Human Resource Management Concepts and Practices, Exams of Human Resource Management

Download Human Resource Management Concepts and Practices and more Exams Human Resource Management in PDF only on Docsity! Human Resource Management Examination alongside the correct responses to the question for the best learners of Human Resource Management 1. Human Resource Management - Correct Answer the process of managing human talent to achieve and organization's objectives 2. Human Capital - Correct Answer knowledge, skills, and capabilities of individuals that have economic value to an organization 3. Downsizing - Correct Answer planned elimination of jobs 4. Outsourcing - Correct Answer hiring outside the company to perform processes previously done within the firm 5. Offshoring - Correct Answer sending jobs to other countries 6. Issues in HRM due to globalization - Correct Answer (1) better informed employees who are willing to pursue global job opportunities, (2) gauging the knowledge and skill base of workers worldwide, (3) relocating and training foreign managers abroad to direct the efforts of an international workforce 7. Corporate social responsibility - Correct Answer responsibility of the firm to act in the best interest of the people and communities affected by its activities 8. Sustainability - Correct Answer ability to produce a good or service without damaging the environment or depleting a resource 9. Collaborative software - Correct Answer allows workers to interface and share information with one another electronically 10.Knowledge workers - Correct Answer workers whose responsibilities extend beyond the physical execution of work to include planning, decision-making, and problem solving 11.Human Resource Information System (HRIS) - Correct Answer provides current and accurate data for purposes of control and decision-making 12.Productivity - Correct Answer output gained from a fixed amount of inputs 13.Managing the size of the workforce - Correct Answer size should match the firm's demand requirements, strategic decision, and competition 14.Nearshoring - Correct Answer bringing jobs closer to domestic countries 15.Home shoring - Correct Answer outsourcing work to domestic workers who work out of their homes 16.Furloughing - Correct Answer the practice of requiring employees to take time off for either no pay or reduced pay 17.Employee leasing - Correct Answer dismissing employees who are then hired by a leasing company and contracting with that company to lease back the employees 18.Silent generation - Correct Answer generation from 1900-1945 19.Baby boomers - Correct Answer generation from 1946-1964 20.Generation X - Correct Answer generation from 1965-1980 21.Millennials - Correct Answer generation from 1981-2000 22.Nexters - Correct Answer generation from 2001 and after 23.Employee engagement - Correct Answer the extent to which employees are enthused about their work and committed to it 24.Line Managers - Correct Answer non-HR managers who are responsible for overseeing the work of other employees 25.Responsibilities of HR managers - Correct Answer strategic advice and counsel, service, policy formulation and implementation, employee advocacy 26.Human Resource Competency Model - Correct Answer Business Mastery, HR Mastery, Personal Credibility 27.Elements of a recruiting strategy - Correct Answer Brand, Focus, Location, Method, Timing, Decision 56.Job analysis - Correct Answer process of obtaining information about jobs by determining their duties, tasks, or activities 57.Job description - Correct Answer statement of the tasks, duties, and responsibilities of a job to be performed 58.Job specification - Correct Answer statement of the specific knowledge, skills, abilities, and other attributes of a person required to perform the job 59.Sources of job analysis information - Correct Answer (1) interviews, (2) questionnaires, (3) observation, (4) diaries 60.Critical incident method - Correct Answer method by which important job tasks are identified for job success 61.Critical job tasks - Correct Answer responsibilities and behaviors performed by the jobholder 62.Task inventory analysis - Correct Answer organizing a list of specific tasks and their descriptions for use as a basis to identify job components 63.Competency based approach - Correct Answer looks into the competencies or capabilities and adaptability to new job challenges. Identifies key competencies for the organization's success 64.Job title - Correct Answer provides status to the employee. Indicates what the duties of the job entail. Indicates the level of the job in the organization 65.Job identification - Correct Answer contains administration information. Distinguishes the job from other jobs within the organization 66.Job duties - Correct Answer arranged in order of importance. Used to show that the job criteria relates specifically to the duties of the job in selecting employees 67.Job design - Correct Answer focuses on restructuring jobs to capture talents of employees, improve their work satisfaction, and enhance and organization's performance 68.Top down approach - Correct Answer job design approach that focuses on the task 69.Bottom up approach - Correct Answer job design approach that focuses on the person doing the job 70. Industrial engineering - Correct Answer field of study concerned with analyzing work methods and establishing time standards 71.ergonomics - Correct Answer the process of studying and designing equipment and systems for easy and efficient use by employees to safeguard their physical wellbeing and get more work done efficiently 72.Enrichment - Correct Answer deigned to fulfill high motivational needs of employees. Aims to enrich a job for the intrinsic motivation of employees vs. extrinsic motivation 73.Job characteristics model - Correct Answer proposes that psychological states of a jobholder result in improved work performance, internal motivation, lower absenteeism, and turnover 74.Techniques used to enrich jobs - Correct Answer job enlargement and job rotation 75.Job enlargement - Correct Answer the process of adding a variety of tasks to a job 76.Job rotation - Correct Answer the process whereby employees rotate in and out of different jobs 77.Empowerment - Correct Answer granting employees power to initiate change and encouraging them to take charge of what they do. Encourages workers to become innovators and managers of their own work. 78.Empowerment techniques - Correct Answer participation, innovation, access to information, accountability, and job crafting 79.Job crafting - Correct Answer the employee molds their task to fit their individual strengths, passions, and motives better 80.Employee team - Correct Answer a group of individuals working together toward a common purpose where members have complementary skills, are mutually dependent, have discretion over tasks performed, and share responsibility and accountability for performance 81.Dejobbing - Correct Answer the process of structuring organizations around constantly changing projects having different team members 82.Flextime - Correct Answer gives the option of employees choosing daily start and quit times, provided they work a certain number of hours per day or week 83.Compressed workweek - Correct Answer the process of shortening days in the workweek by lengthening the hours of work per day 84.Job sharing - Correct Answer an arrangement where two part-time employees perform a job which otherwise is help by one full-time employee 85. telecommuting - Correct Answer the use of smart phones, tablets, personal computers, and other communication technology to do work traditionally done in the workplace 86.Cross functional team - Correct Answer a group staffed with a mix of employees from an organization's marketing, production, engineering departments, and so forth, and is formed to accomplish a specific objective 87.Project team - Correct Answer a group formed specifically to design a new product or service. The members are assigned by their managers on the basis of their ability to contribute to the team's success 88.Self-directed team - Correct Answer groups of highly trained individuals performing a set of independent job tasks within a natural work unit. The team members rely on consensus type decision making to perform work duties, solve problems, or deal with internal or external customers 89.Task force team - Correct Answer a group formed by management to immediately resolve a major problem 90.Process improvement team - Correct Answer a group made up of experienced people from different departments or functions. The group is charged with improving quality decreasing waste, or enhancing the productivity of processes that affect all departments or functions. 91.Equal employment opportunity - Correct Answer treatment of individuals in all aspects of employment in a fair and non-biased manner 92.Equal employment opportunity commission (EEOC) - Correct Answer federal agency that enforces the nation's fair employment laws 93.Civil Rights Act (1866) - Correct Answer permitted the right to enjoy full and equal benefits from all laws, regardless of race 94.Unemployment Relief Act (1933) - Correct Answer prohibited employment discrimination based on race, color, or creed 95.Executive Order 8802 (1941) - Correct Answer ensured every American citizen would be guaranteed equal employment opportunities for workers employed firms awarded WWII defense contracts 121. Core values - Correct Answer strong and enduring beliefs and principles that the company uses as a foundation for its decisions 122. Environmental scanning - Correct Answer systematic monitoring of major external forces influencing the organization 123. Business environment - Correct Answer factors that a firm cannot directly control but can affect its strategy 124. Remote environment - Correct Answer forces that generally affect specific firms (ex: regulations) 125. Competitive environment - Correct Answer consists of a firm's specific industry: includes the industry's customers, rival firms, new entrants, substitutes, and suppliers 126. HR external analysis - Correct Answer changes in a firm's remote and competitive environments are monitored and analyzed 127. 5 forces - Correct Answer (1) rival firms, (2) new entrants, (3) suppliers, (4) substitutes, (5) customers 128. Core capabilities - Correct Answer integrated knowledge sets within an organization that distinguish the organization from its competitors and deliver value to its customers 129. Value creation - Correct Answer what the firm adds to a product or service by virtue of making it (value = benefits - costs) 130. Resources of core capabilities - Correct Answer processes, systems, people 131. Criteria for sustaining a competitive advantage - Correct Answer resources should be (1) valuable, (2) rare, (3) difficult to imitate, (4) organized 132. Strategic knowledge workers - Correct Answer workers who hold unique skills directly linked to the company's strategy, and are difficult to replace 133. Core employees - Correct Answer workers who have transferrable skills and require less training and development time 134. Supporting workers - Correct Answer workers who have limited scope of duties, and whose employment relationships are transaction-based and focused mainly on rules and procedures 135. External partners - Correct Answer individuals who hold skills that are unique and specialized, and whose skills are not related to the company's core strategy 136. Cultural audits - Correct Answer audits of the culture and quality of work life in an organization 137. Clan culture - Correct Answer employees are closely knit and exhibit concern for one another 138. Adhocracy culture - Correct Answer characterized by risk taking, innovation, and a spirit of entrepreneurship 139. Market culture - Correct Answer encourages competitive, result- oriented behaviors 140. Hierarchical culture - Correct Answer characterized by formal structures and procedures 141. Value based hiring - Correct Answer outlining behaviors that exemplify a firm's corporate culture and hiring people who are a fit for them 142. Quantitative approaches - Correct Answer trend analysis and modeling 143. Trend analysis - Correct Answer forecasts labor demand based on an organizational index such as sales 144. Modeling - Correct Answer combines several factors to predict employment levels 145. Qualitative approaches - Correct Answer management forecasts and the Delphi technique 146. Management forecasts - Correct Answer opinions of supervisors, department managers, or experts, knowledgeable about the organization's future employment needs 147. Delphi Technique - Correct Answer solicits and summarizes judgements of a preselected group of individuals 148. Staffing tables - Correct Answer graphic representations of all organizational jobs, and contains numbers of employees currently occupying those jobs and future employment requirements 149. Markov Analysis - Correct Answer tracks the pattern of employee movements through jobs 150. Quality of fill - Correct Answer metric designed to measure how well new hires are performing on the job 151. Skill inventories - Correct Answer files of personnel education, experience, interests, and skills. Allow managers to quickly match job openings with employee backgrounds 152. Management inventories - Correct Answer data gathered on managers 153. Replacement charts - Correct Answer listings of current jobholders and potential replacements if an opening occurs, used for succession planning 154. Succession planning - Correct Answer identifying, developing, and tracking key individuals for executive positions 155. Human capital readiness - Correct Answer evaluating the availability of critical talent in a company and comparing it to the firm's supply 156. SWOT Analysis - Correct Answer comparison of strengths, weaknesses, opportunities, and threats for strategy formulation purposes 157. Low cost business strategy - Correct Answer strategy that focuses on efficiency, productivity, and minimizing waste. Linked to HR planning through productivity and outsourcing activities 158. Differentiation strategy - Correct Answer based on delivering high quality products, innovative features, speed to market, or superior service 159. Functional strategy - Correct Answer based on horizontal and/or vertical alignment 160. Vertical alignment - Correct Answer focuses on the connection between the business objectives and the major initiatives in HR 161. Horizontal alignment - Correct Answer aligning HR practices with one another internally to establish a configuration that is mutually reinforcing 162. Benchmarking - Correct Answer looking at an organization's practices and performances in an area and comparing them with those of other companies 163. HR metrics - Correct Answer assesses aspects of the workforce and performance of the HR function