Download MIE 330 Exam 1 Study Guide: Human Resource Management Concepts and Practices and more Exams Business Statistics in PDF only on Docsity!
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MIE 330 Exam 1 Study Guide 125
correctly answered and detailed.
Human Resource Management (HRM) - ANSWER The policies, practices, and systems that influence employees
o Behavior
o Attitudes
o Performance
Employees and customers tend to be more satisfied when... - ANSWER o the companies tend to...
♣ Be more innovative
♣ Have greater productivity
♣ Develop a more favorable reputation in the community
Human capital - ANSWER • an organization's employees described in terms of their:
o Training
o Experience
o Judgment
o Intelligence
o Relationships
o Insight
The concept of HRM implies that employees are... - ANSWER resources of the employer
HRM and Sustainable Competitive Advantage - ANSWER An organization can succeed if it has sustainable competitive advantage
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HR give organizations advantages because... - ANSWER human resources are valuable, cannot be imitated, have no good substitutes and with needed skills and knowledge are sometimes rare.
High-Performance Work System - ANSWER An organization in which technology, organizational structure, people, and processes all work together to give an organization a competitive advantage.
Administrative services and transactions - ANSWER Handling administrative tasks (for example, hiring employees and answering questions about benefits) efficiently and with a commitment to quality.
Business partner services - ANSWER Developing effective HR systems that help the organization meet its goals for attracting, keeping, and developing people with the skills it needs. To be effective, HR people must understand the business so it can understand what the business needs.
Strategic partner - ANSWER Contributing to the company's strategy through an understanding of its existing and needed human resources and ways HR practices can give the company a competitive advantage. For strategic ideas to be effective, HR must understand the business, its industry, and its competitors.
Job Analysis - ANSWER Process of getting detailed information about jobs.
Job Design - ANSWER Process of defining the way work will be performed and the tasks that a given job requires.
Recruitment - ANSWER The process through which the organization seeks applicants for potential employment.
Selection - ANSWER 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.
Training Employees - ANSWER A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
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o benefits
Workforce Analytics - ANSWER 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.
Ensuring Compliance with Labor Laws - ANSWER o Government requirements include:
♣ filing reports and displaying posters
♣ avoiding unlawful behavior
Managers depend on HR professionals to... - ANSWER help them keep track of these requirements.
Lawsuits will continue to influence HRM practices concerning job security. - ANSWER ♣ Employment at will, age discrimination, etc.
HR planning - ANSWER identifying the numbers and types of employees the organization will require to meet its objectives.
Talent Management - ANSWER a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers.
Evidence-based HR - ANSWER Collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders.
o Define knowledge and skills associated with success in HRM
o Four clusters of categories - ANSWER ♣ technical
♣ interpersonal
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♣ business
♣ leadership
In an organization, who should be concerned with HRM? - ANSWER Managers, supervisors and HR
Careers in Human Resource Management - ANSWER • Salaries vary depending on education and experience.
- Some positions are generalists, some are specialized.
- Most positions require a college degree.
Internal Labor Force - ANSWER An organization's workers includes its employees and people who have contracts to work at the organization
Internal labor force has been drawn from... - ANSWER the external labor market.
External Labor Market - ANSWER Individuals who are actively seeking employment
Number and kinds of people in external labor market determine... - ANSWER kinds of human resources available to an organization.
Today's Workforce - ANSWER o Baby Boomers (born between 1946 and 1964))
o Generation X (born between 1965-1980)
o Millennials (born from 1981 to 1995)
o What should we call you? Digital Natives? (born after 1995)
HR Implications of an Aging Workforce - ANSWER o HRM spends much time on retirement planning, retraining and motivating workers.
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♣ lower employee turnover
Teamwork - ANSWER The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service.
Work teams often assume many of the activities traditionally reserved for managers: - ANSWER ♣ selecting new team members
♣ scheduling work
♣ coordinating work with customers and other units of the organization
HRM must support company's strategy - ANSWER o Align HRM policies and practices
o Support decisions about quality improvement programs, mergers and acquisitions, restructuring
Mergers - ANSWER two companies become one
Acquisitions - ANSWER one company buys another
What Keeps HR Leaders Awake at Night? - ANSWER Rising health care costs and no solutions in sight!
Total Quality Management (TQM) - ANSWER TQM is a companywide effort to continuously improve the ways people, machines, and systems accomplish work
Cost Control - ANSWER o Downsizing
o Reengineering
o Outsourcing
Reengineering - ANSWER A complete review of the organization's major work processes to make them more efficient and able to deliver higher quality
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Reengineering affects HRM in two ways: - ANSWER ♣ How HR accomplishes its goals may change.
♣ Change requires HR to help design and implement change so that all employees will be committed to the reengineered organization's success.
Change Model - ANSWER Change = D x V x F
D = - ANSWER Dissatisfaction with the current state
V = - ANSWER Vision for the Future
F = - ANSWER First Steps
If any of these are zero... - ANSWER you will not get any change
Outsourcing - ANSWER The practice of having another company, such as a vendor, third-party provider, or consultant, provide services.
Outsourcing gives the company access to... - ANSWER in-depth expertise and is often more economical as well.
HR Information System (HRIS) - ANSWER A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization's human resources.
HRIS can: - ANSWER ♣ support strategic decision making
♣ help the organization avoid lawsuits
♣ provide data for evaluating programs or policies
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o The Supreme Court is the court of final appeal.
o Its decisions are binding.
Equal employment opportunity (EEO) - ANSWER condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin.
Federal government's efforts in this area include: - ANSWER o constitutional amendments
o legislation
o executive orders
o court decisions
Civil Rights Acts (1866 & 1871) - ANSWER o Civil Rights Act of 1866 granted all persons same property rights as white citizens.
o Civil Rights Act of 1871 granted all citizens right to sue in federal court if they feel they have been deprived of some civil right.
Equal Pay Act (1963) - ANSWER oMen and women in an organization doing the same work must be paid equally.
oEqual is defined in terms of skill, effort, responsibility, and working conditions.
Title VII Civil Rights Act (1964) - ANSWER o Prohibits employers from discriminating based on:
♣ Race
♣ Color
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♣ Religion
♣ Sex
♣ National origin
Applies to organizations that employ 15 or more.
Age Discrimination in Employment Act (ADEA) - ANSWER o Prohibits discrimination against workers who are over the age of 40.
o Age discrimination complaints make up a large percentage of complaints filed with EEOC.
Pregnancy Discrimination Act (1978) - ANSWER o Defines discrimination on the basis of pregnancy, childbirth, or related form of medical condition to be a form of illegal sex discrimination.
o Benefits, including health insurance, should cover pregnancy and related medical conditions in the same way as other medical conditions.
Americans with Disabilities Act (ADA) of 1990 - ANSWER o Protects individuals with disabilities from being discriminated against in the workplace.
o Prohibits discrimination based on disability in all employment practices.
o Employers must take steps to accommodate individuals covered by the act.
Equal Employment Opportunity Commission (EEOC) - ANSWER o Responsible for enforcing most EEO laws.
♣ Investigates and resolves complaints about discrimination
♣ Gathers information
♣ Issues guidelines
♣ Monitors organizations' hiring practices
♣ Complaints must be filed within 180 days of incident.
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♣ Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or
♣ Such conduct has the purpose of effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
Organizations can prevent sexual harassment by: - ANSWER o Developing and communicating a policy that defines and forbids it
o Training employees to recognize and avoid this behavior
o Providing a means for employees to complain and be protected
Investigating Sexual Harassment - ANSWER • Try to resolve the issue with the offender first.
- If you report the offense to Human Resources, they are obligated to investigate it.
Occupational Safety and Health Act - ANSWER Authorizes federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.
Established (OSHA). Responsible for: - ANSWER o Inspecting employers
o Applying safety and health standards
o Levying fines for violation
Employees have the right to: - ANSWER o Request an inspection.
o Have a representative present at an inspection.
o Have dangerous substances identified.
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o Be promptly informed about exposure to hazards and be given access to accurate records regarding exposure.
o Have employer violations posted at work site.
OSHA is responsible for... - ANSWER inspecting businesses, applying safety and health standards, and levying fines for violations.
OSHA regulations prohibit... - ANSWER notifying employers of inspections in advance.
OSHA Recordables: - ANSWER • Result in loss of consciousness
- Result in transfer to a different job
- Result in restriction of motion
- Result in a hospital treatment
Material Safety Data Sheet - ANSWER • Must be available to employees
- Is a form that details the hazards associated with any chemicals that are on site
Work Flow Design - ANSWER Process of analyzing tasks necessary for production of a product or service.
Position - ANSWER Set of job duties performed by a particular person.
Job - ANSWER Set of related duties.
Job Analysis - ANSWER Careful job analysis makes it possible to define what a person in a certain position does and what qualifications are needed for the job. Firefighters use specific equipment to extinguish fires, require physical strength to do their jobs, and must possess the ability to make decisions under pressure.
The process of getting detailed information about jobs: - ANSWER o Job analysis
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Importance of Job Analysis - ANSWER o Job analysis is so important to HR managers that it has been called the building block of all HRM functions.
o Almost every HRM program requires some type of information determined by job analysis.
Job Design - ANSWER The process of defining how work will be performed and what tasks will be required in a given job.
Job Redesign - ANSWER o A similar process that involves changing an existing job design.
To design jobs effectively, a person must thoroughly understand:
♣ job itself (through job analysis) and
♣ Its place in the units work flow (work flow analysis)
Job Enlargement - ANSWER Broadening types of tasks performed in a job
Job Extension - ANSWER Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks
Job Rotation - ANSWER Enlarging jobs by moving employees among several different jobs
Job Enrichment - ANSWER o Empowering workers by adding more decision-making authority to jobs.
o Based on Herzberg's theory of motivation.
o Individuals motivated more by intrinsic aspects of work.
Self-Managing Work Teams - ANSWER Have authority for an entire work process or segment
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Team members motivated by... - ANSWER autonomy, skill variety, and task identity.
Flextime - ANSWER A scheduling policy in which full-time employees may choose starting and ending times within guidelines.
Job Sharing - ANSWER A work option in which two part-time employees carry out tasks associated with a single job.
Telework - ANSWER The broad term for doing one's work away from a centrally located office.
Advantages to employers include: - ANSWER • Less need for office space
- Greater flexibility to implement for managerial, professional, or sales jobs.
- Difficult to set up for manufacturing workers.
- Flexibility to employees with special needs
- Corporate Social Responsibility - fewer cars on the road
