IBUS 3021 Questions and Terms – Flashcards

Design formal systems to manage human talent for accomplishing organizational goals

Strategy/Planning, equal employment opportunities, staffing, talent management, rewards, risk management & worker protection, employee/labor relations

no autonomy, individual income, commute, no self management

A starting point for evaluating internal workforce strengths and weaknesses

slaves and conscripts, authoritarian drive system, Taylorism, psychology and human relations

Retention, employee satisfaction, recruiting costs, productivity, open positions

Important, strategic, energizing, and complex

FALSE

Human economic value added; Net profit after taxes - cost of capital/full-time head count; a gauge of how much more valuable the organization has become of its investment in human capital

To obtain skills and expertise not available in the organization

True

Discretionary

True

Superior profitability, higher employee engagement, lower expense

TRUE

FALSE

TRUE

TRUE

A number of specific HR practices tied to firm performance as measured by total returns to shareholders

Business measurement tool that includes financial, operational, customer and people metrics

has a positive affect on how employees feel and increases their level of satisfaction

Nordstrom seeks experienced sales associates to provide high customer service.

FALSE

Low morale and employee frustration

operational, financial, customer, and people metrics are causal

FALSE

1. Figure out what is changing within your organization's industry. 2. Understand where your company create value superior to that of your competitors. 3. Decide what are the processes that are most critical to the successful implementation of each component of the value chain. 4. Discover the key people that are in the areas of the value chain that are becoming increasingly important. 5. develop and implement an HR strategy to ensure tat you have the right people with the right skills doing the right things in those jobs that are important to the successful execution of the business strategy.

Select for good "person-organization" fit, get employees involved in defining their activities, create a more family-like organizational culture.

Affirmative action: By increasing the proportion of minority or female candidates hired or promoted, there is a reduction in the proportion of white or male candidates hired or promoted. In such cases, white and/or male individuals have fought against affirmative action and quotas, alleging reverse discrimination.

it refers to an individual gaining benefit in return for a sexual favor. The most obvious examples of sexual harassment involve quid pro quo harassment, meaning that a person makes a benefit (or punishment) contingent on an employee's submitting to (or rejecting) sexual advances.

In certain shopping malls, female workers are exclusively employed to clean the ladies restroom. The courts have held that in some situations that a factor such as sex or race may be a bona fide occupational qualification (BFOQ), that is, a necessary (not merely preferred) qualification for performing a job. In this case disparate treatment is legal.

Gender Under the Equal Pay Act of 1963, if men and women in an organization are doing equal work, the employer must pay them equally. If the pay differences result from differences in seniority, merit, quantity or quality of production, or any factor other than sex, then the differences are legal.

Is categorized as bona fide occupational qualification. The courts have held that in some situations that a factor such as sex or race may be a bona fide occupational qualification (BFOQ), that is, a necessary (not merely preferred) qualification for performing a job.

Disparate treatment

TRUE The main provision of the OSH Act states that each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or are likely to cause death or serious physical harm. This is called the act's general-duty clause.

TRUE The Office of Federal Contract Compliance Procedures is the agency responsible for enforcing the executive orders that cover companies doing business with the federal government.Each year, the OFCCP audits government contractors to ensure they are actively pursuing the goals in their plans.

Affirmative action

is a necessary qualification for the job The courts have held that in some situations, a factor such as sex or race may be a bona fide occupational qualification (BFOQ), that is, a necessary (not merely preferred) qualification for performing a job. In this case disparate treatment is legal.

individuals with disabilities

0.5<0.8, this indicates that there is evidence of discrimination. Four-fifths rule finds evidence of discrimination, if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group.

FALSE An important distinction between disparate treatment and disparate impact is the role of the employer's intent. Proving disparate treatment in court requires showing that the employer intended the disparate treatment, but a plaintiff need not show intent in the case of disparate impact. It is enough to show that the result of the treatment was unequal.

FALSE

A firm modifies its examinations and selection procedures to enable applicants of the minority community to fare better Especially in situations involving religion and individuals with disabilities, equal employment opportunity may require that an employer make reasonable accommodation. In employment law, this term refers to an employer's obligation to do something to enable an otherwise qualified person to perform a job. A is NOT a reasonable accommodation because companies do not need to modify employee selection procedures to help minority applicants fare better. How might a company avoid making a reasonable accommodation? The EEOC website states that "An employer does not have to provide a reasonable accommodation that would cause an undue hardship to the employer. Generalized conclusions will not suffice to support a claim of undue hardship. Instead, undue hardship must be based on an individualized assessment of current circumstances that show that a specific reasonable accommodation would cause significant difficulty or expense. They need to prove that to provide the accommodation would cause an undue hardship. According to the EEOC, a determination of undue hardship would be made using the following factors: the nature and cost of the accommodation needed; the overall financial resources of the facility making the reasonable accommodation; the number of persons employed at this facility (or if the company is part of a larger entity); the effect on expenses and resources of the facility; the type of operation of the employer, including the structure and functions of the workforce, the geographic separateness, and the administrative or fiscal relationship of the facility involved in making the accommodation to the employer; the impact of the accommodation on the operation of the facility

how many people are currently in various job categories

FALSE Usually the organization checks references after it has determined that the applicant is a finalist for the job

job analysis Job analysis is the process of getting detailed information about jobs. Analyzing jobs and understanding what is required to carry out a job provide essential knowledge for staffing, training, performance appraisal, and many other HR activities.

Reduced work hours. An alternative to downsizing which is seen as a way to spread the burden more fairly is cutting work hours, generally with a corresponding reduction in pay. This is a more equitable way to weather a slump in demand.

Fixed and unchanging job descriptions for various jobs. Although errors in job analysis can have many sources, most inaccuracy is likely to result from job descriptions being outdated. For this reason, job analysis must not only define jobs when they are created, but also detect changes in jobs as time passes.

The contents of the information is collected by the applicant. An obvious drawback of using résumés as a source of information is that applicants control the content of the information, as well as the way it is presented. This type of information is therefore biased in favor of the applicant and may not even be accurate. On the positive side, résumés may enable applicants to highlight accomplishments that might not show up in the format of an employment application. Review of résumés is most valid when the content of the résumés is evaluated in terms of the elements of a job description.

TRUE

"Will you need any reasonable accommodations for this hiring process" Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews. The organization may not ask questions that gather information about a person's protected status, even indirectly. Refer to table 6.1.

Doing business across the world drives companies to have consistent processes, but local cultures calls for differentiation. "In order to build, maintain, and develop their corporate identity, multinational organizations needs to strive for consistency in their ways of managing people on a worldwide basis. Yet, and in order to be effective locally, they also need to adapt those ways to the specific cultural requirements of different societies. While the global nature of the business may call for increased consistency, the variety of cultural environments may be calling for differentiation." Laurent (1986)

FALSE Despite recognizing the value and increased importance of international assignments, most companies still do not have a mature talent management process for international assignments. Source: Brookfield 2015 Global Mobility Trends Survey Report (p.9)

Extroversion, agreeableness, emotional stability, conscientiousness, openness to new experiences.

FALSE

Age of children, Structure of the family unit, Pets, Career of the expat's spouse/partner, Excitement of the family for the assignment, Cost of relocation, Gender of the expat

FALSE A drawback of relying solely on incumbents' information is that they may have an incentive to exaggerate what they do in order to appear more valuable to the organization. Information from incumbents should therefore be supplemented with information from observers, such as supervisors, who look for a match between what incumbents are doing and what they are supposed to do.

FALSE Under the ADA, the employer may not, in making hiring decisions, use employment physical exams or other tests that could reveal a psychological or physical disability

Organization analysis Usually, the needs assessment begins with the organization analysis. This is a process for determining the appropriateness of training by evaluating the characteristics of the organization

Person analysis The person analysis is a process for determining individuals' needs and readiness for training. It helps a manager to identify whether training is appropriate and which employees need training.

Apprenticeship

When the program is being developed? After a training program ends, or at intervals during an ongoing training program, organizations should ensure that the training is meeting objectives. The stage to prepare for evaluating a training program is when the program is being developed.

FALSE Electronic performance support systems (EPSSs) provide access to skills training, information, and expert advice when a problem occurs on the job. Using an EPSS is faster and more relevant than attending classes.

FALSE In general, organizations try to avoid the need for involuntary turnover and to minimize voluntary turnover, especially among top performers. Both kinds of turnover are costly.

FALSE An organizational change, such as a merger, also might have important consequences for job satisfaction. Ongoing surveys give the organization a way to measure whether policies adopted to improve job satisfaction and employee retention are working.

It uses common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for various occupations. 1,000 broadly defined occupations. Users can visit O*NET OnLine to review jobs' tasks, work styles and context, and requirements including skills, training, and experience.

It is an area of personal capability that enables employees to perform successfully A competency is an area of personal capability that enables employees to perform their work successfully.For example, success in a job or career path might require leadership strength, skill in coaching others, and the ability to bring out the best in each member of a diverse team of employees.

Telecommuting supports the strategy of corporate social responsibility by reducing the employees need to commute by vehicles. Telecommuting supports the strategy of corporate social responsibility because telecommuting employees do not produce the greenhouse gas emissions that result from commuting by car.

Pre-program assessment and exploration, expat and family training program, host manager and team cultural briefing, project alignment meeting, in-country coaching, knowledge management process

FALSE

It is systemizable, It is individualized, It is made easier for the next time

FALSE

Communication with the expat while still in the host country, helping the expat with his/her career path upon return, reducing culture shock upon return home, finding out and sharing what the expat learned while away.

Formalizing an ongoing relationship with the former host office.