MGT 2010 Block Test #2 Review (Mann)

Human Resource Management (HRM)

The activities managers perform to plan for, attract, develop, and retain an effective workforce

Human Capital

The economic or productive potential of employee knowledge, experience, and actions

What is an organization's most important resource?

People

Knowledge Worker

Contributes brain power to an organization, as opposed to providing. manual labor; the most common type of worker in the 21st century workplace

Social Capital

The economic or productive potential of strong, trusting, and cooperative relationships

What does the Strategic Human Resource Planning Process consist of?

Developing a systematic and comprehensive strategy for understanding current employee needs and predicting future employee needs

Job Analysis

The process of determining the basic elements of a job by observation and analysis; provides necessary information for job descriptions and job specifications

Job Description

A summary of what the holder of the job does and how/way he or she does it; can change over time

Job Specification

Describes the minimum qualifications a person must have to perform a job successfully

What is required to predict future needs?

Knowledge about the staffing an organization might need and the likely sources, both external and intenral

Human Resource Inventory

A report listing an organization's employees by name, education, training, languages, and other important information

Recruitment

The process of locating and attracting qualified applicants for jobs open in the organization

Internal Recruitment

Hiring from the inside

External Recruitment

Hiring from the outside

What are the most effective External Recruiting Methods?

Employee Referrals and E-recruitment tools such as social media, job websites, and member directories

Realistic Job Preview

Gives a candidate a picture of both the positive and negative features of the job and the organization before joining a firm; very effective at reducing turnover within 30-90 days of employment

Selection Process

The process of screening job applicants to hire the best candidate; involve three components

What are the Three Components of the Selection Process?

1. Background Information (applications, resumes, and background checks)

2. Interviewing

3. Employment Tests

Unstructured Interview

No fixed set of questions and no systematic scoring procedure; involves asking probing questions to find out the applicant; provides more accurate assessment of applicant's job-related personality traits than structured interview

What are the criticisms of Unstructured Interviews?

They're overly subjective and interviewers are susceptible to legal attack for asking about non-job-related matters

Structured Interview

Involves asking each applicant the same questions and comparing their responses to a standardized set of answers; two types

What are the two types of Structured Interviews?

Situational Interviews and Behavioral-description Interviews

Situational Interviews

focuses on hypothetical situations

Behavioral-description Interviews

Explores that applicants have actually done in the past

Ability Test

Test that measures physical abilities, strength and stamina, mechanical ability, mental abilities, and clerical abilities

Performance Tests (Skills Tests)

Measures performance on actual job tasks (job tryouts); may take place in an assessment center

What are the two characteristics tests must have for legal reasons?

Reliability (consistent results) and Validity (accurate measurements free of bias)

Personality Tests

Measures such personality traits as adjustment, energy, sociability, independence, and need for achievement; may include career-assessment tests

Integrity Tests

Assesses attitudes and experiences related to a person's honestly, dependability, trustworthiness, reliability, and prosocial behavior

Talent Analytics

Analytics and Robotics applied to Human Resources; Can consist of automated recruiters who canvass the web for ideal employees or robots scanning resumes for "key words"

What are the three components of Compensation?

Base pay, Incentives, and Benefits/Fringe Benefits

Base Pay

The basic wage or salary paid to employees in exchange for doing their jobs

Incentives

Commissions, bonuses, profit-sharing plans, and stock options

Benefits/Fringe Benefits

Additional non-monetary form of compensation consisting of insurance, retirement plans, vacation days, etc.; accounts for 1/3 of total employee costs

What are three means of helping employees perform their jobs?

Onboarding, Training, and Development

Onboarding

Programs that help employees integrate and transition to new jobs; familiarize newbies with corporate policies, procedures, cultures, and politics; also clarifies work-role expectations and responsibilities

Orientation

Designed to give employees the info they need to be successful and helps newcomers fit smoothly into the job and the organization

What information should employees have after orientation?

1. The job routine

2. The organization's mission and operations

3. The organization's work rules and employee benefits

What are the Five Steps in the Learning and Development Process?

1. Assessment

2. Objectives

3. Selection

4. Implementation

5. Evaluation

On-the-job Learning and Development

Consists of coaching, training positions, job rotation, and planned work activities

Off-the-job Learning and Development

Consists of classroom programs, workbooks, videos, games/simulations, and computer-assisted instruction

Microlearning

Training delivered in segments/bite-sized content, enabling a student to master one piece of learning before advancing to anything else

What are some advantages to Microlearning?

1. No transportation is needed

2. Flexible Schedule

3. Ability to work at your own place

What is a disadvantage to Microlearning?

Not useful when people need to acquire complex skills, processes, or behaviors

Performance Management

A set of processes and managerial behaviors for performed expectations; a continuous, interactive process

What are the steps in Performance Management?

1. Define Performance

2. Monitor and Evaluate Performance

3. Review Performance

4. Provide Consequences

Performance Appraisal (Performance Review)

Consists of assessing an employee's performance and providing feedback

What is a critique of Performance Appraisals?

Tend to be a "boss-dominated" assessment

Objective Appraisal

Appraisal based on facts and is often numerical (measures desired results); harder to challenge legally due to reduced personal bias

Subjective Appraisal

Appraisal based on a manager's perceptions of an employee's traits and behaviors; easy to create and use, but is questionable in validity

Behaviorally Anchored Rating Scale (BARS)

One type of subjective appraisal; rates employee gradations in performance according to scales of specific behaviors

360-degree Assessment

Employees are appraised not only by their managerial superiors but also by peers, subordinates, and sometimes even clients; results are gone over with an employee's manager and then long-term plans are put into place

Forced Ranking

Unpopular performance management technique where all employees within a business unit are ranked against one another and grades are distributed along a bell curve; top performers are rewarded while worst performers are punished or dismissed

Formal Appraisals

Conducted at specific times throughout the year and based on performance measures that have been established in advance

Informal Appraisals

Conducted on an unscheduled basis and consists of less rigorous indications of employee performance

What are the key elements to offering appraisals?

1. Take a problem-solving approach

2. Be specific

3. Get employee input

4. Follow up

Promotion

Moving upward in fair ways

Transfer

Moving sideways with similar responsibilities

Discipline and Demotion

The threat of moving downward

Dismissal

Moving out of the organization through layoffs, downsizing, and firings

Exit Interview

A formal conversation to find out why an employee is leaving and to learn about potential problems in the organization

Non-disparagement Agreement (NDA)

Contracts that prohibit one party from criticizing the other; often used in severance agreements to prohibit former employees from criticizing their former employers

Discrimination

People are hired or promoted/denied hiring or promotion for reasons not relevant to the job

Adverse Impact

An organization uses an employment practice or procedure that results in unfavorable outcomes to a protected class

Disparate Treatment

Employees from protected groups are intentionally treated differently

Steps of Affirmative Action

1. Active recruitment from groups traditionally discriminated against

2. Elimination of prejudicial questions in interviews

3. Establishment of minority hiring goals (no longer legal under EEO laws)

Sexual Harassment

Consists of unwanted sexual attention that creates an adverse work environment; violates Title 7 of the 1964 Civil Rights Act

What are the two types of Sexual Harassment in the workforce?

Quid pro quo and Hostile environment

Quid Pro Quo Sexual Harassment

Harassment that jeopardizes being hired or obtaining job benefits or opportunities unless he/she implicitly or explicitly acquiesces

Hostile Environment Sexual Harassment

Harassment that doesn't risk economic harm but experiences an offensive or intimidating work environment

Bullying

Abusive physical, psychological, verbal, or nonverbal behavior that is threatening, humiliating, or intimidating

Labor Unions

Organizations of employees formed to protect and advance their members' interests by bargaining w/ management over job-related issues

Collective Bargaining

Negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security

National Labor Relations Board (NLRB)

Enforces procedures whereby employees may vote for a union and collective bargaining

Two-Tier Wage contracts

Contracts that have new employees paid less/receiving lesser benefits than veteran employees

Cost-of-Living Adjustment (COLA)

A clause during the period of contract that ties future wage increases to increases in the cost of living

Givebacks

Union agreement to give up previous wage or benefit gains in return for something else i.e. a no-layoff policy

Grievance

A complaint by an employee that management has violated the terms of the labor-management agreement

Mediation

Process in which a neutral third party (a la mediator) listens to both sides in a dispute, makes suggestions, and encourages them to agree on a solution

Arbitration

Process in which a neutral third party (a la arbitrator) listens to both parties in a dispute and makes a decision that he parties have agreed will be binding

Reactive Change

Making changes in response to problems or opportunities as they arise

Proactive (Planned) Change

Involves making carefully thought-out changes in anticipation of possible or expected problems or opportunities

Adaptive Change

Least threatening type of change and easiest to implement; reintroduction of a familiar practice

Innovative Change

Somewhat threatening type of change; Introduction of a practice that is new to the organization

Radically Innovative Change

Very threatening type of change; Involves introducing a practice that is new to the industry

What are the three steps in Kurt Lewin's Change Model?

1. Unfreezing

2. Changing

3. Refreezing

What are the Three Steps in a Systems Approach to change?

1. Inputs

2. Target Elements of Change

3. Outputs

(and then Feedback)

Organizational Development (OD)

Set of techniques for implementing planned change to make people and organizations more effective; focuses specifically on people

Change Agent

A consultant w/ a background in behavioral sciences who ca be a catalyst in helping organizations deal with old problems in new ways; puts OD into practice

What is OD used for?

1. Improving individual, team, and organizational performance

2. Revitalizing Organizations

3. Adapting to Mergers

What are the steps of Organizational Development?

1. Diagnosis

2. Intervention ("Treatment")

3. Evaluation

4. Feedbacl

What would make OD more likely to succeed?

Multiple interventions, management support, and structure to achieve both short and long-term results

Invention

Creating or making up something new

Creativity

Developing new and imaginative ideas into reality

Innovation

The activity of creating new ideas and converting them into useful applications (specifically new goods and services)

Product Innovation

Change in the appearance or performance of a product or the creation of a new one

Process Innovation

Change in the way a product is conceived, manufactured, or disseminated

Improvement Innovations

Enhance or upgrade an existing product, service, or process; often incremental and unlikely to generate significant amounts of new revenue

New-Direction Innovations

A brand new or different approach to a product, service, process, or industry; normally consists of the invention of breakthrough products or services that are aimed at creating brand new markets and customers

Resistance to Change

An emotional or behavioral response to real or imagined threats in an established work routine