Exam One - MGT 420 Study Flashcards

HR Management Functions

planning, organizing, directing, controlling

What is HR management?

refers to the constellation of decisions and actions associated w/ managing individuals throughout the employee life cycle to maximize employee and organizational effectiveness in attaining goals

Clan culture

cohesive, people oriented, team players, and empowering employees

human capital

knowledge, skills, and abilities, as well as other characteristics (KSAOs), embodied in people

types of organizational culture

• Adhocracy culture – The dynamic, entrepreneurial Create Culture.

• Clan culture – The people-oriented, friendly Collaborate Culture.

• Hierarchy culture – The process-oriented, structured Control Culture.

• Market culture – The results-oriented, competitive Compete Culture.

changing demographics

aging population and increasing demographic diversity

gig economy

prevalence of temporary employment positions and individuals are employed as independent workers rather than actual employees of an organization

gig

a single project or task that a worker is hired to do on demand

vision

an extension of the mission and describes what the organization will look like or be at some point in the future

Mission

a core need that an organization strives to fulfill and represents the organization's overarching purpose

values

provides the organization with parameters and guidelines for decision making and bringing its vision to life

strategy types

differentiation, cost leadership, focus

balanced scorecard

used to evaluate organizational performance based on the extent to which the organization satisfies different stakeholder needs

SWOT analysis

an organization must analyze the internal strengths and weaknesses that are under its control and the external threats and opportunities that are beyond its direct control

systems perspective

considering how all of the pieces of the HR puzzle fit together and how HR fits within the broader organization

DIVERSITY

real or perceived differences among people with respect to sex, race, ethnicity, age, physical and mental ability, sexual orientation, religion, and attributes that may affect their interactions with others

unconscious bias

stereotypes individuals hold that reside beyond their conscious awareness

stereotypes

simplified and generalized assumptions about a particular group

EEOC

independent federal agency that ensures campanile with the law and provides outreach activities designed to prevent discrimination from occurring in the first place

Office of Federal Contract Compliance Programs (OFCCP)

division of the department of labor, monitors EEO compliance of federal contractors

disparate treatment

treating different groups of applicants or employees differently because of their race, color, religion, sex, or national origin

disparate impact

employers may sometimes use seemingly neutral criteria that have a discriminatory effect on a protected group

4/5ths rule

according to this rule, a protected group's selection ratio may not be less than 80% of the majority group's ratio

Bona fide occupational qualification (BFOQ)

a particular instance where a normally legally protected characteristic is an essential necessity of a job

prima facie

based on the first impression

uniform guidelines on employee selection procedures

outline how selection systems can be designed to comply with EEO laws

harassment

unwelcome behaviors based on sex, race, religion, national, origin, and other protected characteristics

sexual harassment

unwanted advances and other harassment that are sexual in nature

quid pro quo harassment

Involves making employment decisions contingent on sexual favors

hostile work environment harassment

Behavior that contributes to an environment that a reasonable person would find offensive

Family Medical Leave Act (FMLA )

leave employees are entitled to take, including for childbirth and adoptions

ADA

prohibits discrimination against individuals with disabilities who are able to perform the major functions of the job with or without accommodations

TASKS

the elements of a job analysis that are typically used to describe the job itself

KSAOs

used to describe the characteristics workers need to carry out their work effectively (knowledge, skills, abilities, other)

job analysis

The analysis of work and the employee characteristics needed to perform the work successfully

job description

provide the title and purpose of the job, as well as a general overview of the essential tasks, duties, and responsibilities associated w/ the job

Succession Planning

Taking stock of which employees are qualified to fill positions that are likely to be vacated soon. the process of selecting and developing key talent to ensure the continuity of critical roles.

workflow analysis

A broad, organization-level focus on work within the organization and within organizational units and the input needed

Subject Matter Expert (SME)

the people who provide information about the job

job enrichment

Allowing workers to have greater decision-making power

job enlargement

The addition of more responsibilities to a job so that it is less boring and more motivating for workers

job crafting

Redesigning one's own job to fit one's needs

workforce planning

The process of determining what work needs to be done in both the short and long term and coming up with a strategy regarding how positions will be filled

forecasting

The act of determining estimates during workforce planning regarding what specific positions need to be filled and how to fill them

labor market conditions

The number of jobs available compared to the number of individuals available with the required KSAOs to do those jobs

talent analysis

The process of gathering data to determine potential talent gaps, or the difference between an organization's talent demand and the available talent supply

recruitment

The process of identifying a group of individuals (employees or potential applicants) who possess the KSAOs to fill a particular role

external recruitment

An employer's actions that are intended to bring a job opening to the attention of potential job candidates outside of the organization and, in turn, influence their intention to pursue the opportunity.

realistic job preview

Offers potential applicants a realistic view of the actual job, including both positive and negative information

informational interview

The exchange of information between an individual and an organizational representative with the goal of learning more about the organization and its industry

selection interview

A traditional job interview

site visit

When a job applicant agrees to physically go to the organization's location to meet with and to be interviewed by its representatives

hiring manager

The person who asked for the role to be filled and/or to whom the new hire will be reporting as their manager