hr 231 midterm

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human resource management

hrm stands for?

global village

the world has become a _______: producing and marketing goods and service world wide

producing, marketing

what is meant by the world has become a GLOBAL MARKET: _____ and ______ goods and services worldside

multinational corporations

what does MNC's stand for?

multinational corporations

DEFINE: maintain significant operations in two or more countries at the same time, but are based in one home country

two, same time, based

multinational corporations (MNC's) maintain significant operations in _____ or more countries at the ______, but are _____ in one home country

agriculture, industrialization

THE CHANGING WORLD OF TECHNOLOGY: the first wave of technology was driven by _______, the second wave was _______

knowledge workers

DEFINE individuals whose jobs are designed around the acquisition and application of information

jobs, information

knowledge workers: inviduals whose _____ are designed around the acquisition and application of ____

equipment, tools, operating methods, efficient

technology: any _____,_____, or _______ designed to make work more ______

workforce diversity

DEFINE the varied personal characteristics that make the workforce heterogenous

personal, heterogenous

workforce diversity: the varied _____ characteristics that make the workforce ______


DEFINE an activity in an organization aimed at creating greater efficiency by eliminating certain jobs

efficiency, jobs

downsizing: an acitvity in an organization aimed at created great ______ by eliminating certain ______


DEFINE: sending work "outside" the organization to be done by individuals not employed full time with the organization

outside, full time

outsourcing: sending work ______ the organization to be done by individuals not employed ____ with the organizatin

contingent workers

DEFINE: the part time, temporary and contract workers used by organizations to fill peak staffing needs or perform work not done by core employees

part, contract, peak, core

contingent workers: the ____ time, temproary and ____ workers used by organizations to fill _____ staffing needs or perform work not doen by ____ employees

amenities , health, paid leave, insurance, core

contingent workers often do not receive _____ such as _____ and _____ benefits, or _____ that which ____ employees do receive

quality management

DEFINE: organizational commitment to continous process of improvement that expands the defniton of customer to include everyone involved in the organization

continous involved

quality management: organizational commitment to _____ process of improvement that expands the definition of customer to include everyone _____ in the organization

continuos improvement

DEFINE organizational commitment to constantly improving quality of products or services

organizational, quality, products, services

continuous improvements: ______ commitment to constantly improving _____ of _____ or ______

work process engineering

DEFINE: radical, quantum change to entire work processes

radical, change, emotional, skills, performance

work process engineering: _____, quantum _____ to entire work processes
HRM assists in this process by:
-helps employees deal with ______ aspects of conflict and change
- provides ____ training
-adapts HR systems such as compensation, benefits, and _____ standards


employees are getting more involved: employee empowerment: they must make more ____


DEFINE: a set of rules or principles that defines right and wrong conduct

defines, conduct

ethics: a set of rules or principles that ____ right and wrong _____

core ethics

DEFINE: a formal document that states an organization's primary values and ethical rules it expects organizational members to follow

document, values, ethical, follow

core ethics: a formal _____ that sates an organization's primary _____ and ethical rules it expects organizational members to _____

information technology

globalization is accelereated by what?

computer, decision making

key to producitivty of knowledge workers is the ability to use ____ technology to locate and use info for _____

h r info systems

what does HRIS stand for?


off site employees are called ______

part time, temporary, and contract

the contingent work force is made up of what 3 types of workers

edward deming

quality management was pioneered by whom

quality management

the gerneric term for continous improvement programs is what?

focus on customer, concern for continuous improvement, improvement of quality of everything, accurate measurements, empowerment of employees

what are the 5 key components of continous improvement


define: the japense term for an organization's commitment to continous improvement

delegation, work teams, training so as to empower employees in their new roles

what 3 ways to organizations involve employees

work teams

workers of various specializations who work together in an organization

greater productivity, increased employee loyalty and commitment

employee involvement programs can achieve what 2 things?


define: the process of moving jobs out of one country and into another


define: joining ownership of two organizations


define: the transfer of ownership and control of one organization to another

mergers and acquisitions

banking telecommunicaitons and airlines have seen an increase what 2 things?

global, technology, financial

mergers are a common way for business to enter new or _____ markets, acquire new ____, or gain a ____ advantage by achieving economies of scale


mergers often fail due to failures in _____


define: the process of efficently completing activities with and through other people by allocating resources in an effort to achieve goals: do this through 4 functions

efficiently, people, resources, goals, functions

management: the process of ____ completing activites with and through other _____, by allocating ______ in effort to achieve ____, do this through 4 _______


define: a mangement function focusing on settin gaols


planning: a mangement function focusing on setting ______


define: a mangement fucntion concernced with direction the work of others, ensuring the right people are on the job with the appropriate skills and motivating them to high producitivity


define: a management function that deals with determing what jobs are to done by who, etc essentially what activities need to be completed to achieve goals


organizing: a mangement fucntion that deals with determining what ____ need to be completed to achieve the goals we set in planning

directing, right, skills

leading: a managemetnr unction concerned with ______ the work of others, determineg the ____ people are on the right jobs with the appropriate _____

functions, planning, organizing, leading, controlling

achieve its objective managment typically requires the coordination of several vital components we call _____ what are these four vital components:


define: management fucntion concerned with mointoring activities to ensure goals are met

monitoring, goals

controlling: management function concerned with _____ activities to ensure _____ ar emet

strategic direction, employees, lowest cost strategies, personnel, amenities

the three basic functions of hr are
1. assisting the organization with its ______
2. representing and advocating for the organization's ________
3. determine lowest ______: look for ways to reduce _____ costs and find more effective mens of offering employees ______

strategic human resources management

define: creates a clear connection between the goasl of an organization and the activities of the people who work there

goals, work there

strategic human resources management: creates a clear connection between the ____ of an organization and the activities of the people who _______

staffing, training and development, motivation, maintenance

what are the 4 basic functions of HR (HRM GOALS)

hiring people, strategic human resource, recruiting, selection, competent

4 basic functions of HR: 1) Staffing (_____)
- _______ planning, _____, and _____
- goal is to locate and secure ____ employees

orientation, employee training/ development, career development

4 basic functions of HR 2) training an development : what are the 3 basic areas under this

adapt, skills, responsibilities

development: goal is to _____ competent workesr to the organization and help them obtain up to date ____, knowledge, and abilities for their job ______

theories, design, performance appraisal, rewards compensations, benefits

4 basic functions of HR 3) motivation
- motivation _____ and job ____
-______ and _____
-employee ______

keeping them, safety, health, communications, relations

4 basic functions of HR 4) maintence (______)
- _____ and _____
- employee _____

dynamic environment, laws and regulation, labor unions, management thought

what are 4external forces that affect HR

globalization, technology, work force diversity (essentially all areas discussed in ch 1)

4 external forces that affect HR: DYNAMIC ENVIRONMENT: give 3 examples

laws supporting employees, ability to take leave

4 external forces that affect HR: LAWS AND REGULATIONS: these are ______ such as ______

management, 3rd party, grievance procedure

4 external forces that affect HR: LABOR UNIONS: used to assist workers in dealing with _____ of an organization
- a certified _____ representative
-they promote _____

behalf, wages, hours,

a union acts on ____ of its members to secure ____, _____, and other terms and conditions of employment

grievance procedure

a specified process for resolving differences between workers and management

workers, management

grievance procedure: a specified process for resolving differences between _____ and ______

behavioral anchored rating scales

bars stands for

forerunners HRM

: frederick taylor, hugo munsterber, mary parker follet, elton mayo are regarded as the _______ of ______ support

scientific management, training, ability

4 external forces that affect HR: management thought: PEOPLE : Frederick Taylor:
-father of _____
- advocated workers should have appropriate job _____ and shoul be screened according to their ____ to do their job

scientific management

define: fathered by frederick taylor: a set of principles designed to enhance worker productivity

biggest, hawthorne, human relations, benefit, safe, healthy

4 external forces that affect HR: management thought: PEOPLE : Elton Mayo
-____ advancement in HRM
- _______ studies
-this study gave rise to the ______ movement which created employee ____ offerings, ____ and ___ working conditions, and emphasized importance of HR

hawthorne studies

define: a series of studies that provided new insights into group behavior and motivations

employment, training and development, compensation/benefits, employee relations function

what are the 4 distinct areas of HRM department

employment planning, job analysis, recruitment, selection

4 distinct areas of HRM department : 1) EMPLOYMENT
what are the 4 areas under employment

mission strategy

4 distinct areas of HRM department : 1) EMPLOYMENT-
employment planning: ensures staff will contribute to the organization's _____ and ____

successful, essential

4 distinct areas of HRM development : 1) EMPLOYMENT-
job analysis: determing the specific skills, knowledge and abilities needed to be ____ in a particular job
-defining the _____ functions of the job

representative, labor

4 distinct areas of HRM department : 1) EMPLOYMENT-
recruitment: the process of attracting a pool of qualified applicants that is _____ of all groups in the ____ market

assessing, communication

4 distinct areas of HRM department : 1) EMPLOYMENT-
selection: the process of ____ who will be sucessful on the job and the ____ of info to assist job candidates in their decision to accept the offer


4 distinct areas of HRM department
2) training and development
-helping employees ______ their potential and productivity

communication, policies labor,

4 distinct areas of HRM department
4) employee relations function: activities in HRm concerned with effective ____ among organizational members. keep employees informed of what is happening and knowledgable of _____ and procedures
- _____ relations: involves dealing with labor unions

employee relation functions

define: activities in HRm concerned with effective communications among operational members

top, effective upward, what, feedback, sources

4 distinct areas of HRM departmentt
4) employee relations function:

effective HRm communications programs include
- ____ management commitment
- ______ communication
-determining ____ to communicate
-allowing for ____
-information _____

1964 civil rights act

the beginning of the equal employment employment oppertunity is usally attributed to the passage of the ________

race, national origin

prohibited discrimination on the basis of ____ and _____

title vii

what was added to the 1964 civil rights act to expand the bounds of what is discrimination and the part that is most important to HR

hiring, religion, color, sex,files, participates, opposes

TITLE VII of the 1964 civil rights act:
prohibits discrimination in _____, compensation, terms, conditions, or prvielges of employment based on race, _____, ______, _____, or national origin
- also prohibits retaliation against an indivudal who _____ charges of discrimination, _____ in an investigation, or ____ any unlawful purposes

recruit, preference, minority, affirmative action

title vii also exsits today, stipulates that organizations must do more tah must discontinue discriminatory practices, they must actively ____ and give ____ to ___ group members in employment decisions. this actions i commonly referred to as_____

equal employment opportunity act (1972)

which act provided a series of amendements to title Vii ?

equal employment opportunity commission (EEOC), all, civil suit

equal employment opportunity act (EEOA) granted enforcement powers to the ______

meaning they could effecitvely prohibit ______ forms of employee discrimination and file _____against organizations

federal gov, employment

Equal employment opportunity commison: the arm of the _____ empowered to handle discrimination in ______ cases

adverse (disparate) treatment

define: an employment situation where protected group members receive treatment different from other employees in matters such as performance evaluations and promotions
ex) if a protected grou member is more often evaluated as performing poorly or received fewer organizational rewards, adverse treatment may have occured

protected, treatment, performance evaluations, promotions

adverse (disparate) treatment: an employment situation where ______ group members receive _____ different from other employees in matters such as performance _____ and _____
ex) if a protected grou member is more often evaluated as performing poorly or received fewer organizational rewards, adverse treatment may have occured

adverse (disparate) impact

define: a consequence of an employment practice that results in a greater rejection rate for a minority group than for majority group in the occupation

adverse (disparate) impact

having a height requirement for a positon, can unitentionally discriminate against women who are usally not as tall as men -- this is an example of what?


age discrimination in employment act of 1967 : this act prohigits arbitarary age discrimination, particularly among those over age ____

EEO, accommodations, medical exams

americans with disabilities act of 1990 extends _____ coverage to include most forms of disaiblities requires employees to make reasonable _____ and eliminates post job _____

12, medical, 50

family and medical leave act of 1993: federal legislation tha tprovides employees up to _____ weeks of unpaid leave each year to care for family members or for their own _____ reasons in buisness that employs more than ____ people

80% majority

4/5 rule: a rough indicator of discrimination this rule require that the number of minority members of a company hires must equal at least ____ of the ___ members of the population hired

4/5 rule

one of the first measures of determining potentially discriminating practices is called the ____

restricted policy

this infraction occurs whenever an enterprise's HR activities exclude a class of individuals
ex) a company lays off an excessive number of its employees above 40 and hires a lot of college kids so can pay them less

4/5 rule, restricted policies, geographic comparisons, mcdonnel-douglas test

what are the 4 ways in which you can determine potentailly discriminatory practices

qualified, hiring, employees

geographic comparisons: characteristics of potential _____ pool of applicants in an organization's ____ market are compared to the characteristis of its _____

protected, qualified, rejected, similar

mcDonnel Douglas test: 4 parts
1) the individual is a member of a ____ group
2) the individual applied for a job for which he or she was ___
3) the invidual was ___
4) the enterprise after rejecting this applicatn conintued to seek other applicants with ____ qualifications

business necessity, bona fide occupational qualifications, seniority system

what are the 3 defenses against discrimination claims?


defenses against discrimination claim:
business necessity: the person did not have the necessary skills, knowledge or abilities to perform the_____ elements of the job

reasonably operations

defenses against discrimination claim:
bona fide occupational qualifications: job requirements that are " ______ necessary to meet the normal ____ of that buisness or enterprise"

well established, applied, pilots

defenses against discrimination claim
seniority systems: the layoffs must stem from a ______ and cosnsitently ____ seniority system

ex) ____ can not be 60+

reverse discrimination

a claim made by white males that minority candidates are given preferential treatment in employment decision

white males, employment

reverse discrimiantion: a claim made by _____ that minoirty candidates are given preferential treatment in _____ decision

items used to screen candidates had to be related to the job, burden shifted to employer to prove discrimination did not occur

Griggs v Duke power case was one of the most important supreme court cases that pertained to the EEo. based on this case what two things occured?

sexual harassment

what is the biggest financial risk facing companies today?

condition employment, consequence, hostile

sexual harrasment: anything of sexual nature that creates a _____ of ______, an employment _____, or a ____ work environment

quid pro quo harassment

some type of sexual act is asked to be exchanged for a promotion or work advancement "this for that"

quid pro quo, hostile environment

what are the 2 types of sexual harrassment

unwelcome inappropriate

sexual harrassment is conduct that is ____ and _____

continued, severe, pervasive, hostile, work

sexual harrasmsent means
1) enduring the offenseive conduct becomes a contidition of _____ work employment
2) conduct is ____ or ____ enough to create an itimidating, offensive, or ____ work enviornemnt ,
3) conduct unreasonably interferes with invidaul's _____

know, should, stop

when dealing with sexaul harrasment the courts want to know did the organizaiton ____ abotu the alleged before, ____ they have known about it, what did management do to _____ it?

comparable worth

equal pay for jobs similar in skills, responsbility, working conditions, and effort

deals with generd -based pay systems

pay, gender

comparable worth : eqaul ____ for jobs similar in skills, resposnbilities, working conditions, effors

deals with ____ based pay systems

glass ceiling

the invisible barrier that blocks females and minorities from ascending into upper levels of an organziation

needs, number effectively, efficiently, mission, strategic goals

human resource planning: the process of determining an organization's hr ____. ensurse that an organziaiton has the right ___ of people capable of ____ and ____ completing tasks that directly support the company's ____ and _______

mission statement

define: a brief statement of reason an organization is business

reason, business

mission statement: a brief statement of ___ an organization is in _____

strengths weaknesses, opportunities, threats



SWOT: core competency: organizational strenghts that represent ____ skills or resources

resources, activities

SWOT- weakenesses: _____ an organziation lacks or ____ it does poorly

jobs, many, type

SWOT- organizing: company needs to determine what ___ need to be done, how ____, and what ___ of workers will be required

mission statement, corporate goals and objectives, current HR, demand labor, demand supplies of labor

HR planning process:

1. mission statement,
2. establishing ______
3. assessing _____
4. determining the ____ for _____
5. matching ______ with current _______

recruitment, decruitment

what are the 2 outcomes of the HR planning process?

profile current, new, strategic, loyalty

HR planning Process:
Assessing current HR
- involves developing a _____ of the organizations ____ employees
-serves as a guide for supporting _____ organizational persuits and altering organization's ______ direction
- essentially HRM must find way to retain employees because there is less employee _____

central, accessible

HR planning Process:
Assessing current HR
human resource info system (HRIS) a computerized system in processing HRM info- keeps important info about employees in a ___ and ___ locaiton

replacement charts

HR planning Process:
Assessing current HR
HRM organizational charts indicating positions that may become vacant in the near future and the individuals who may fill the vacancies

new hires, contingent workers, transfers in, individuals return from leave

HR planning Process:
Determining Demand for labor
-if you want to increase the supply of workers what are your 4 sources to do so?

retirements, dismissals, layoffs

HR planning Process:
Determining Demand for labo
if you want to DECREASE INTERNAL SUPPLY? could be do to what? give 3 examples


when dealing with employment planning and there is oversupply of worker, reffers to the difficult steps to sever certain people from the organization

job analysis

provides info abotu jobs current being done and th ekjnowledge, skills, and abilities that invidauls need to perform the job adequately

observation method

JOB ANALYSIS: what method?

data is gathered by watching employees work

individual interview method

JOB ANALYSIS: what method?

meeting with an employee to determine what his or her job entails

group interview method

JOB ANALYSIS: what method?

meeting with a number of employees to colelctively determine what their job entails

structured questionnaire method

JOB ANALYSIS: what method?

a speficially designed questionaire on which employees rate tasks they perform in their jobs

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