MGT-434 Human Resource Management Final
Exam -Solved- GCU
360-degree feedback system - ANS-A performance appraisal system for managers
that includes evaluations from a wide range of persons who interact with the
manager. The process includes self-evaluations as well as evaluations from the
manager's boss, subordinates, peers, and customers.
360-degree appraisal - ANS-A performance appraisal process for managers that
includes evaluations from a wide range of persons who interact with the manager.
The process includes self-evaluations as well as evaluations from the manager's
boss, subordinates, peers, and customers.
Acceptability - ANS-whether or not a measure is valid and reliable, it must meet the
practical standard of being acceptable to the people who use it
Action plan - ANS-Document summarizing what the trainee and manager will do to
ensure that training transfers to the job
Analytic approach - ANS-Type of assessment of HRM effectiveness that involves
determining the impact of, or the financial costs and benefits of, a program or
practice.
Approaches to Measuring Performance - ANS-Comparative Approach, Attribute
Approach, Behavioral Approach, Results Approach, Quality Approach
Assessment - ANS-Collecting information and providing feed-back to employees
about their behavior, communication style, or skills.
Assessment center - ANS-A process in which multiple raters evaluate employees'
performance on a number of exercises.
Audit approach - ANS-Type of assessment of HRM effectiveness that involves
review of customer satisfaction or key indicators (e.g., turnover rate, average days
to fill a position) related to an HRM functional area (e.g., recruiting, training).
boundary less career path - ANS-careers may involve identifying more with a job or
profession than with the present employer.
Career support - ANS-Coaching, protection, sponsorship, and providing challenging
assignments, exposure, and visibility.
Coach - ANS-A peer or manager who works with an employee to motivate her, help
her develop skills, and provide reinforcement and feedback.
Competencies - ANS-Sets of skills, knowledge, and abilities and personal
, characteristics that enable employees to perform their jobs.
Competency model - ANS-Identifies and provides a description of competencies
that are common for an entire occupation, organization, job family, or specific job .
Counselor/confidante/coach - ANS-to the executive team A role of the CHRO that
focuses on counseling or coaching team members or resolving interpersonal or
political conflicts among team members.
Decision support systems - ANS-Problem-solving systems that usually include a
"what if" feature that allows users to see how outcomes change when assumptions
or data change.
Development - ANS-The acquisition of knowledge, skills, and behaviors that
improve an employee's ability to meet changes in job requirements and in client
and customer demands.
Development planning - ANS-A system to retain and motivate employees by
identifying and meeting their development needs (also called career management
systems).
downward move - ANS-A job change involving a reduction in an employee's level of
responsibility and authority.
EEC (European Economic Community) - ANS-is a confederation of most of the
European nations that agree to engage in free trade with one another, with
commerce regulated by an overseeing body called the European Commission (EC).
Employee assistance programs (EAPs) - ANS-Employer programs that attempt to
ameliorate problems encountered by workers who are drug dependent, alcoholic, or
psychologically troubled.
Employment-At-Will Doctrine - ANS-The doctrine that, in the absence of a specific
contract, either an employer or employee could sever the employment relationship
at any time.
Expatriate - ANS-Employee sent by his or her company to manage operations in a
different country.
Expert systems - ANS-Computer systems incorporating the decision rules of people
recognized as experts in a certain area.
Formal education programs - ANS-Employee development programs, including
short courses offered by consultants or universities, executive MBA programs, and
university programs.
Formal training - ANS-Training and development programs and courses that are
developed and organized by the company.
Exam -Solved- GCU
360-degree feedback system - ANS-A performance appraisal system for managers
that includes evaluations from a wide range of persons who interact with the
manager. The process includes self-evaluations as well as evaluations from the
manager's boss, subordinates, peers, and customers.
360-degree appraisal - ANS-A performance appraisal process for managers that
includes evaluations from a wide range of persons who interact with the manager.
The process includes self-evaluations as well as evaluations from the manager's
boss, subordinates, peers, and customers.
Acceptability - ANS-whether or not a measure is valid and reliable, it must meet the
practical standard of being acceptable to the people who use it
Action plan - ANS-Document summarizing what the trainee and manager will do to
ensure that training transfers to the job
Analytic approach - ANS-Type of assessment of HRM effectiveness that involves
determining the impact of, or the financial costs and benefits of, a program or
practice.
Approaches to Measuring Performance - ANS-Comparative Approach, Attribute
Approach, Behavioral Approach, Results Approach, Quality Approach
Assessment - ANS-Collecting information and providing feed-back to employees
about their behavior, communication style, or skills.
Assessment center - ANS-A process in which multiple raters evaluate employees'
performance on a number of exercises.
Audit approach - ANS-Type of assessment of HRM effectiveness that involves
review of customer satisfaction or key indicators (e.g., turnover rate, average days
to fill a position) related to an HRM functional area (e.g., recruiting, training).
boundary less career path - ANS-careers may involve identifying more with a job or
profession than with the present employer.
Career support - ANS-Coaching, protection, sponsorship, and providing challenging
assignments, exposure, and visibility.
Coach - ANS-A peer or manager who works with an employee to motivate her, help
her develop skills, and provide reinforcement and feedback.
Competencies - ANS-Sets of skills, knowledge, and abilities and personal
, characteristics that enable employees to perform their jobs.
Competency model - ANS-Identifies and provides a description of competencies
that are common for an entire occupation, organization, job family, or specific job .
Counselor/confidante/coach - ANS-to the executive team A role of the CHRO that
focuses on counseling or coaching team members or resolving interpersonal or
political conflicts among team members.
Decision support systems - ANS-Problem-solving systems that usually include a
"what if" feature that allows users to see how outcomes change when assumptions
or data change.
Development - ANS-The acquisition of knowledge, skills, and behaviors that
improve an employee's ability to meet changes in job requirements and in client
and customer demands.
Development planning - ANS-A system to retain and motivate employees by
identifying and meeting their development needs (also called career management
systems).
downward move - ANS-A job change involving a reduction in an employee's level of
responsibility and authority.
EEC (European Economic Community) - ANS-is a confederation of most of the
European nations that agree to engage in free trade with one another, with
commerce regulated by an overseeing body called the European Commission (EC).
Employee assistance programs (EAPs) - ANS-Employer programs that attempt to
ameliorate problems encountered by workers who are drug dependent, alcoholic, or
psychologically troubled.
Employment-At-Will Doctrine - ANS-The doctrine that, in the absence of a specific
contract, either an employer or employee could sever the employment relationship
at any time.
Expatriate - ANS-Employee sent by his or her company to manage operations in a
different country.
Expert systems - ANS-Computer systems incorporating the decision rules of people
recognized as experts in a certain area.
Formal education programs - ANS-Employee development programs, including
short courses offered by consultants or universities, executive MBA programs, and
university programs.
Formal training - ANS-Training and development programs and courses that are
developed and organized by the company.
