Help
Options
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't Know
Remaining cards (0)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
STMG Ch. 11
Human Resource Management
| Question | Answer |
|---|---|
| What is HRM? | The process of attracting, developing, and maintaining a quality workforce |
| When does discrimination occur? | When someone is denied a job or a job assignment for reasons not job relevant |
| What does EEO stand for? | Equal employment opportunity |
| What is Equal Employment Opportunity | The right to employment and advancement without regard to race, sex, religion, colour, or national origin |
| What is 'sexual harassment'? | Behavior of a sexual nature that affects a person's employment situation |
| What law deals with sexual harassment? | Employment Relations Act 2000 (ERA) |
| What differentiates DIRECT DISCRIMINATION between indirect discrimination? | Direct discrimination is defined as "Treating a person or group less favorably than another person or group in similar circumstances" |
| Treating a person or group less favorably than another person or group in similar circumstances is what type of discrimination? | Direct |
| What differentiates INDIRECT DISCRIMINATION between direct discrimination? | Indirect discrimination a practice that appears inoffensive but that results in a person or group being unreasonably disadvantaged |
| What is affirmative action? | A commitment by an organization to hiring and advancing minority groups and women |
| What is the EOWW Act 1999? | Equal Opportunity for Women in the Workplace Act 1999 |
| What is 'diversity management'? | Involves identifying and managing those employee characteristics likely to have a significant impact on the organization's ability to achieve its strategic objectives |
| Identifying and managing those employee characteristics likely to have a significant impact on the organization's ability to achieve its strategic objectives IS WHAT? | Diversity management |
| What does OHS stand for? | Occupational health and safety |
| What law protects OHS? | The Occupational Health and Safety Act 1985 |
| Industrial relations is what? | The process of negotiation and bargaining between employers and employees |
| The process of negotiation and bargaining between employers and employees is what? | Industrial relations |
| What do unions do? | They represent the interests of employees in an industry, occupation or organization |
| What do business associations do? | They represent the interests of organizations in an industry or region |
| What does job analysis do? | It studies job requirements and facts that can influence performance |
| What is a 'job description'? | A detail of the duties and responsibilities of a job holder |
| What is a 'job specification'? | A list of the qualifications required of a job holder |
| A list of the qualifications required of a job holder is what? | A job specification |
| A detail of the duties and responsibilities of a job holder is what? | A job description |
| What is recruitment? | A set of activities designed to attract a qualified pool of job applicants |
| External recruitment occurs when...? | Job candidates are sought from outside the hiring organization. |
| Internal recruitment occurs when...? | Applicants are sourced from inside the organization |
| What is 'traditional recruitment'? | When the emphasis is on selling the organization to job applicants |
| What are 'realistic job previews'? | The provision of all job relevant information to applicants regarding the job and organization |
| What does 'selection' involve? | Choosing from a pool of the best-qualified job applicants |
| What are the six steps of the selection process? | 1. Formal Application; 2. Interview; 3. Testing; 4. Reference checks; 5. Physical exam; 6. Analysis and decision |
| 1. Formal Application; 2. Interview; 3. Testing; 4. Reference checks; 5. Physical exam; 6. Analysis and decision are all steps of what process? | The selection process |
| The provision of all job relevant information to applicants regarding the job and organization is what? | A realistic job preview |
| What does 'reliability' mean in the HRM selection process? | A selection device measures consistently over repeated uses |
| What does 'validity' mean in the HRM selection process? | A selection device has a demonstrated link with future job performance |
| What is an assessment centre? | A place that examines how job candidates handle simulated work situations |
| What does 'socialization' do? | Systematically changes the expectations, behavior and attitudes of new employees |
| What does 'orientation' do? | Familiarizes new employees with jobs, co-workers and organizational policies and services |
| What does training provide? | Learning opportunities to acquire and improve job-related skills |
| What does 'coaching' involve? | An experienced person offering performance advice to a less-experienced person |
| What does 'mentoring' do? | It assigns early-career employees as proteges to more senior ones |
| What is 'modeling' in on-the-job training? | A way of demonstrating through personal behavior the job performance expected of others |
| What are the three on-the-job training approaches? | Coaching, mentoring, and modeling |
| What is 'off-the-job' training? | Training accomplished outside the work setting - can be done within the organizational setting in a training room, or at an offsite location |
| What is one important form of 'off-the-job' training? | Management development |
| What is management development? | Training to improve knowledge and skills in the management process |
| What aspect of management development might apply to beginning managers? | Training that emphasizes delegating duties |
| What aspect of management development might apply to middle managers? | Training to better understand multifunctional viewpoints |
| What aspect of management development might apply to top managers? | Advanced management training to sharpen their decision-making and negotiating skills, as well as expand their awareness of corporate strategy and direction |
| What does a performance management system do? | Sets standards, assesses results and plans for performance improvements |
| What "Sets standards, assesses results and plans for performance improvements"? | Performance management systems |
| What is performance appraisal? | The process of formally evaluating performance and providing feedback to a job holder |
| The process of formally evaluating performance and providing feedback to a job holder is known as what? | A performance appraisal |
| The evaluation purpose is part of what? | Performance appraisal |
| The development purpose is part of what? | Performance appraisal |
| The judgmental role is part of what? | Performance appraisal |
| The counseling role is part of what? | Performance appraisal |
| The criteria of reliability and validity belong to what? | Performance appraisal |
| The evaluation purpose in performance appraisal does what? | Lets people know where they stand relative to performance objectives and standards |
| The development purpose in performance appraisal does what? | Intends to assist with training and continued personal development |
| The judgmental role in performance appraisal occurs when? | The manager gives a direct evaluation of the person's accomplishments |
| The counseling role in performance appraisal occurs when? | The manager focuses on a subordinate's development needs |
| The criteria of reliability and validity require what? | For reliability, the method of appraisal to consistently yield the same result over time. For validity, the method must be unbiased and measure only factors directly related to job performance |
| What are five performance appraisal methods? | Graphic Rating Scale, Behaviorally Anchored Rating Scale (BARS), Critical-Incident Technique, Multiperson Comparison, & 360 degree Feedback |
| Describe a Behaviorally Anchored Rating Scale. | It uses specific descriptions of actual behaviors to rate various levels of performance |
| Describe a Graphic Rating Scale. | It uses a checklist of traits or characteristics to evaluate performance |
| How does a Critical-Incident Technique function? | It keeps a log of someone's effective and ineffective job behaviors |
| What are two types of entries can be used for Critical-Incident Technique? | Positive and negative examples |
| What does a Multiperson Comparison do? | Formally compares one person's performance with that of others |
| What does BARS stand for? | Behaviorally Anchored Rating Scale |
| What are four multiperson comparison methods? | rank ordering, paired comparisons, forced distribution, peer appraisal, upward appraisal |
| When using a Multiperson Comparison method, how does a rank ordering approach work? | All people being rated are arranged in order of performance achievement |
| When using a Multiperson Comparison method, how does a paired comparison approach work? | Each person is compared with every other person and rated as either the superior or weaker member of the pair - a summary ranking is generated based on the number of superior scores achieved |
| When using a Multiperson Comparison method, how does a forced distribution approach work? | Each person is placed into a frequency distribution that requires a certain percentage to fall into specific performance classifications |
| When using a Multiperson Comparison method, how does a peer appraisal approach work? | People who work regularly and directly with a job holder are included in the performance appraisal process |
| When using a Multiperson Comparison method, how does an upward appraisal approach work? | Subordinates are included in the performance appraisal process |
| What happens in a 360 degree Feedback method of performance appraisal? | Superiors, subordinates, peers, and even customers are included in the appraisal process |
| What is a career? | A sequence of jobs that constitute what a person does for a living |
| A sequence of jobs that constitute what a person does for a living is called what? | A career |
| What is 'career planning'? | The process of systematically matching career goals and individual capabilities with opportunities in the environment |
| The process of systematically matching career goals and individual capabilities with opportunities in the environment is called what? | Career planning |
| What is a 'career plateau'? | A position from which someone is unlikely to move to a higher level of work responsibility |
| A position from which someone is unlikely to move to a higher level of work responsibility is called what? | A career plateau |
| What does a work-life balance involve? | Balancing career demands and personal and family needs |
| What is base remuneration? | A salary or hourly wage paid to an individual |
| What are fringe benefits? | Additional non-wage or non-salary forms of remuneration |
| A salary or hourly wage paid to an individual is called what? | Base remuneration |
| Additional non-wage or non-salary forms of remuneration are called what? | Fringe benefits |
| What are flexible benefits? | Programs that allow employees to choose from a range of benefit options |
| Define 'replacement decisions' in the context of retention and turnover in HRM | The management of promotions, transfers, terminations, lay-offs, and retirements |
| What is 'promotion'? | Movement to a higher level position |
| What is 'transfer'? | Movement to a different job at a similar level of responsibility |
| Termination is what? | The permanent dismissal of an employee |
Created by:
ginamaye
Popular Management sets