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153 Cards in this Set
- Front
- Back
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How can HRM be defined?
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All management decisions and practices that directly affect or influence the people who work for the organization.
All functions involved in moving people into, through, and out of organizations. |
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What are the functional areas of HRM?
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a
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Who needs HR knowledge?
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Executives
HR Professionals Employees Supervisors |
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How can the impact of HRM be shown in a model?
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HRM impacts types and behaviors of Human Capital which impacts Organizational Performance
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What are the definitions of the components of that model?
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Types of human capital
- Training - Experience - Judgment - Intelligence - Relationships - Insights Behavior of Human Capital - Motivation - Effort Organizational Performance - Quality - Profitability - Customer Satisfaction |
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What is the triple bottom line?
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Profit
Planet People |
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What is SHRM (strategic human resource management)?
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Strategic Human Resource Management
improves a workforce's ability to perform better and of course increases the PROFITABILITY of an organization! HR is about making more $$$$ & strengthening the triple bottom line! |
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How does HR relate to various organizational strategies?
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a
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How does SHRM contribute to competitive advantage and what is the VRIO framework?
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a
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What is the concept of fit? (vertical fit, horizontal fit, external fit)
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a
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What trends are driving diversity programs today?
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a
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What is the legal history of current EEO practices?
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a
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What are the major legal provisions (laws and legislation) regarding EEO and discrimination in organizations?
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a
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What are the two ways of establishing discrimination and what are their definitions?
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a
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How can organizations defend themselves against claims of disparate treatment?
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a
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What is the definition of sexual harassment and what are the two types of sexual harassment?
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a
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What is OSHA? What rights do employees have under OSHA? Can OSHA officers come by without warning and do you have to let them in?
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a
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What is Job Analysis (JA)?
How important is it in HRM? How can information be gathered to perform JA? |
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Explain three ways that JA can be conducted (see slides 6 & 7).
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What are the traditional JA deliverables and what are their definitions and uses?
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a
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What are examples of “Job Design for Motivation” and what are their definitions?
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a
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What is the “Job Characteristics Model” and what are the definitions of its components?
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a
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What is HR Planning and how is it shown in a model?
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What are recruitment strategies for shortages and surpluses?
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What is the main goal of recruitment?
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How is the process of recruiting human resources shown in a model?
What are the definitions of each part of the model? |
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What is a yield ratio?
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What is selection & how does it differ from recruitment?
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What are the steps in the selection process?
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What is reliability and what is validity?
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What are the legal standards for selection?
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a
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What are the two types of interviews and which one is more effective?
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a
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What is a situational interview versus a behavior description interview & the pros & cons of each?
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a
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What are the two ways used by organizations to select employees?
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a
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How do you calculate Shortage or Surplus
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a
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How do you use the Four-Fifths Rule
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a
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An organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight.
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Human Capital
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Human resources have these necessary qualities:
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Human resources are valuable
Human resources are rare Human resources cannot be imitated Human resources have no good substitutes |
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An organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment
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high-performance work systems
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The process of getting detailed information about jobs
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job analysis
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The process of defining the way work will be performed and the tasks that a given job requires
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job design
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The process through which the organization seeks applicants for potential employment.
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recruitment
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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.
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selection
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A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
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training
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The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands.
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development
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The process of ensuring that employees' activities and outputs match the organization's goals
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performance management
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Identifying the numbers and types of employees the organization will require to meet its objectives
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human resource planning
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Collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders.
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evidence-based HR
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What four skills do HRM professionals need?
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Human relation skills
Decision-making skills Leadership skills Technical skills |
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The fundamental principles of right and wrong
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ethics
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Five rights based on Immanuel Kant's philosophy
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Right to free consent
Right to privacy Right of freedom of conscience Right to freedom of speech Right to due process |
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An organization's workers (its employees and the people who have contracts to work at the organization)
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internal labor force
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Individuals who are actively seeking employment.
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external labor market
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Organizations that have the best possible fit between their social system (people and how they interact) and technical system (equipment and processes)
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high-performance work systems
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Employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession.
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knowledge workers
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Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.
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employee empowerment
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The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service.
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teamwork
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A companywide effort to continuously improve the ways people, machines, and systems accomplish work.
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total quality management (TQM)
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A complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality.
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reengineering
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The practice of having another company (a vendor, third-party provider, or consultant) provide services.
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outsourcing
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Moving operations from the country where a company is headquartered to a country where pay rates are lower buy the necessary skills are available
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offshoring
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Employees who take assignments in other countries
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expatriates
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A computer system used to acquire, store, manipulate, analyze, retrieve, distribute information related to an organization's human resources
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human resource information system (HRIS)
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The processing and transmission of digitized HR information, especially using computer networking and the Internet.
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electronic human resource management (e-HRM)
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System in which employees have online access to information about HR issues and go online to enroll themselves in programs and provide feedback through surveys.
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self-service
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A description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions.
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pyschological contract
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Methods of staffing other than the traditional hiring of full-time employees (for example, use of independent contractors, on-call workers, temporary workers, and contract company workers).
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alternative work arrangements
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The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin.
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equal employment opportunity (EEO)
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Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other antidiscrimination laws.
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Equal Employment Opportunity Commission (EEOC)
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An organization's active effort to find opportunities to hire or promote people in a particular group.
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affirmative action
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Under the Americans with Disabilities Act, a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment.
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disability
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The EEOC's Employer Information Report, which counts employees sorted by job category, sex, ethnicity, and race.
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EEO-1
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Guidelines issued by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate antidiscrimination laws.
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Uniform Guidelines on Employee Selection Procedures
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The agency responsible for enforcing the executive orders that cover companies doing business with the federal government.
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Office of Federal Contract Compliance Procedures (OFCCP)
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Differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status.
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disparate treatment
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A necessary (not merely preffered) qualification for performing a job.
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bona fide occupational qualification (BFOQ)
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A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.
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disparate impact
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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.
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four-fifths rule
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An employer's obligation to do something to enable an otherwise qualified person to perform a job.
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reasonable accommodation
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Unwelcome sexual advances as defined by the EEOC
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sexual harassment
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US law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.
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Occupational Safety and Health Act (OSH Act)
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Labor department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation.
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Occupational Safety and Health Administration (OSHA)
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State laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous.
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right-to-know laws
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Forms on which chemical manufacturers and importers identify the hazards of their chemicals.
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material safety data sheets (MSDSs)
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Safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury.
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job hazard analysis technique
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Method of promoting safety by determining which specific element of a job led to a past accident.
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technic of operations review (TOR)
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The process of analyzing the tasks necessary for the production of a product or service
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work flow design
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A set of related duties.
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job
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The set of duties (job) performed by a particular person
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position
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The process of getting detailed information about jobs.
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job analysis
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A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails.
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job description
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A list of the knowledge, skills, abilities, and other characteristics (KSAQs) that an individual must have to perform a particular job.
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job specification
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A standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs.
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Position Analysis Questionnaire (PAQ)
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Job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job
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Fleishman Job Analysis System
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The process of defining how work will be performed and what tasks will be required in a given job.
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job design
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The study of jobs to find the simplest way to structure work in order to maximize efficiency.
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industrial engineering
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Broadening the types of tasks performed in a job
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job enlargement
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Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks
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job extensions
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Enlarging jobs by motivating employees among several different jobs
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job rotation
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Empowering workers by adding more decision-making authority to jobs.
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job enrichment
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A scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization.
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flextime
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A work option in which two part-time employees carry out the tasks associated with a single job.
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job sharing
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The study of the interface between individuals' physiology and the characteristics of the physical work environment.
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ergonomics
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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
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forecasting
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Constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year.
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trend analysis
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Objective measures that accurately predict future labor demand.
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leading indicators
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A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.
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transitional matrix
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A set of knowledge and skills that make the organization superior to competitors and create value for customers.
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core competency
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The planned elimination of large numbers of personnel with the goal of enhancing the organization's competitiveness.
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downsizing
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A comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market.
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workforce utilization review
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Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees.
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recruiting
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Employment principle 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.
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employment at will
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Policies that formally lay out the steps an employee may take to appeal the employer's decision to terminate that employee
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due-process policies
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The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees.
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job posting
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People who apply for a vacancy without prompting from the organization.
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direct applicants
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People who apply for a vacancy because someone in the organization prompted them to do so.
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referrals
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The practice of hiring relatives.
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Nepotism
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A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
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yield ratio
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Background information about a job's positive and negative qualities.
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realistic job preview
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The process through which organizations make decisions about who will or will not be allowed to join the organization.
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personnel selection
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The extent to which a measurement is free from random error.
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reliability
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The extent to which performance on a measure (such as test score) is related to what the measure is designed to assess (such as job performance).
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validity
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A measure of validity based on showing a substantial correlation between test scores and job performance scores.
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criterion-related validity
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Research that uses the test scores of all applicants and looks for a relationship between the scores and future performance of the applicants who were hired.
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predictive validation
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Research that consists of administrating a test to people who currently hold a job, then comparing their scores to existing measures of job performance.
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concurrent validation
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Consistency between the test items or problems and the kinds of situations or problems that occur on the job
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content validity
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Consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job.
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construct validity
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Valid in other contexts beyond the context in which the selection method was developed.
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generalizable
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The extent to which something provides economic value greater than its cost
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utility
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Federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States.
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Immigration Reform and Control Act of 1986
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Tests that assess how well a person can learn or acquire skills and abilities.
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aptitude tests
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Tests that measure a person's existing knowledge and skills
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achievement tests
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Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability.
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cognitive ability tests
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A wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential.
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assessment center
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A selective interview in which the interviewer has great discretion in choosing questions to ask each candidate.
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nondirective interview
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A selection interview that consists of a predetermined set of questions for the interviewer to ask.
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structured interview
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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.
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situational interview
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A structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past.
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behavior description interview (BDI)
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Selection interview in which several members of the organization meet to interview each candidate.
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panel interview
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Process of arriving at a selection decision by eliminating some candidates at each stage of the selection process.
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multiple-hurdle model
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Process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another.
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compensatory model
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8 Examples of Human Capital are:
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- Training
- Experience - Judgment - Intelligence - Relationships - Insights - Motivation - Effort |
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What is the VRIO framework?
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Valuable
Rare Inimitable Organized |
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What is going on inside your company
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Enacted environment
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Has to know what is going outside the company. Like PriceWaterhouseCoopers adapting to the milinium generation
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Environmental scanning
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Thinking outside the box as an HR person
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Boundary spanning
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Employees must align with management's goals and strategies.
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Vertical fit
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Which act was initiated because men were paid more than women
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Equal pay act of 1963
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Expand the accronym SNODARR
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Sex
Nationality Origin Disability Age Race Religion |
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Hiring people other than those selected would jeopardize safety of customers or employees
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Business Neccesity
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Standards for hiring accurately predict success in the job (i.e., educational requirements for professors)
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Validation Evidence
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When is it Sexual Harrasment
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Is explicitly or implicitly a condition of employment
Is the basis for employment decisions Substantially interferes with work performance or creates an intimidating, hostile, or offensive work environment. |
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Conduct that creates an offensive working environment
Created by supervisors Created by coworkers or non-employees |
Hostile Environment
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