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EXAM 1 - HRIR 3021 – 203 QUESTIONS AND ANSWERS
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EXAM 1 - HRIR 3021 – 203 QUESTIONS AND ANSWERS
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EXAM 1 - HRIR 3021 – 203QUESTIONS AND ANSWERS
Human resource management (HRM) - -The policies, practices, and systems
that influence employees' behavior, attitudes, and performance
-Work flow design - -The process of analyzing the tasks necessary for the
production of a product or service
-Internal labor force - -An organization's workers (its employees and the
people who have contracts to work at the organization)
-Equal employment opportunity (EEO) - -The condition in which all
individuals have an equal chance for employment, regardless of their race,
color, relation, sex, age, disability, or national origin
-What are characteristics of jobs pre-industrial revolution? - -(1) Autonomy
(2) self management (3) flexible work hours (4) work at home in small
groups (5) household incomes
-Human capital - -An organization's employees, described in terms of their
training, experience, judgement, intelligence, relationships, and insight
-External labor market - -Individuals who are actively seeking employment
-What are characteristics of jobs post-industrial revolution? - -(1) no
autonomy (2) no self management (3) inflexible work hours (4) commute to
large noisy workplace (5) individual income
-Equal employment opportunity commission (EEOC) - -Agency of the
Department of Justice changed with enforcing Title VII of the Civil Rights Act
of 1964 and other antidiscrimination laws
-Job - -A set of related duties
-What are 4 necessary qualities of human resources? - -(1) valuable (2) rare
(3) cannot be imitated (4) no good substitutes
-High-performance work system - -An organization in which technology,
organizational structure, people, and processes work together seamlessly to
give an organization an advantage in the competitive environment
-Where did the industrial revolution begin and where did it spread? - -It
began in Europe and then spread to the US and Japan
, -Affirmative action - -An organization's active effort to find opportunities to
hire or promote people in a particular group
-Position - -The set of duties (job) performed by a particular person
-What were working conditions like during the industrial revolution? - -(1)
steam-driven factories (2) low-skilled employees (3) unsafe, dangerous, child
labor, long hours, hot and dirty (4) working class, 80% of society, had little
power
-Job description - -A list of the tasks, duties, and responsibilities (TDRs) that
a particular job entails
-Knowledge workers - -Employees whose main contribution to the
organization is specialized knowledge, such as knowledge of customers, a
process, or a profession
-Disability - -Under the Americans with Disabilities Act, a physical or mental
impairment that substantially limits one or more major life activities, a
record of having such an impairment, or being regarded as having such an
impairment
-Job analysis - -The process of getting detailed information about jobs
-Job design - -The process of defining how work will be performed and what
tasks will be required in a given job
-Employee empowerment - -Giving employees responsibility and authority
to make decisions regarding all aspects of product development or customer
service
-Managers believed that workers were what during the industrial revolution?
- -(1) were replaceable (2) wanted to avoid work (3) would take advantage
(4) needed to be controlled
-EEO-1 report - -The EEOC's Employer Information Report, which details the
number of women and minorities employed in nine different job categories
-Job specification - -A list of the knowledge, skills, abilities, and other
characteristics (KSAOs) that an individual must have to perform a particular
job
-Position analysis questionnaire (PAQ) - -A standardized job analysis
questionnaire containing 194 questions about work behaviors, work
conditions, and job characteristics that apply to a wide variety of jobs
, -Uniform guidelines on employee selection procedures - -Guidelines issued
by the EEOC and other agencies to identify how an organization should
develop and administer its system for selecting employees so as not to
violate antidiscrimination laws
-How was HR seen in its initial years? - -Early HR was seen as place to
handle worker/management issues, and helped companies avoid
unionization. HR also helped companies comply with new labor laws
-Recruitment - -The process through which the organization seeks
applicants for potential employment
-Teamwork - -The assignment of work to groups of employees with various
skills who interact to assemble a product or provide a service
-Selection - -The 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
-Total quality management (TQM) - -A company wide effort to continuously
improve the ways people, machines, and systems accomplish work
-What was the most important employment legislation that was passed in
the past century? - -The Civil Rights Act of 1964. It dealt with discrimination
and racism.
-Office of federal contract compliance programs (OFCCP) - -The agency
responsible for enforcing the executive orders that cover companies doing
business with the federal government
-Fleishman job analysis system - -Job analysis technique that asks subject-
matter experts to evaluate a job in terms of the abilities required to perform
the job
-Disparate treatment - -Differing treatment of individuals, where the
differences are based on the individuals' race, color, relation, sex, national
origin, age or disability status. Ex. McDonnel Douglas Corp v Green
-Competency - -An area of personal capability that enables employees to
perform their work successfully
-Theory X vs. Theory Y - -Theory X: workers are lazy and require
supervision. Theory Y: workers can work independently and do not require
supervision
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