given the increasing complexity and variety of today's automobiles, it is impossible to train your mechanics on the details of every potential repair problem. So you provide the mechanics a training program to familiarize them with the basics of engine, emission, and other types of repair, and in case of a particular problem, seek expert advice through an online computer application program. This learning approach is known as a(n): virtual reality-based simulation program. electronic performance support system. e-learning simulation experiential behavior modeling program. online help.
electronic performance support system
The branch manager at First Federal Bank announced that the corporate office was rolling out another sales training program, and all employees who took the training and passed would be given a raise.
employee readiness
Time and again, Brooke's employees complained that the statistical quality control training was too difficult to be useful.
employee readiness
How does human capital provide a competitive advantage?
employees are not interchangeable
Managers and economists traditionally have seen human resource management as a necessary what to their organizations
expense NOT value
individuals who are actively seeking employment
external labor market
Sean Mathers, a recruiter for a retail firm, is looking for candidates to fill a sales position. Since the job requires the salesperson to interact with customers, Sean is looking for candidates who are expressive and convincing with customers. He also wants the candidates to be friendly and social. Which one of the "Big Five" traits is Sean looking for in particular? Extroversion Conscientiousness Adjustment Inquisitiveness Agreeableness
extroversion
Attending classes is a faster and more efficient method of learning new skills as compared to EPSSs. True False
false
Interviewing is considered the most accurate basis for making a selection decision. True False
false
Most organizations check references as soon as they receive the candidate's application form. True False
false
T or F The Americans with Disabilities Act covers people with problems arising from substance abuse.
false
The training technique most widely used in the workplace is behavior modeling. True False
false
T or F: The use of temporary workers might burden the organization with additional administrative tasks.
false: In addition to flexibility, temporary employment offers lower costs. Using temporary workers frees the employer from many administrative tasks and financial burdens associated with being the "employer of record."
Evan Smith is the HR manager of a publishing company. He wants to know if a certain test of cognitive ability, used in the advertising industry, can be successfully used in his organization. In other words, he wants to know if this test is a(n) _____ method of personnel selection. nondirective practical generalizable evaluative substitutable
generalizable
Employee Empowerment
giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service
Administrative services and transactions department key functions
handling adminstrative tasks (hiring and asking q about benefits) with a commitment to quality. requires expertise in the tasks.
an organization in which technology, organizational structure, people, and processes work together to give an organization an advantage
high performance work system
nepotism
hire relatives
The most widespread methods for eliminating labor shortages are: -overtime and new external hires. -outsourcing work and work sharing. -hiring temporary workers and outsourcing work. -retrained transfers and turnover reduction. -overtime and retrained transfers.
hiring temporary workers and outsourcing work. The most widespread methods for eliminating a labor shortage are hiring temporary and contract workers and outsourcing work.
The term _____ is used to describe the employees of an organization in terms of their training, experience, judgment, intelligence, relationships, and insight. Performance management human capital development working capital
human capital
____ an organization's employees described in terms of their: Training, Experience, Judgment, Intelligence, Relationships, Insight
human capital NOTE: The concept of HRM implies that employees are resources of the employer.
identifying the numbers and types of employees the organization will require to meet its objectives
human resource planning
The U.S. Army's "Army Strong" campaign, designed to create a generally favorable impression of the Army as a good place to work in, is an example of: general advertising. positive advertising. image advertising. realistic advertising adventure advertising.
image advertising Besides advertising specific job openings, organizations may advertise themselves as a good place to work in general. Advertising designed to create a generally favorable impression of the organization is called image advertising.
an organization's employees and contracts to work at the organization
internal labor force
Which of the following is true of internal recruitment sources? -Internal recruiting minimizes the possibility of unrealistic employee expectations. -Internal recruitment sources expose the organization to new ideas or new ways of doing business. -Internal sources are most appropriate for specialized upper-level positions. -Research indicates that most organizational positions are filled internally. -Employee referrals are the most common source for internal recruitment.
internal recruiting minimizes the possibility of unrealistic employee expectations. Internal recruitment sources generate applicants who are well known to the organization. In addition, these applicants are relatively knowledgeable about the organization's vacancies, minimizing the possibility they will have unrealistic expectations about the job. Despite the advantages of internal recruitment, organizations often have good reasons to recruit externally. For entry-level positions and perhaps for specialized upper-level positions, the organization has no internal recruits from which to draw. Also, bringing in outsiders may expose the organization to new ideas or new ways of doing business.
HR experts can help the company determine whether workers in other countries can provide the same or better skills.
international expansion
HR should assist with selecting employees to work abroad and prepare them for these assignments.
international expansion
Behavior modeling is especially useful for improving: clerical skills. spatial skills. interpersonal skills. quantitative skills. cognitive skills.
interpersonal skills
internal vs external recruiting
interrnal- fill the jobs by promoting people external- outside person
At which stage in the selection process are supervisors and team members often involved? Administering tests Interviewing candidates Screening applications Reference and background checks Receiving résumés from various sources
interviewing candidates
Disparate treatment could be legal if the discrimination _____. is categorized as a bona fide occupational qualification is practiced to increase efficiency is performed by a private employer is performed by a governmental organization
is categorized as a bona fide occupational qualification
How does establishing and administering policies help organizations? It allows companies to handle situations fairly and objectively. It allows companies to address issues on a case-by-case basis. It eliminates the need for documentation and record-keeping. It encourages employees to defend themselves by claiming ignorance of disciplinary norms.
it allows companies to handle situations fairly and objectively
Temporary employment is popular with employers because: -it is most effective for key customer service jobs. -the temporary workers are more committed to the organization. -it allows them to comply with the requirement of affirmative action imposed by the government. -the quality of work is usually far superior. -it gives them flexibility in operations.
it gives them flexibility in operations. Temporary employment is popular with employers because it gives them flexibility they need to operate efficiently when demand for their products changes rapidly.
One of the qualities of human resources is that _____. it is highly substitutable and interchangeable it is easily available for all companies to utilize it is easily imitated by rivals it is indispensable for building a competitive advantage
it is indispensable for building a competitive advantage
Organizations provide for orientation (on boarding) because: it relieves some of the shock and surprise experienced when starting a new job. it is less cost effective than organizational analysis. most new employees do not do sufficient research on the employer before joining. a realistic job profile is provided during recruitment. it is a legal requirement for all new employees.
it relieves some of the shock and surprise experienced when starting a new job.
Which of the following refers to the process of getting detailed information about jobs? Job rotation Supply chain management Job analysis Policy creation
job analysis
the process of getting detailed information about jobs.
job anaylsis
the process of defining the way work will be performed and the tasks that a given job requires.
job design
what two processes help to group tasks in ways that help the organization to operate efficiently and to obtain people with the right qualifications to do the jobs well.
job design and job anaylsis
Adding more tasks to an existing job is called ____________, while adding more decisionmaking authority to jobs is called _________.
job enlargement; job enrichment
what is the process of communicating info about a job vacancy on company bulletin boards, employee publications, etc.
job posting
Organizational analysis looks at training needs with respect to the: management's support for training activities. monetary incentives the management has promised its employees. readiness of employees for training. employee's strategy toward achieving organizational goals. severance package deal for a particular batch of employees.
management's support for training activities.
managers vs HR
managers typically have responsibilties related to all HR functions. -what kind of work needs to be done (job analysis and design) -how many employees needed (HR planning) -interview -which ones to hire -train -performance appraisals -employee relations -recommend pay increases
lagging indicators
measures of economic performance that usually change after real GDP changes
The most important source of recruits for entry-level professional and managerial vacancies is: -employee referrals. -private employment agencies. -advertisements in newspapers and magazines. -on-campus interviewing. -public employment agencies.
on-campus interviewing. On-campus interviewing is the most important source of recruits for entry-level professional and managerial vacancies.
transfer of training
on-the-job use of knowledge, skills, and behaviors learned in training
Onboarding
ongoing process that aims to prepare new employees for full participation in the organization
As the company continues to grow, where does the job of support engineer fall in the scheme of things? Will its role grow, or will other jobs become more important?
organization analysis
If I decide that training is necessary, will I have the budget available?
organization analysis
Is quality customer service an overriding concern for the company, or are speed and volume of complaints handled more important?
organization analysis
Training designed to prepare employees to perform their jobs effectively, learn about the organization, and establish work relationships is known as: benchmarking. orientation. bumping. sensitivity training. conditioning.
orientation
Evaluate internal HR functions to determine if another organization can provide these effectively at a lower cost.
outsourcing
HRM can assist with the seamless transition of moving organizational activities and services to an outside company.
outsourcing
Which of the following is a strategy to avoid labor shortage where the results can be obtained fast? Technological Innovation Retrained Transfers New External Hires Outsourcing Turnover Reductions
outsourcing Outsourcing is a fast way to overcome labor shortage. Refer to table 5.2.
what is the easiest and fastest strategy for labor shortage?
overtime
strategies for a labor shortage
overtime, temp, outsource, new hires, reduce turnover, technology, retrain, recruit
What is the current pay disparity between women and men?
pay gap - 18.9%
Lead-the-market pay strategies
pay more than the current market wages for a job
In the context of evaluating the quality of a recruitment source, yield ratios express the: the percentage of applicants who complete one year in the organization after recruitment. percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. output yielded by a new hire in relation to the cost of recruiting the new hire. quality of new hires by comparing the cost of training the new recruits to the cost of hiring them. the dollar costs incurred per hire.
percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. In terms of evaluating the quality of a recruitment source, a yield ratio expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
process of ensuring that employees activities and outputs match the organization's goals
performance management
Am I hiring people with the right interpersonal skills?
person analysis
Are these individuals open to approaching their jobs in a new way?
person analysis
For some of these engineers, English is a second language. Does that make them less confident in dealing with customers?
person analysis
Which of the following help a manager identify which employees need training? Trend analysis Regression analysis Task analysis Organization analysis Person analysis
person analysis
ADA (Americans with Disabilities Act) and what determines reasonable accommodations
protect people with disabilities. A disability is a physical or mental impairment that substantially limits one or more major life activities. Person has to be qualified (includes previous disabilities, being disfigured) does NOT include personality, sexuality, left handedness, compulsive gambling, etc.
ADEA (Age Discrimination in Employment Act)
protects individuals over 40
retaliation
punitive actions taken by employers against individuals who exercise their legal rights (acting different because was accused) #1 charge filed
impact of HRM on organizational performance (3 things)
quality, profitability and customer satisfaction
the process which the organization seeks applicants for potential employment
recruitment
best recruiting sources?
referrals, indeed and transfer
_____ is a training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job. Coordination training Experiential training Internship Simulation Apprenticeship
simulation
During an interview for a sales position at Cart-Logistics Inc., a candidate is asked about what he would do to regain business with a client whose consignment was damaged during a business transaction with Cart-Logistics. This is an example of a(n) _____ interview. in-basket exit nondirective behavior description situational
situational
Although Jane really wanted to participate in the diversity training program, she knew it was impossible to get away from the office for three days in order to participate.
situational constraints
As much as she would like to, Elizabeth really doesn't think top management is going to allocate enough money to train everyone on the new software this year.
situational constraints
Ed was excited to hear about the new technical training program, but disappointed when he heard his boss say that he really didn't think the training was worth the time and effort.
social support
When new employees arrive on the sales floor after training at Hamilton Department Store, experienced employees have a tendency to say, "Forget what you learned. This is how we really do it."
social support
Are recently implemented incentives encouraging these individuals to work too quickly to be able to provide good customer service?
task analysis
Are these individuals being held accountable for customer service, or is it just being taken for granted?
task analysis
What is the support department's current approach to customer service?
task analysis
Usually, most desks in Anna's office are empty while people are out on sales calls. But when it is time to prepare monthly reports, the staff members are constantly bumping into one another.
telework
HRM can encourage a culture of problem solving, innovation, creativity, and risk taking to meet customer product or service demands is what
total quality management
a companywide effort to continually improve the ways people, machines, and systems accomplish work
total quality management
a planned effort to enable employees to learn job related knowledge skills and behavior
training
what is Organization's planned efforts to help employees acquire job-related knowledge, skills, abilities & behaviors, with goal of applying these on the job.
training
Types of human capital
training, experience, judgement, intelligence, relationships, insight
In a behavior description interview, the interviewer asks the candidate how he or she handled a type of situation in the past. True False
true
Sexual harassment refers to _____. discrimination based on gender preferential treatment for a particular sex undue benefits provided to males unwelcome sexual advances
unwelcome sexual advances
OSHA (Occupational Safety and Health Administration)
worker safety
The use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.
workforce analytics
what is the Comparison of employees in protected groups with proportion to relevant labor market.
workforce utilization review
sexual harassment
workplace conduct of a sexual nature, unwelcome