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CHAPTER 01
FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT
HRM Practices : - ANSWER 1] Analysis and design of work 2] HR Planning 3] Recruiting 4] Selection 5] Training and development 6] Compensation 7] Performance Management 8] Employee Relations Human Resource Management - ANSWER - The policies, practices, and systems that influence employees' behavior, attitudes, and performance.
- Influences who works for the organization and how those people work. An organization's employees, described in terms of their___________ describes an employees training, experience, judgment, intelligence, relationships, and insight. - ANSWER Human Capital Human Resources have these necessary qualities: - ANSWER Valuable Rare Cannot be imitated No good substitutes 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 Process through which the organization seeks applicants for potential employment. Selection - ANSWER 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 - ANSWER A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
Development - ANSWER The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands. High-Performance Work system - ANSWER An organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization an advantage in the competitive environment. Performance Management - ANSWER The process of ensuring that employees' activities and outputs match the organization's goals. Employees are ____________ of the employer? - ANSWER Resources Function: Analysis and design of work - ANSWER Responsibilities.....
- Work analysis
- Job design
- Job descriptions Function: Recruitment and Selection - ANSWER Responsibilities......
- Recruiting
- Job Postings
- Interviewing
- Testing
- Coordinating use of temporary labor Function: Training and Development - ANSWER Responsibilities......
- Orientation
- Skills Training
- Career Development Programs Function: Performance Management - ANSWER Responsibilities....
- Performance Measures
- Preparation and administration of performance appraisals
- Discipline Function: Compensation and Benefits - ANSWER - Wage and salary administration
- Incentive pay
- Insurance
- Vacation Leave administration
- Retirement Plans
- Retirement Plans
(Relationships) - ANSWER *Well respected in the organization, can influence the positions taken by managers, have the most influence over the organizations success, and must master all other areas to have gained credibility in this area.
- Deliver results with integrity
- Share information
- Build Trusting Relationships
- Influence others, provide candid observation, take appropriate risks. Cultural and Change Steward (Systems and Processes) - ANSWER - Facilities Change
- Developing and valuing the culture
- Helping employees navigate the culture [find meaning in their work, manage work/life balance, encourage innovation] *Understands the organizations culture and helping to build and strengthen or change that culture by identifying and expressing its values through words and actions. Operational Executor (Systems and Processes) - ANSWER - Implement workplace policies
- Advance HR technology
- Administer day-to-day work of managing people *At most basic level carry out HR functions, selection, training, or compensation of employees and communicating through a variety of media. All other HR skills require some ability as operational executor, because this is level policies and transactions deliver results by legally, ethically, and efficiently acquiring, developing, motivating, and deploying human resources. Business Ally [Organizational Capabilities] - ANSWER - Understand how the business makes money
- Understand language of business *Know how the business makes money, who it's customers are, and why customers buy what the company sells. Talent Manager/Organizational Design [Organizational Capabilities] - ANSWER - Develop talent
- Design Reward Systems
- Shape the organization *Knows ways people join organization and move to different positions within it. Needs knowledge of organization structure and how structure might be adjusted to help it meet its goals for developing and using employees talents.
Strategic Architect [Organizational Capabilities] - ANSWER - Recognize business trends and their impact on the business.
- Evidence-Based HR
- Develop people strategies that contribute to the business strategy.
__________ identifies the numbers and types of employees the organization will require in order to meets its objectives. - ANSWER Human Resource Planning _____________ is used to collect and use data to show that human resources practices have a positive influence on the company's bottom line or key stakeholders. - ANSWER Evidence-Based HR An organizations ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community is _____________. - ANSWER Sustainability The Right Of ____________ is people that have the right to be treated only as they knowingly and willingly consent to be treated. - ANSWER Free Consent The right of ____________ is people that have the right to do as they wish in their private lives, and they have the right to control what they reveal about private activities. - ANSWER Privacy The right of _________ _________ is people that have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms. - ANSWER Freedom Of Conscience The Right of ______ _______ is people that have the right to criticize an organizations ethics if they do so in good conscience and their criticism does not violate the rights of individuals in the organization. - ANSWER Freedom of Speech The Right to ______ _______ is if people believe their rights are being violated, they have the right to a fair and impartial hearing. - ANSWER Due Process For human resources practices to be considered ETHICAL, they must satisfy three basic standards which are ______, _________, _________. - ANSWER 1]Greatest Good for largest number of people 2]Respect for basic Human rights such as privacy, due process, consent, and free speech. 3]Treat employees and customers equitably and fairly.
In a high performance work system, organizations have the best fit between their _________ and _________. - ANSWER Social System [people and how they interact] Technical system [equipment and processes] Reliance on knowledge workers, empowerment of employees to make decisions and team work are the ______ trends in a high performance work system. - ANSWER Key HRM practices such as performance management, training, work design, and compensation are important for ensuring the success of ________ ____________.
- ANSWER Employee Empowerment
- Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service. One of the most popular ways to increase employee ______ and _________ is to assign work to ________. - ANSWER Responsibility Control Teams Teamwork- 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 such as (3).... - ANSWER 1] Selecting new team members 2] Scheduling Work 3] Coordinating work with customers and other units of the organization. ______ is a companywide effort to continuously improve the ways people, machines, and systems accomplish work. - ANSWER TQM [Total Quality Management] *This approach provides guidelines for all the organizations activities, including HRM. ___________ is a complete review of the organization's major work processes to make them more efficient and able to deliver higher quality, including HRM. - ANSWER Reengineering In what (2) ways does reengineering affect HRM? - ANSWER 1] How HR accomplishes its goals may change. 2] Change requires HR to help design and implement change so that all employees will be committed to the reengineered organization's success. When a company has another company that is a vendor, third-party provider, or consultant provide services they are ____________ their work. - ANSWER Outsourcing
*Gives the company access to in depth expertise and is often more economical as well. *HR helps with a transition to outsourcing. The employee relationship is like a _________ _________, that is a description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions. - ANSWER Psychological contract *In traditional version of this psychological contract, organizations expected their employees to contribute time, effort, skills, abilities, and loyalty. In return, the organizations would provide job security and opportunities for promotion. Organizations are requiring ______ ________, and longer _____ hours but cannot provide _____ security. - ANSWER Top Performance Work Job Employees are looking for:
- Flexible work schedule
- comfortable working conditions
- greater autonomy
- opportunities for training and development
- Performance-related financial incentives. This requires planning for flexible staffing levels. Organizations want to be able to change as fast as customer needs and economic conditions change. _______ in human resource management includes flexible staffing levels and flexible work schedules. - ANSWER Flexibility ________ is a flexible workforce where the organization can quickly reshape and resize to meet its changing needs. - ANSWER Flexible Staffing Levels Many organizations are taking steps to provide more ______ _____ ______, to protect employee's free time, and to more productively use employees work time.
- ANSWER Flexible Work Schedule *A valuable way to ease pressures and conflicts of trying to balance work and nonword activities. CHAPTER 03 ANALYZING WORK AND DESIGNING JOBS - ANSWER Through the process of _____ _____ ______, managers ANALYZE the task needed to produce a PRODUCT or SERVICE. - ANSWER Work Flow Design
Other CHARACTERISTICS- job related licensing, certifications, or personality traits. List what each category is in the Characteristics of a motivating job. LESS MOTIVATION MORE MOTIVATION 1] Few skills needed/Many skills needed 2]Work is a small part of the whole/Whole piece of work is completed 3]Minor impact on others/Major impact on other 4]Decisions made by others/Much freedom to make decisions 5]Difficult to see effectiveness/Effectiveness readily apparent. - ANSWER Job Characteristics MODEL 1]Skill Variety 2]Task Identity 3]Task Significance 4]Autonomy 5]Feedback In designing jobs that motivate two factors are involved which are job _________ and self-_________ work teams. - ANSWER JOB ENRICHMENT
- empowering workers by adding more decision making authority to jobs.
- based on Herzbergs theory of motivation
- individuals motivated more by intrinsic aspects of work. SELF-MANAGING WORK TEAMS
- have authority for an entire work process or segment
- team members motivated by autonomy, skill variety, and task identity. True or False Self-Managing Work Teams have the authority to:
- schedule work
- hire team members
- resolve problems related to team's performance
- perform other duties traditionally handled by management - ANSWER True Teamwork gives them motivating characteristics like autonomy, skill variety and task identity. The process of ______ _______ is defining how work will be performed and what tasks will be required in a given job. Job ______ is a similar process that involves changing an existing job design. - ANSWER JOB DESIGN JOB REDESIGN
In job design, ____ ________ refers to broadening the types of tasks performed. The objective is to make jobs less repetitive and more interesting. - ANSWER JOB ENLARGEMENT Question from Michael Hammer video A ______ ________ is a group of related business activities that together create value for the customer. - ANSWER BUSINESS PROCESS
- Processes are invisible and cut across functional departments
- How a firm competes has a relationship to the way it is structured and how the tasks (processes) are organized. Ex. fulfilling an order( rx) or developing a product Question from Michael Hammer video ________ adding work helps produce the result the customer is waiting for and willing to pay for. _______ are errors and need to be reworked. ________ is overhead, administration, checking, and supervision. - ANSWER VALUE WASTE NON-VALUE *Process design involves analyzing the tasks necessary to create value for the customer and eliminate waste, errors, and non-value added activity. *Performance issues are caused by the multiplication of non-valued adding work, due to highly fragmented business processes. ----departments own their piece of the process, but do not share a common goal of performance measures of focus on the customer experience. CHAPTER 16 (4th studied chapter) CREATING AND MAINTAINING HIGH-PERFORMANCE ORGANIZATIONS - ANSWER A _______ _______ ______ ________ with the right combination of people, technology, and organizational structure to make full use of resources and opportunities in achieving their organizations' goals. - ANSWER High Performance Work System *Each of these elements must fit well with the others in a smoothly functioning whole. True or False The five elements of a high performance work system are: 1]Organizational Structure
7] Employees participate in planning changes in equipment, layout, and work methods. 8] Work design allows employees to use variety of skills. 9] Employees understand how their jobs contribute to finished product or service. 10] Ethical behavior is encouraged. A _________ Organization is an organization in which the culture values and supports lifelong learning by enabling all employees to continually acquire and share knowledge. - ANSWER LEARNING ORGANIZATION *Employees have resources for training, and they are encourage to share their knowledge with colleagues. *Managers take an active role in identifying training needs and encouraging the sharing of ideas. What are the (5) KEY Features of LEARNING ORGANIZATIONS? - ANSWER 1] Continuous Learning 2]Knowledge is Shared 3]Critical Systematic Thinking 4]Learning Culture 5]Employees are Valued ________ Learning, is each employee's and each group's ongoing efforts to gather information and apply the information to their decisions. ________ is Shared, and one challenge is to shift the focus of training away from teaching skills and toward a broader focus on generating and sharing knowledge. _______ Systematic _______, is widespread and occurs when employees are encouraged to see relationships among ideas and think in new ways. - ANSWER CONTINUOUS LEARNING KNOWLEDGE IS SHARED CRITICAL SYSTEMATIC THINKING
Learning ________, is a ________, in which learning is rewarded, promoted, and supported by managers and organizations. When _________ are valued, the organization recognizes that employees are the source of its knowledge. It therefore focuses on ensuring the development and well-being of each employee. - ANSWER LEARNING CULTURE, CULTURE EMPLOYEES _________ people are fully engaged with something so that it becomes part of their sense of who they are. Feeling this way about one's work has been called ________ __________. - ANSWER PASSIONATE OCCUPATIONAL INTIMACY *HR has a significant role in creating these conditions. What are the (3) GUIDELINES to make the Performance Management System support Organizational Goals? - ANSWER 1]Define and measure performance in precise terms. 2]Link performance measures to meeting customer needs. 3]Measure and correct for the effect of situational constraints. CHAPTER 05 (we studied) PROVIDING EQUAL EMPLOYMENT OPPORTUNITY AND A SAFE WORKPLACE - ANSWER The ________ branch has enacted a number of laws governing HR activities. The ________ branch is responsible for enforcing the laws and includes the regulatory agencies that the president oversees. The ________ branch interprets the law, has the Supreme Court as the Court of final appeal, and it's decisions are binding unless overturned by legislation. - ANSWER LEGISLATIVE BRANCH EXECUTIVE BRANCH
What are the areas in this section? - ANSWER 1] Disparate Treatment 2]Bona Fide Occupational Qualification (BFOQ) 3]Sexual Hurassment
Quid Pro Quo Hostile Working Env. *All actions regardless male-male, female-female or male-female can be sexual harassment. 4]Organizations can prevent Sexual Harassment by: developing and communicating a policy that ........defines and forbids it Training employees to recognize and avoid ........this behavior Provide a means for employees to complain .......and be protected The _______ Act authorizes federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce. - ANSWER (OSHA) Occupational Safety and Health Act Under the Department of Labor *Responsible for: inspecting employers applying safety and health standards levying fines for violation The ________ Rights under OSHA state that they can: 1]Request an inspection 2]Have a representative present at an inspection 3]Have dangerous substances identified 4]Be promptly informed about exposures to hazards and e given access to accurate records regarding exposure. 5]Have employer violation posted at work site - ANSWER EMPLOYEE RIGHTS ________ ________ is the differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status. - ANSWER Disparate Treatment A (BFOQ) is a necessary (not merely preferred) qualification for performing a job. Such a job as handing out towel in a locker room. - ANSWER Bona Fide Occupational Qualification _________ is a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.
- ANSWER Disparate Impact What does the Fourteenth Amendment do? - ANSWER Provides equal protection for all citizens and requires due process in state action.
What is Title VII of the Civil Rights Act? - ANSWER Forbids discrimination based on race, color, religion, sex, or national origin. What is the Age Discrimination in Employment Act of 1967? - ANSWER Prohibits discrimination in employment against individuals 40 years of age and older. What is the ADA of 1990? - ANSWER Prohibits discrimination against individuals with disabilities.
