HR Test 1

1-1 What is human resource management as per the chapter?
Click the card to flip 👆
1 / 12
Terms in this set (12)
1-1 What is human resource management as per the chapter?
designing formal systems in an organization to manage human talent for accomplishing organizational goals
1-2 What are the four types of assets organizations must manage to be successful? Which one is the "glue" that holds them together? In doing so, explain the importance of human capital and the role of HR managing it effectively to serve as a core competency.
Human, Financial, Physical, and Intellectual Property
"glue" is the human asset
when used strategically human resources can help you foster the other types of assets and thus help gain a competitive advantage
2-1 Environmental scanning is an essential part of pf planning, including in HRM. What is environmental scanning? Also, name a few factors that can influence the external environmental conditions (e.g., pool of external candidates available) as.
The assessment of external and internal environmental conditions that affect the organization.
economic conditions, legislative and political influences, demographic changes, and geographic and competitive issues
2-2 If layoffs are necessary, what would you recommend managers to do as an HR manager based on best practices according to the chapter to ensure that survivors remain committed and productive (Hint: see the "Managing a Talent Surplus" section under "Workforce Downsizing")?
pay attention to survivors, constantly communicate with employees, protect the bottom line and the corporate brand, identify the knowledge, skills, and competencies needed to execute the business strategy, and finally, identify the work that is core to sustaining a profitable business
3-1 What are some of the protected characteristics covered by equal employment opportunity laws (at least federally) and why are they important in today's employment setting?
race, age, sex, disability, and religion
they provide necessary diversification that can lead to new viewpoints on projects as well as other benefits
3-2 As an HR manager, you are trying to take a preventive approach to reduce sexual harassment in your workplace. According to the chapter, what elements should this approach include?
Establish a sexual harassment policy, communicate the policy regularly, train employees and managers on issues related to sexual harassment, encourage reporting with a positive culture, investigate when complaints are voiced and take appropriate action
3-3 Briefly mention and describe the four key equal employment opportunity concepts that help clarify EEO ideas that lead to fair treatment and nondiscriminatory employment decisions (hint: look at Figure 3.2). Why do you think these are important to know for any employer?
business necessity and job relatedness - practices in business that are essential to safe and efficient organizational operations
bona fide occupational qualification - provides a legitimate reason an employer can use to exclude persons on otherwise illegal bases of consideration
burden of proof - individuals that file suit against employers must prove to establish that illegal discrimination has occurred
nonretaliatory practices - when employers take punitive actions against individuals who exercise their legal rights
if someone were to say the business discriminated against them they could better protect themselves by showing they were following these EEO concepts.
4-1 As an HR manager, you are asked to design/redesign a job in your company. According to the Job Characteristic Model, what five characteristics should be considered in this process (name and briefly describe each)? Why are these important?
skill variety - the extent to which the work requires several activities for successful completion
task identity - the extent to which the job includes a recognizable unit of work that is carried out from start to finish and results in a known consequence
task significance - impact the job has on other people and the organization as a whole
autonomy - the extent of individual freedom and discretion in the work and its scheduling
feedback - the amount of information employees receive about how well or how poorly they have performed
They are important because, "motivation, performance, and satisfaction can be influenced by the level of each job characteristic."
4-2 What is a job analysis and what is its main purpose?
a systematic way of gathering and analyzing information about the content, context, and human requirements of jobs
main purpose is to be, "the basis for all human resource practices because the process sets up how employees are hired, trained and developed, evaluated, and compensated."
4-3 Explain how you would conduct a job analysis in a company that has never had job descriptions (hint: discuss "Employee fears" and "Managerial Straitjacket" issues first, then briefly follow with the "Stages of the Job Analysis Process").
Take care of employee concerns by eliminating employee fears of possible displacement and concerns about job flexibility by Involving employees in the process.
plan the job analysis, prepare for and introduce the job analysis, conduct the job analysis, develop job descriptions and job specifications, and finally maintain and update job descriptions and job specifications.
7-1 Person/Environment fit is a summary of the considerations for efficiently matching both employees and the organization during the selection process. In your own words, describe Figure 7.1 wearing your HR managerial hat (consider all elements).A macro/organizational fit requires a congruence in values and culture that match the corporation. A meso/group fit requires interpersonal and team skills that jive with the corporation. A micro/job fit involves knowledge, skills, abilities, and motivation that follow the corporation.4-2 Discuss the legal considerations in selection as per the chapter. What role does the job analysis (discussed widely in chapter 4) play here?Legal considerations that must be made in selection as per the chapter is that anything done in the selection process must be job related and a business necessity. The job analysis role plays into the legal considerations in selection by defining what qualifications are needed for the job as well as the definition of selection criteria to protect the business from legal action based on discrimination of a protected class.