HRM Midterm – Flashcards

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What are the seven competitive challenges facing human resources mangement departments
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1. Responding strategically to changes in the marketplace 2. Competing recruiting and staffing globally 3. Setting and achieving corporate social responsibility and sustainability goals 4. advancing HRM with technology 5. Containing costs while retaining top tlen and maximizing productivity 6. responding to the demographic and diversity challanges of the workplace 7. Adapting to educational and cultural shifts affecting the workplace
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*Explain the major activities for which the HR manager is typically resonsible
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1. Strategic advice and counsel 2. Service 3. Policy for mulation and implementation 4. Employee advocacy
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Describe the criteria necessary for firms to achieve sustained competitive advantage through people
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1. The resources must be valuable 2. The resources must be rare 3. The resources must be difficult to imitate 4. The resources must be organized
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List and discuss the steps in the hiring process
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Selection- who is your target audience going to be. What kind of applicants are you trying to employ. Screening- go through resumes and select who to move on to the next process Interview- interview people of intrest that make it through the screening process Post interview- screening after the interviews to narrow down the people of intrest Testing- How eligible are they for employement do they poses the correct skills for the job Reaching selection decision- Pick who you want, who has done the best on the tests and interviews, who will be the best fit for the job Final decision- are you going to hire them or not
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Compare and contrast the following four interview approaches: 1 nondirective interview, 2 structured interview, 3 situational interview, and 4 behavioral description interview
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1. An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carfully refrains from influencing the applicant's remarks 2. An interview in which a set of standardized question having an established set of answers is used 3. An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it 4. An interview in which an applicant is asked questions about what he or she actually did in a given situation
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which of the following is not a competitive challenge within the human resources management frameowk?
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a. changes in the marketplace b. Globalization c. technology d. EMPOYLEE RIGHTS
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An HRIS extends information technology beyond storing and retrieving information to:
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PROVIDING CURRENT AND ACCURATE DATA FOR PURPOSES OF CONTROL AND DECISION MAKEING
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To build human capital in organizations, managers should rely upon staffing programs that focus on :
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IDENTIFYING AND HIRING THE BEST AND BRIGHTEST TALENT AVAILABLE
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Managers have to find ways to empower employees and encourage their participation and involvement to more fully utilize human capital because:
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Employee skills often go unused
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Reengineering:
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Fundamentally redisigns business processes to achieve improvements in cost, quality, service, and speed
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which on of the following is not an HR cost that is typically incurred as a result of downsizing?
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a. severance pay b. vacation and sick-day payouts c. potential lawsuits d. developmental expenses
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A fiercely loyal workforce, a reruiting edge, and workers who aren't afraid to innovate are all benefits of :
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Companies that establish "no layoff" policies
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Employee productivity be summarized as a function of all of the following except:
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a. ability b. motivation c. environment d. COMPENSATION
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It is anticipated that in the future, the american workforce will exhibit:
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an increase in ethnic diversity
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Over thee last few decades, the educational attainment of the U.S. labor force has:
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risen dramatically
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The process of setting procedures for making decisions about the organizations long-term goals and strategies is called:
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Strategic planning
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Human resources planning is
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The process of anticipating and making provision for movement of people into, within, and out of an organization
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Customers, suppliers and substitutes are part of the ___ environment
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competitive
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The ___ provides the basic purpose of the organization as well as its scope of operations
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mission
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this group of employees has skills that are quite valuable to a company, but not particularly unique or difficult to replace
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core employees
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which of the following is not a component of corporate culture?
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a. values b. assumptions c. EXPERIENCE d. beliefs
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Environmental factors that are frequently attended to by organizations include all of the following except
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employee turnover and absenteeism rates
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Social concerns include
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elder care
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The competitive environment includes all the following except
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a. new entrants b. SUPPLIERS c. rivals d. subordinates
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Questions that might typically be found on a cultural audit include all of the following except
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a. AGE, RACE, AND GENDER b. pay and benefits c. diversity efforts d. hiring practices
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The employment of individuals in a fair and nonbiased manner is called
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equal employemnt opportunity
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a factor that appears to have influenced the growth of EEO legislation is
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the changing attitudes of society at large
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an employee alleging discrimination can sue both the manager (or supervisor) of a company and the company itself because
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EEO law provides for it
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the equal pay act probibits employers from discrimination in pay based on :
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gender
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title VII of the civial rights act makes it illegal to discriminate because of
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race and sex
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The legislative act that bars discrimination in all HR activities, including hiring, training, promotion, pay, employee benefits, and other conditions of employment, is know as the
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civil rights act of 1964
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the agency established to enforce the civil rights act and to promote equal employment opportunity is the
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Equal Employment Opportunity Commission
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Bona fide occupational qualifications can
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permit discrimination by an empolyer
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which of the following is not used to determine whether an accommodation is reasonable?
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a. size of the organization b. nature of the accommodation c. profitability of the organization d. FINANCIAL RESOURCES OF THE APPLICANT
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according to the prgnancy discrimination act, it is not illegal to
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deny to all employees sick-leave benefits including those for pregnancy related illnesses
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a job analysis approach that utilizes an inventory of the cvarious types of work activities that can constitute any job is known as
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functional job analysis
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an organizationspecific list of tasks and their descriptions used as a basis to identigy components of jobs is known as
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task inventory analysis
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a job specification is
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a statement of the knowledge, skills, and abilities required to perform work
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a job description is
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a statement of the taks, duties and responsibilities of a job
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discrpancies between the knowledge, skills, and abilities of the jobholder and the KSA reqired for the job can be remedied by
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training
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____ is the process of studying and designing equipment and systems that are easy and efficient for people to use and that ensure their physical well being
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ergonomics
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under which method of analyzing jobs would you videotape jobs for later study
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observation
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which of the following is not a method to gather job analysis information
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applications
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based upon the work of hackmand and oldham which of the following is not on of the five core job dimensions related to psychological states
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task isolationism
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a factor in determining the choice of outside sources from which to reruit appliants is
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legal requirements
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there is a correlation betwwen the recruitment success of the organization and
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the accuracy and completeness of advertisements
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use of the internet for recruiting
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is the most commonly used search tactic by job seekers
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which of the following is not a form of internal recruiting
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a. job posting b. performance appraisals c. MOBILE RECRUITING d. skill inventories
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the success of college campus recruiting can be weakened by all of the following except
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recruiters not trained to talk to interested candidates
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for each vacant position, hr staff and managers typically review ____ resumes
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20 to 100
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___ is /are the way most job positions are filled
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word of mouth recommendations
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____ is the process of keeping tack of and maintaining relationships with former employees to see if they would be willing to return to the firm
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re recruiting
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A means by which organiztions can assess and weigh the knowledge and skills that each of its jobs requires is
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competency analysis
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the lines of advancement for an individual with in an organization are known as
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career paths
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the final decision to hire an applicant usually belongs to
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supervisors
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the type of information obtained from an applicant should be based on
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job specifications
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what is usually the firwst step in the selection process
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submission of resume
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what is usually thethird step in the selection process
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interviews
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which of the following should not be asked on an application form
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a. application date b. references c. NATIONAL ORGIN d. criminal convictions
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the interview remains a mainstay of selection because of all of the following except
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it absolves the organization of legal liability
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the degree to which inferences drawn from interviews, test scores, and other selction procedures are supported by evidence is termed
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validity
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the extent to which good performance on a test correlates with high marks on a performance review is an example of
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criterion related validity
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the purposes served by application forms include all of the following except
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a. ELIMINATING THE NEED FOR INTERVIEWS b. determining if the applicant meets the minimum requirments c. providing the basis for interview questions d. offering sources for reference checks
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a legal means of screening out applicants who pose a security risk is to use a
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paper and pencil honesty test
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