Hr Management Exam 1

Front 1

the acquisition of knowledge, skills and behavior that improve an employee's ability to meet changes in job requirements and in customer demands

Back 1

development

Front 2

fundamental principles of right and wrong

Back 2

ethics

Front 3

collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders

Back 3

evidence-based HR

Front 4

an organization in which technology, organizational structure, people and processes work together seamlessly to give an organization an advantage in the competetitive enivronment

Back 4

high-performance work system

Front 5

an organization's employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight

Back 5

human capital

Front 6

the policies, practices, and systems that influence employees' behavior, attitudes, and performance

Back 6

human resource management (HRM)

Front 7

identifying the numbers and types of employees the organization will require to meet its objectives

Back 7

human resource planning

Front 8

the process of getting detailed information about jobs

Back 8

job analysis

Front 9

the process of defining the way work will be performed and the tasks that a given job requires

Back 9

job design

Front 10

the process of ensuring that employees' activities and outputs match the organization's goals

Back 10

performance management

Front 11

the process through which the organization seeks applicants for potential employment

Back 11

recruitment

Front 12

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

Back 12

selection

Front 13

the parties with an interest in the company's success (typically, shareholders, the community, customers and employees)

Back 13

stakeholders

Front 14

an organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community

Back 14

sustainability

Front 15

a systematic, planned effort to attract, retain, develop and motivate highly skilled employees and managers

Back 15

talent management

Front 16

a planned effort to enable employees to learn job-related knowledge, skills and behavior

Back 16

training

Front 17

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

Back 17

workforce analytics

Front 18

cash, equipment, technology and facilities

Back 18

capital

Front 19

Strategic HR Practices

Back 19

Analysis and Design of Work
HR planning
Recruiting
Selection
Training and Development
Compensation
Performance Management
Employee Relations

Front 20

Human Resource Qualities

Back 20

valuable; rare; cannot be immitated; have no good substitutes

Front 21

Responsibilities of HR Departments

Back 21

Adminstrative services and transactions
Business partner services
strategic partner
Establishing and adminstering personnel policies
Ensuring compliance with labor laws

Front 22

Top Qualities Employeers Look For In Employees

Back 22

1. Teamwork Skills
2. Verbal Communication Skills
3. Decision making, problem solving
4.Gathering/processing information
5. Planning, prioritizing tasks

Front 23

Skills of HRM Professionals

Back 23

1. Credible activist
Cultural and change steward
Talent manager/organizational designer
strategic architect
business allies
operational executors

Front 24

HR Responsibilities of Supervisors

Back 24

Help define jobs
Forecast HR needs
Provide training
Interview and select employees
Appraise performance
Recommand pay increases and promotions
Communicate policies
Motivate with support from pay, benefits and other rewards

Front 25

Standards for Identifying Ethical Practices

Back 25

Greatest Good for Greatest Number
Respect for Basic Human Rights
Fair and Equitable

Front 26

Employee Rights

Back 26

Free Consent
Privacy
Freedom of Conscious
Freedom of Speech
Due to Process

Front 27

Right of Free Consent

Back 27

the right to be treated only as they knowingly and willingly consent to be treated

Front 28

Right of Privacy

Back 28

the right to do as they wish in their private lives, and the right to control what they reveal about private activities

Front 29

Right of Freedom of Conscience

Back 29

the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms

Front 30

Right of Freedom of Speech

Back 30

the right to criticize an organization's ethics if they do so in good conscience and their criticism does not violate the rights of individuals in the organization

Front 31

Right to Due Process

Back 31

if people believe their rights are being violated, they have the right to a fair and impartial hearing

Front 32

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)

Back 32

alternative work arrangement

Front 33

The processing and transmission of digitized HR information, especially using computer networking and the Internet

Back 33

electronic human resource management (e-HRM)

Front 34

decisions regarding all aspects of product development or customer service

Back 34

employee empowerment

Front 35

employees who take assignments in other countries

Back 35

expatriates

Front 36

individuals who are actively seeking employment

Back 36

external labor market

Front 37

a computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization's human resources

Back 37

human resource information system (HRIS)

Front 38

an organization's workers (it's employees and the people who have contacts to work at the organization)

Back 38

internal labor force

Front 39

employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process , or a profession

Back 39

knowledge of workers

Front 40

moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available

Back 40

offshoring

Front 41

the practice of having another company (a vendor, third party provider or consultant) provide services

Back 41

outsourcing

Front 42

a description of what an employee expects to contribute in an employment relationship and what they employeer will provide the employee in exchange for those contributions

Back 42

psychological contract

Front 43

a complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality

Back 43

reegineering

Front 44

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

Back 44

self-service

Front 45

the assignment of work to groups of employees with various skills who interact to assemble a product or provide a service

Back 45

teamwork

Front 46

a companywide effort to continually improve the ways people, machines and systems accomplish work

Back 46

total quality management (TQM)

Front 47

full involvment in one's work and commitment to one's job and company

Back 47

employee engagment

Front 48

Business Strategy Issues Affecting HRM

Back 48

Total Quality Management
Mergers and Acquisitions
Reengineering
Internal Expansion
Downsizing
Outsourcing

Front 49

Changes in Labor Force

Back 49

Aging Workforce
Diverse Workforce
Skill Deficiencies

Front 50

An organization's active effort to find opportunities to hire or promote people in a particular group

Back 50

affirmative action

Front 51

a necessary (not merely preferred) qualification for performing a job

Back 51

bona fide occupational qualification (BFOQ)

Front 52

Under the Americans with Disabilities Act, a physical or mental impairment that substantially limits one or more major life activites, a record of having such an impairment, or being regarded as having such an impairment

Back 52

disability

Front 53

a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities

Back 53

disparate impact

Front 54

differing treatment of individuals where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status; includes race norming

Back 54

disparate treatment

Front 55

the EEOCs Employeer Information Report, which counts employees sorted by job category, sex, ethnicity, and race

Back 55

EEO-1 reports

Front 56

The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability or national origin

Back 56

equal employment opportunity (EEO)

Front 57

Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other antidiscrimination laws

Back 57

Equal Employment Opportunity Commission (EEOC)

Front 58

rule of thumb that finds evidence of potential discrimination if an organization's hiring rate for a minority group is less than four-fifths of the hiring rate for the majority group; establishes prima facie case

Back 58

four-fifths rule

Front 59

safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential harm or injury

Back 59

job hazard analysis technique

Front 60

Forms on which chemical manufacturers and importers identify the hazards of their chemicals

Back 60

material safety data sheets (MSDs)

Front 61

US law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce

Back 61

Occupational Safety and Health Act (OSH Act)

Front 62

Labor Department agency responsible for inspecting employers, applying safety and health standards and levying fines for violation

Back 62

Occupational Safety and Health Administration (OSHA)

Front 63

the agency responsible for enforcing the executive orders that cover companies doing business with the federal government

Back 63

Office of Federal Contract Complaince Programs (OFCCP)

Front 64

An employer's obligation to do something to enable an otherwise qualified person to perform a job

Back 64

reasonable accomodation

Front 65

state laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous

Back 65

right-to-know laws

Front 66

unwelcome sexual advances as defined by the EEOC

Back 66

sexual harassment

Front 67

method of promoting safety by demonstrating which specific element of a job led to a past accident

Back 67

technic of operations review (TOR)

Front 68

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 anti-discrimination laws

Back 68

Uniform Guidelines on Employee Selection Procedures

Front 69

constitutional amendment abolishing slavery in the United States

Back 69

Thirteenth Amendment

Front 70

constitutional amendment that forbids states from taking life, liberty, or property without due process of law and prevent the states from denying equal protection of the laws

Back 70

Fourteenth Amendment

Front 71

grants all persons the same property rights as white citizens, as well as the right to enter into and enforce contracts

Back 71

Civil Rights Act of 1866

Front 72

grants all citizens the right to sue in federal court if they feel they have been deprived of some civil right

Back 72

Civil Rights Act of 1871

Front 73

if a men and women in an organization are doing equal work, the employeer must pay them equally; defines equal in terms of skill, effort, responsibility and working conditions; allows for differences in pay if the differences result from differences in senority, merit, quantity or quality of production or any factor other than gender

Back 73

Equal Pay Act of 1963

Front 74

prohibits employers from discriminating against individuals because of their race, color, religion, sex or national origin; applies to any organizations that employee 15 or more persons working 20 or more weeks a year

Back 74

Title VII of the Civil Rights Act of 1964

Front 75

prohibits discrimination against workers who are over the age of 40; prohibits hiring, firing, setting compensation rates, or other employment decisions based on age

Back 75

Age Discrimination in Employment Act (ADEA)

Front 76

enacted to encourage employers to recruit qualified individuals with disabilities and make reasonable accomodations to all those people to become active members of the labor market, this act covers executive agencies and contractors and subcontractors that recieve more than $2,500 annual from the federal government. These organizations must engage in affirmative action for individuals with disabilities

Back 76

Vocational Rehabilitation Act of 1973

Front 77

requires federal contractors and contractors and subcontractors to take affirmative action towards employing veterans of the Vietnam War (those serving between August 5, 1964 and May 7, 1975)

Back 77

Vietnam Era Veteran's Readjustment Act of 1974

Front 78

an amendment to Title VII of the Civil Rights Act of 1964, this act defines discrimination on the basis of pregnancy, childbirth, or related medical conditions to be a form of illegal sex discrimination

Back 78

Pregnancy Discrimination Act of 1978

Front 79

this act protects individuals with disabilities from being discriminated against in the workplace. Covers all employment practices such as application procedures, hiring, firing, promotions, compensation, and training

Back 79

Americans with Disabilities Act (ADA) of 1990

Front 80

act that broadened the relief available to victims of discrimination by adding compensatory and punative damages

Back 80

Civil Rights Act of 1991

Front 81

act that says employeers must reemployee works who left jobs to fulfill military duties for up to five year; employers must reemploy them in the job they would have had if they had not left providing the same seniority, compensation, status, etc that they would have if they had not left

Back 81

Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)

Front 82

act that states employers with 15 or more employees may not use genetic information in making decisions related to terms, conditions or priviledges of employment including decisions to hire, promote or layoff a worker

Back 82

Genetic Information Nondiscrimination Act of 2008 (GINA)

Front 83

basic components of affirmative action plan

Back 83

Utilization analysis
Goals and timetables
Action steps

Front 84

takes into account how some fields are predominately male or female

Back 84

comprable worth

Front 85

comprable factors

Back 85

skill, effort, responsibility, working conditions

Front 86

result of a claim against Goodyear tire, changes the time limit from first incident to latest paycheck

Back 86

Lilly Ledbetter Act (2005)

Front 87

situation in which one score is acceptable for one race and another score is acceptable for another race

Back 87

race norming