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125 Cards in this Set
- Front
- Back
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What is Human resource management?
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The leadership and management of people within an organization using systems that recruite select and motivate employees to enhance the employees positive contributions to the organization.
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What is the difference between HR management and a HR Department?
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HR Management focuses on what leaders must do as it relates to organizing human resource systems policies and procedures. The department is a group with a primary focus on ensuring the most effective method to ensure accomplishing the company goals. |
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What is Strategic Human Resource management?
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Integrating the strategic needs of an organization into our choice of human resource management systems and practices to support the organizations overall mission, strategies and performance
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What is the difference between proactive and reactive management?
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Proactive - decision makers anticipate problems and challenges and take action before a problem exists Reactive - decision makers respond to problems rather than anticipate them. |
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What is a mission statement?
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Statement outlining the purpose, long term objectives and activities the organization will pursue and the course for the future.
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What are some of the strategies used by organizations to acheive competitive advantage. |
Cost leadership - Gain advantage through lower costs of operation and lower prices. Differentiation - Advantage by creating a distinct product or offering a unique service Focus - Advantage by focusing on the needs of a specific segment of the total market |
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What are the 5 steps to formulating a human resources plan?
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1 Organizational misson, goals and strategy analysis 2 Environmental scans 3 Analysis of organizational character and culture 4 Choice and implimemation of HR strategies 5Review, evaluation and audit of HR stratigies |
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When doing an environmental scan what are the 5 forces facing Canading businesses?
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Economic Forces - including global trade and boom and bust forcing you to increase competitiveness. Demographic forces - Gender balance, education, aging, generational differences Technological forces - Flexable work, connectivity, mechanization Cultural forces - Ethnic diversity Legal forces - |
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What is the difinition of productivity?
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The ratio of a firms output ( good and services) divided by its inputs(People, capital, materials energy)
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What are 4 critical Economic forces?
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1 Economic cycles - Boom bust 2 Global trade - increased access to cheaper products 3 Productivity Improvement - New ways to do things faster and cheaper Global competitiveness - Other countries able to supply labour or knowledge cheaper. |
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What is mechanization?
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Converting work traditionally done by labour to machines Increase speed better service more predictable service standards replace boring or hazardous jobs |
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What is the organizational culture?
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The core beliefs and assumptions that are widely shared by all organizational members.
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What are the 5 groups of activities that the HR dept must continually focus on?
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1 Planning HR 2 Attracting HR 3 Placing and developing 4 Motivating and rewarding 5 Maintaining high performance |
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What is the purpose of an HR review or audit?
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Examine strategies to be aware of changing factors in tech and envir. etc. To continually look into the future and be proactive.
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What is job analysis?
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The systematic study of a job to discover its specifications, skill requirements etc. for wage setting recruitment, training ,or job design purposes
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What is a job?
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A group of related activities and duties. May be held by more than one employee |
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What is a position?
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A collection of task and responsibilities performed by an individual.
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What are some HR activities that rely on job analysis?
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Improving productivity levels elimination of job requirements that cause discrimination Creating job postings Matching qualified applicants planning future requirements deterimining training needs Determining compensation Realistic performance standards Accurate perfomance appraisals |
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When preparing for a job analysis what 3 activities should be done?
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1 Familiarize yourself with organization and the jobs 2 Determine uses of job analysis 3 Identify jobs to be analyzed |
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What 3 steps are done when collecting job analysis info?
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1 Determine sources of job data 2 Data colection instrument design 3 Choice of method for data collection. |
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What are some choices for a data collection method?
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Interviews Focus Groups Mailed questionnaires Employee log Observation Combinations of the above |
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What are some uses of Job analysis info?
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Job descriptions Job Specifications Job standards Competency models |
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What are the key parts of a job description?
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Job identity Job summary Job duties Working conditions |
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What are the key points of job identity?
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Job title, location, code ,grade National Occupational classification Skill level and type Industry and occupational mobility |
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What is the purpose of job summaries and duties?
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Summarizes the job in a few sentences - indicates what the job is - indicates how the job is done Explains what the job requires - Each major duty is described in the terms of the actions expected |
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What are examples of working conditions?
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May go beyond the physical environment - hours of work - safety hazards - travel requirements |
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What is the difference of job specifications relitive to a job description?
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Job description is what you are required to do in your job. Job specs are a written statement the explains the job demands human skills and factors required Indicates the human knowledge skills and abilities needed Includes specific tools, actions, experiences, education and training Inclused physical and mental demands |
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What is the purpose of human resource planning?
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To forecast an organizations future demand for and supply of employees and matches supply with demand.
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What is attrition?
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Attritions is the normal separation of employees as a result of resignation retirement or death
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What are consultants?
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Professionals who provide expert advise in a particular area.
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What are contract or contingent workers?
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Freelancer who is not part of the regular workforce who provides goods and or services to another entity under the terms of a specific contract.
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What is crowdsourcing?
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The act of a company taking on a function once performed by employees and outsourcing it to an undefined network of people in the form of an open call.
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What is the Delphi technique?
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The soliciting of predictions about specific future events from a panel of experts using repeated surveys until convergence of opinions occurs.
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What are enterprise wide systems?
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linking and organizations entire software application environment into a single enterprise solution.
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What is extrapolation?
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The extending of past rates of change into the future. eg you hired 20 employees per month for the last 2 years you can extrapolate that you will need to continue the same rate for the next 12 months.
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What is flexible retirement?
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Programs that provide retirees with the opportunity to work after they retire with flexibility in terms of how what where and when they work.
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What are forecasts with regards to HR?
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Estimates of future resource needs and changes.
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What is considered a full time employee?
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Work 37.5 to 40 hrs/work week
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What is Human Resource Accounting?
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A process to measure the present cost and value of human resources as well as there future worth to the organization.
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What is the human resource information system (HRIS)?
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A system used to collect, record, store, analyze and retrieve data concerning the organizations human resources. Used to formulate and implement strategies by HR specialists and line managers.
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What is indexation?
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A method of estimating future employment needs by matching employment growth with a selected index. eg for every million dollar increase in sales you require 10 assemblers.
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What is an Intranet?
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An organization specific internal computer network.
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What is job sharing?
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A plan where available work is spread among all workers in a group to reduce the extent of layoffs when production requirements cause a decline in available work.
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What is a labour market analysis?
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A study of a firms labour market to evaluate the present or future availability of different types of workers.
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What is a labour shortage?
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An insufficient supply of talented workers to fill the demand for labour.
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What is a management or leadership inventory?
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Detailed reports of available management capabilities in the company.
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What is the Markov analysis?
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Forecast of a firms future human resource supply using transitional probability matrices reflecting historical or expected movements of employees across jobs.
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What is the nominal group technique?
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A focused group discussion where members meet face to face write down their ideas and share them all new thoughts are recorded and ranked for importance.
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What is outplacement?
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Assisting employees to find jobs with other organizations.
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What is outsourcing?
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Contracting jobs to outside organizations rather than through an internal department.
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What is a part time employee?
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People that work less than full time hours and are not eligible for the same benefits of a full time employee.
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What is people equity?
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How an organization measures and manages its human capital to maximise its value. Using people to their full potential with less downtime.
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What is phased retirement?
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A gradual phase into retirement with loss or reduction of pension benefits.
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What is predictive analysis?
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The process of selecting, exploring, analyzing and modeling data to create better business outcomes.
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What are replacement charts?
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Visual representations of who will replace whom when a job opening occurs.
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What are replacement summaries?
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A list of likely replacements for each job and their relative strengths and weaknesses.
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What are skills inventories?
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Summaries of each works skills and abilities.
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What is a staffing table?
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A list of anticipated openings for each type of job.
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What is talent management?
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A systematic attraction, identification, development, engagement/retention, and deployment of those individuals with high potential who are of particular value to the organization.
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What are transition matrices?
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Describe the probabilities of how quickly a job position turns over and what incumbent employee may do over a period of time. Such as stay in current position, move to another position within the firm or accept a job with another organization.
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What is a work arrangement?
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The firms use of hours, schedules and location to ensure the goals of the organization and the needs of the employees are optimally met.
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What are the 5 stages of human resource planning?
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Stage 1 - No formal planning - Reactive Stage 2 - Minimal; focus on headcount. - reactive Stage 3 - Long term forecasts - Proactive Stage 4 & 5 - HRP is core strategic process - Proactive. |
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What are the 5 steps in the HR planning process?
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1 - Forcast demand for resources 2 - Access supply of resources 3 - Develop HR objectives 4 - Design and implement HR programs to balance demand and supply 5 - Establish program evaluation |
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What are blind ads?
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Ads that do not include the company name. useful if the employee you are trying to replace is still employed or if you want to limit unqualified applicants that just want to work for your company.
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What is buy-back?
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A way to convince a departing employee to stay typically by offering a wage increase or employment options.
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What is competitive advantage?
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A firms ability to deliver the same value and benefits as competitors but at a lower cost or deliver more benefits or unique value that exceed those of competing products.
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What is diversity management?
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Recognising differences among employees belonging to heterogeneous groups and creating a work environment which members of diverse groups feel comfortable.
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What are the advantages of employee referrals?
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Referrals are when employees recommend friends or associates for a position. The employee knows the job and likely to know others that know how to do the same work.
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What is a human resource plan?
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A firms overall plan to fill existing and future vacancies . Includes decisions on whether to fill in house or recruit from outside.
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What are inducements?
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Monetary, nonmonetary or even intangible incentives used by a firm to attract recruits. ie flextime or benefits or vacation.
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What is a job application form?
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A companies form completed by a job applicant with standard information about contact education prior employment and special skills Easier to compare apples to apples. |
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What are organizational policies?
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Internal policies that affect recruitment such as promote from within.
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What are professional search firms?
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Agencies that for a fee recruit specializes personnel for a company. Also known as headhunters . Will look for qualified personnel in competitors staff.
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What is meant by recruiter habits?
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A recruiter using the same methods systems or behaviors that led to past success. While it eliminates past errors it also may perpetuate past mistakes and no progress is made.
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What is recruitment?
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The process of finding and attracting capable applicants for employment and accept job offers that are extended to them.
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What is selection?
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The identification of candidates from a pool of recruits that best meet job requirements using tools such as application blanks, tests and interviews.
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Define ability tests?
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Ability tests aim to predict which job applicants have the skills, knowledge, and ability to do the job.
Tests that assess an applicants capacity or aptitude to function in a certain way. |
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What are behavioural description interviews? |
Interviews that attempt to find out how an applicant responded to specific work in the past. |
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What is a biographical information blank? (BIB) |
A type of questionnaire that uses a multiple choice format to measure an applicants experience, education, experiences,opinions, attitudes and interests. |
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What is the compensatory approach when using predictor tests? |
When a higher score on one predicts may compensate for a lower score on another. |
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What are computer interactive performance tests? |
Performance tests using computer simulations that can measure skills,comprehension, spatial visualization, judgement, etc. |
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What is differential validity? |
Test validation process aimed at discovering the validity of a test for various sub groups eg. Females or visible minoritys |
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What are some interviewee errors? |
Boasting, not listening, lack of preparation,playing games, talking too much. |
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What are some interviewer errors? |
Halo effect, leading questions, stereotypes, interviewer domination,contrast errors. |
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What is the multiple cutoff approach with regards to predictors? |
An approach where scores are set for each predictor and applicants are rejected if any one set falls below a certain minimum score. |
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What is the difference between validity and reliability on employment tests? |
Reliability is a selection devices ability to yield consistent results over repeated measures. Validity is a key attribute of a selection device that indicates it accuracy and relationship to job relevant criteria. |
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What are 8 steps in the selection process? |
1 Preliminary reception of applicants 2 Applicant screening 3 Administration of employment tests 4 Employment interviews 5 Realistic job preview 6 Verification of references 7 Contingent assessments 8 Hiring decision |
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What is the selection ratio? |
The number of applicants relative to the number positions filled. |
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What are situational judgement tests? |
A test that places an applicant in hypothetical scenarios and asks them to indicate how they would respond from a list of alternatives. |
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What is a situational interview? |
Interviews that attempt to assess the applicants likely future response to specific situations which may or may not have been faces by the applicant in the past |
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What are the 5 stages of an interview? |
1 Interviewer preparation 2 Creation of rapport 3 information exchange 4 Termination of interview 5 Evaluation on candidate |
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What are structured interviews? |
Interviews wherein a predetermined checklist of questions are usually asked of all candidates |
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What are unstructured interviews? |
Interviews using few planned questions to enable the interviewer to pursue in depth the applicants response. |
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What is the subjective approach with regards to using predictors? |
Decision maker looks at all the scores in various predictors, subjectively evaluates all the info and comes to an overall judgment |
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What is career development?
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A lifelong series of activities undertaken by individuals in their pursuit of a career.
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What is career management?
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A series of formal and less formal activities designed and managed by the organization to influence the career development of one or more employees.
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What is career planning?
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The process by which someone becomes more aware of their interests and needs and motivations in terms of their career.
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What is a cost benefit analysis?
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Analysis undertaken to assess the cost effectiveness of a project or program.
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What is cross training?
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Training employees to perform operations in areas other than their own. Gives workers a variety.
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What is development?
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Planned activities aimed to provide employees with enhanced skills and competencies for the future.
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What is human resource development?
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A function of HR management that integrates the use of training and employee and career development efforts to improve individual, group and organizational effectiveness. Goal to enable individuals to perform current and future jobs. |
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What is knowledge management?
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The ability to use the information that is stored in peoples heads.
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What is a learning organization?
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An organization that has an enhanced capacity to learn, adapt and change.
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What are learning principals?
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Guidelines in the ways people learn most effectively. including participation, repitition, relevance, transference and feedback
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What is a mentor?
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Someone who offers career guidance and support on a regular basis.
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What is a sponser?
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A person in the opganization who can create career development opportunities for others.
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What is a coach?
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Someone who can offer guidance in the employee making his own career decisions
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What is a needs assessment?
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A diagnosis that presents problems and future challenges that can be met through training and development.
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What is onboarding?
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The process of integrating and acculturing new employees into the organization and providing them with the tools, resources and knowledge to become successful and productive. It begins with the offer and lasts throughout the first year. |
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What are orientation programs?
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Programs that familiarize new employees with their roles, the organization and with other employees.
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What is strategic human resource development?
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The identification of needed skills and active management of employees learning in relation to corporate strategies. To prepare and develope employees ready to meet future organizational challenges and oppertunities.. |
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What is succession planning?
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To ensure that ther are a sufficient number of candidates for key positions ready to take over if an unexpected vacancy occurs.
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What is transference?
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The application of training to actual job situations.
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What is a 360 degree performance appraisal? |
A combinations of self, peer, supervisor and subordinate performance evaluation. |
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What is a balanced scorecard?
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An integrated organizational measuring approach that looks at organizational learning and innovation, financial management, internal operations and customar management. An approach best used to evaluate the company. |
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What are behaviorally anchored rating scales? (BARS)
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Evaluation tools that rate meployees along a rating scale by means of a specific behavior example on the scale.
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What are comparitive evaluation methods?
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A collection of different methods that compare one persons performance to that of co-workers.
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What is contrast error?
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A rater bias when a rate compares employees to each other rather than to a performance standard.
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What is error of central tendacy?
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When the rater feels that no one deserves a lowest or highest rating so moves all toward the middle.
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What are forced distributions?
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A System where the rater must catigorize all employees along a scale like a bell curve. You may have several stellar employees but they must fall on the scale accordingly not where they belong nessisarly.
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What is leniency bias?
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When the rater rates too softly.
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What is the management by objectives appraisal?
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Requires an employee and superior to jointly establish performance goals for the future. Employees aare subsequently evaluated on how well they have obtained these objectives.
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What is the ranking method of appraisal?
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When the rater list in order the employees from best to worst.
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What are some uses of performance apprasals?
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1 provide feedback and performance improvement 2 Employee development and career planning 3 Criteria for test validation 4 Training program objectives 5 Job re design 6 Administrative decisions (pay raises, promotions) |
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