Ibus 590- Exam 2- Chapter 12

Front 1

What do nations differ in HRM?

Back 1

Resource pool

Front 2

All the human and physical resources available in a country

The cost and amount of capital available to firms for operations and expansion

The type, quality, and costs of supporting institutions such as the systems of communication, education, and transportation

Back 2

Resource pool

Front 3

What are the key factors that influence the resource pool?

Back 3

-The quality, quantity, and accessibility of raw material

-The quantity, quality, and cost of personnel available

-The scientific, technical, and market-related knowledge available to firms

Front 4

National resources that occur naturally
- E.g., abundant water supply

Back 4

Natural factor conditions

Front 5

National resources created by a nation
- E.g., superior educational system

Back 5

Induced-factor conditions

Front 6

What are the characteristics of the National Context that affect HRM?

Back 6

-Education and training of the labor pool

-Laws and cultural expectations for selection practices

-Types of jobs favored by applicants

-Laws and cultural expectations regarding fair wages and promotion criteria

-Laws and traditions regarding labor practices

Front 7

What are some recruitment strategies?

Back 7

-Walk-ins or unsolicited applications

-Newspaper or Internet advertisement

-Company Web site job posting

-Internal job postings

-Public and private personnel agencies

-Placement services of educational institutions

-Current employee recommendations

Front 8

What is the selection like in Collectivist cultures?

Back 8

-Based on the in-group

-Preference for family

-Value potential trustworthiness, reliability, and loyalty over performance-related background

-High school and university ties substitute for family membership

Front 9

What is selection like around the world?

Back 9

-A person’s ability to perform technical aspects of the job

-Personal interviews are the best screening tool to gauge a candidate’s social skills

Front 10

-Combination of in-house apprenticeship training with part-time vocational-school training, and leads to a skilled certificate

-Stems from collaboration among employers, unions, and the state

-Costs shared between companies and state

-Employers have obligation to release employees for training

Back 10

Dual system used in Germany

Front 11

Regarding management development in the United States, the appraisals of managerial readiness are based on:

Back 11

-Assessment centers

-Mentoring

-"Fast track" careers

Front 12

Management development in Japan is based on:

Back 12

-Permanent employment (or longer-term employment)

-Recruitment directly from universities

-Join the company as a group

-Selected on personal qualities that fit the corporate culture

-Similar pay and promotion for first ten years—age seniority

-Informal recognition of those high performing managers

Front 13

Represents all people in one organization, regardless of occupation or location

Back 13

Enterprise union

Front 14

Represents people from one occupational group, such as plumbers

Back 14

Craft union

Front 15

Represents all people in a particular industry, regardless of occupational type

Back 15

Industrial union

Front 16

Represents one occupational group in one company

Back 16

Local union

Front 17

Represents all types of workers based on some particular ideology or religious orientation

Back 17

Ideological union

Front 18

Represents particular occupational group, similar to craft union

Back 18

White collar or professional union