Download HRM Exam Q&A: Key Concepts and Definitions and more Exams Human Resource Management in PDF only on Docsity!
ADM 2337 EXAM QUESTIONS AND ANSWERS 100%
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Human Resource Management - ANSWER The process of managing human talent to achieve an organizations objectives human capital - ANSWER the knowledge, skills, and capabilities of individuals that have economic value to an organization Six Sigma - ANSWER A set of principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement. Reengineering - ANSWER fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical measures of performance, such as cost, quality, service, and speed Downsizing - ANSWER planned elimination of jobs Outsourcing - ANSWER contracting out work that was done by employees Change Management - ANSWER a systematic way of bringing about and managing both organizational changes and changes on the individual level Reactive changes - ANSWER changes that occur after external forces have already affected performance proactive change - ANSWER Change initiated to take advantage of targeted opportunities Globalization - ANSWER the trend to opening up foreign markets to international trade and investment Corporate Social Responsibility (CSR) - ANSWER the responsibility of the firm to act in the best interests of the people and communities affected by its activities Collaborative software - ANSWER Software that allows workers to interface and share information with one another electronically Knowledge workers - ANSWER Workers whose responsibilities extend beyond the physical execution of work to include planning, decision-making, and problem-solving
Human Resources information system (HRIS) - ANSWER A computerized system that provides current and accurate data for purposes of control and decision-making Furloughing - ANSWER a situation in which an organization asks or requires employees to take time off for either no pay or reduced pay Offshoring - ANSWER the business practice of sending jobs to other countries Nearshoring - ANSWER the process of moving jobs closer to one's home country Employee leasing - ANSWER The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees line manager - ANSWER Non-HR managers who are responsible for overseeing the work of other employees Responsibilities of the HR Manager - ANSWER advice and counsel, service, policy formulation and implementation, employee advocacy Strategic Planning - ANSWER Procedures for making decisions about the organization's long-term goals and strategies Human Resource Planning (HRP) - ANSWER The process of anticipating and providing for the movement of people into, within, and out of an organization Strategic Human Resource Management - ANSWER the pattern of Human Resources deployments and activities that enable an organization to achieve its strategic goals mission - ANSWER The basic purpose of the organization as well as its scope of operations
market culture - ANSWER focused on the external environment, driven by competition and a strong desire to deliver results Hierarchical Culture - ANSWER -Authority runs the system -Traditions, roles clear -Rules, hierarchy valued -Emphasis on predictability values-based hiring - ANSWER the process of outlining the behaviors that exemplify a firm's corporate culture and then hiring people who are a fit for them trend analysis - ANSWER A quantitative approach to forecasting labor demand based on an organizational index such as sales management forecasts - ANSWER The opinions (judgments) of supervisors, department managers, experts, or others knowledgeable about the organization's future employment needs staffing tables - ANSWER Graphic representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements Markov Analysis - ANSWER A method for tracking the pattern of employee movements through various jobs quality of fill - ANSWER a metric designed to measure how well new hires that fill positions
are performing on the job skill inventories - ANSWER Files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds replacement chart - ANSWER Listings of current jobholders and people who are potential replacements if an opening occurs Succession Planning - ANSWER The process of identifying, developing, and tracking key individuals for executive positions. Attrition - ANSWER a natural departure of employees from organizations through quits, retirements, and deaths Termination - ANSWER practice initiated by an employer to separate an employee from the organization permanently severance pay - ANSWER A lump-sum payment given to terminated employees by an employer at the time of an employer-initiated termination Benchmarking - ANSWER The process of measuring one's own services and practices against the recognized leaders in order to identify areas for improvement Balanced Scorecard (BSC) - ANSWER A measurement framework that helps managers translate strategic goals into operational objectives Organizational capability - ANSWER The capacity of the organization to act and change in
Reasonable Accommodation - ANSWER Attempt by employers to adjust the working conditions or schedules of employees with disabilities or religious preferences sexual harassment - ANSWER unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature Diversity Management - ANSWER The optimization of an organization's multicultural workforce to reach business objectives job - ANSWER A group of related activities and duties position - ANSWER The different duties and responsibilities performed by only one employee Job Family - ANSWER A group of individual jobs with similar characteristics job specification - ANSWER A statement of the needed knowledge, skills, and abilities of the person who is to perform the job Job descriptions - ANSWER A statement of the tasks, duties, and responsibilities of a job to be performed Job analysis - ANSWER The process of obtaining information about jobs by determining their duties, tasks, or activities Position Analysis Questionnaire (PAQ) - ANSWER a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics
that apply to a wide variety of jobs critical incident method - ANSWER A job analysis method by which important job tasks are identified for job success Task Inventory Analysis - ANSWER An organization-specific list of tasks and their descriptions used as a basis to identify components of jobs Job design - ANSWER An outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction job enrichment - ANSWER enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying Job Characteristics Model - ANSWER A job design theory that purports that three psychological states (experiencing meaningfulness of the work performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover Employee Empowerment - ANSWER Granting employees power to initiate change, thereby encouraging them to take charge of what they do Industrial engineering - ANSWER A field of study concerned with analyzing work methods and establishing time standards Ergonomics - ANSWER An interdisciplinary approach to designing equipment and systems
Who should do the recruiting? - ANSWER - HR recruiters or generalists (large firms)
- Managers and/or supervisors (smaller firms)
- Work Teams
- Recruiting Process Outsourcing (RPO) Recruiting Process Outsourcing (RPO) - ANSWER The practice of outsourcing an organization's recruiting function to an outside firm Should a Firm Recruit Internally or Externally? - ANSWER - Most managers try to follow a policy of filling job vacancies above the entry-level position through promotions and transfers.
- There are advantages and disadvantages to both. Internal Labour Market - ANSWER Labour market in which workers are hired into entry- level jobs and higher levels are filled from within Global sourcing - ANSWER The business practice of searching for and utilizing goods and services from around the world Why recruit globally? - ANSWER - To develop better products via a global workforce
- To attract the best talent wherever it may be International recruiting issues - ANSWER - Local, national, and international laws
- Different labour costs
- Different pre-employment and compensation practices
- Cultural differences
- Security
- Visas and work permits Labour Markets - ANSWER Area from which applicants are to be recruited Tight labour market - ANSWER - high employment, few available workers Loose labour market - ANSWER - low employment, many available workers Factors determining a relevant labour market - ANSWER Area and location Branding - ANSWER a company's efforts to help existing and prospective workers understand why it is a desirable place to work Recruiting Internally - ANSWER -internal job postings -identifying talent through performance appraisals -skills inventories and replacement charts 9-box grid - ANSWER A comparative diagram that includes appraisal and assessment data to allow managers to easily see an employee's actual and potential performance Internal Job Postings - ANSWER - Bulletin board in the break room
- Company intranet sites
- Time consuming
- National reach is expensive for small companies Walk-ins/unsolicited applicant files (Recruiting Externally) - ANSWER direct applications where job seekers submit unsolicited material or show up in person seeking employment The internet, social networking, and mobile recruiting (Recruiting Externally) - ANSWER - Most commonly used search and recruitment tactic
- Cheaper, faster, and potentially more effective.
- Passive job seekers Passive job seekers (Recruiting Externally) - ANSWER people who are not looking for jobs but could be persuaded to take new ones given the right opportunity Job fairs (Recruiting Externally) - ANSWER sourcing and recruiting events at which multiple employers and recruits meet with each other to discuss employment opportunities Employee Referrals (Recruiting Externally) - ANSWER a practice by which current employees identify and refer promising recruits (nepotism) nepotism (Recruiting Externally) - ANSWER A preference for hiring relatives of current employees Rerecruiting (Recruiting Externally) - ANSWER The process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm
Executive search firms (Recruiting Externally) - ANSWER External recruiting method; firms seek out candidates, usually for executive, managerial, or professional positions ("headhunters") educational institutions (Recruiting Externally) - ANSWER social organizations responsible for transmission of knowledge, skills, beliefs, and values from one generation to another Professional Associations (Recruiting Externally) - ANSWER Groups of individuals who share a common profession and are often organized for common political purposes related to that profession. Labour unions (Recruiting Externally) - ANSWER an organization of workers that acts to protect workers' rights and interests public employment agencies (Recruiting Externally) - ANSWER Employment agencies that are supported by state or federal taxes and offer free services to both job applicants and employers. Private employment agencies (Recruiting Externally) - ANSWER Help employers locate workers and job seekers; locate jobs for a fee. Employment agencies that are not supported by taxes and must earn a profit to stay in business. Employee Leasing - ANSWER The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees
Yield ratios - ANSWER the percentage of applicants from a recruitment source that make it to the next stage of the selection process Costs of recruitment - ANSWER SC/H = (AC + AF + RB + NC) / H
- SC: source cost
- AC: advertising costs, total monthly expenditures
- AF: agency fees, total for the month
- RB: referral bonuses, total paid
- NC: no-costs hired, walk-ins, non-profit agencies, etc.
- H: total hired *per employee hired Applicant Tracking System (ATS) - ANSWER A software application recruiters use to post job openings, screen resumes, and contact via e-mail potential candidates for interviews, and track the time and costs related to hiring people Career Management - ANSWER The goal is to match individual and organizational needs: the employee role and the organizational role. Identifying Career Opportunities and requirements - ANSWER - Begin with a competency analysis
- Identify job progressions and career paths Matching Individual and Organizational Needs - ANSWER - The employees's role
- The organization's role: establishing a favorable career development climate
- Blending the goals of individual employees with the goals of the organization Identifying Career Opportunities and Requirements - ANSWER - Begin with a competency analysis
- Identify job progressions and career paths
- Track career stages
- Recognize different career paths
- Consider dual career paths for employees
- Considers the boundary less career
- Help employees progress beyond career plateaus Job Progressions - ANSWER The hierarchy of jobs a new employee might experience, ranging from a starting job to jobs that successively require more knowledge and/or skill Career Paths - ANSWER Lines of advancement in an occupational field within an organization Promotion - ANSWER a change of assignment to a job at a higher level in the organization Transfer - ANSWER Placement of an individual in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job Relocation service - ANSWER Services provided to an employee who is transferred to a new location, which may include help in moving, selling a home, orientating to a new culture, and/or learning a new language
Mentors - ANSWER Individuals who coach, advise, and encourage individuals of lesser rank Career Networking - ANSWER Establishing mutually beneficial relationships with other businesspeople, including potential clients Career Self-Management Training - ANSWER Helping employees learn to continuously gather feedback and information about their careers. Selection - ANSWER The process of choosing individuals who have relevant qualifications to fill existing or projected job openings The goal is to maximize hits and minimize misses. Selection Considerations - ANSWER person-job fit and person-organization fit Steps in the Selection Process - ANSWER 1. Completion of application
- Initial interview in HR department
- Employment testing (aptitude, achievement)
- Background investigation
- Preliminary selection in HR department
- Supervisor/team interview
- Hiring decision The Selection Process Information - ANSWER Obtaining reliable and valid information
Reliability - ANSWER The degree to which interviews, tests, and other selection procedures yield comparable data over time. Validity - ANSWER The degree to which a test or selection procedure measures a person's attributes Initial Screening - ANSWER - Cover letters and resumes
- Internet checks and phone screening
- Application forms
- Online applications Video Resume - ANSWER short video clips that highlight applicants' qualifications beyond what they can communicate on their resumes Employment Interviews - ANSWER 1) Nondirective Interviews
- Structured Interviews
- Situational Interviews
- Behavioural Description Interviews
- Panel Interview
- Video and Phone Interviews
- Computer-administered (automated) interviews Nondirective Interview - ANSWER An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant's remarks.
