MGMT 415 MIDTERM #1 STUDY GUIDE
Human Resource Management - Answers - the process of acquiring, training,
appraising and compensating employees, and of attending to their labor relations,
health and safety, and fairness concerns.
Evidence based HR - Answers - the use of data, facts, analytics, scientific rigor, critical
evaluation, and critically evaluated research/case studies to support human resource
management proposals, decisions, practices and conclusions. Means using the best-
available evidence in making decisions about the HR management practices you are
focusing on. Could come from actual measurements (like how did the trainees like this
program?) or from existing data (what happened to company profits after we installed
this training program?). Or it could come from research studies (what does the research
literature conclude about the best way to ensure that trainees remember what they
learn?).
Components of HR Management - Answers - -Conducting job analysis (the nature of
each employee's job)
-Planning labor needs and recruiting job candidates.
-Selecting job candidates
-Orienting and training new employees
-Managing wages and salaries (compensating employees)
-Providing incentives and benefits
-Appraising performance
-Communicating (interviewing, counseling, disciplining)
-Training employees, and developing managers
-Building employee relations and engagement
Line Authority - Answers - traditionally gives managers the right to issue orders to other
managers or employees. Creates a superior (order giver) -- subordinate (order receiver)
relationship.
Staff Authority - Answers - gives a manager the right to advise other managers or
employees. When the HR manager suggests that the plant manager use a particular
selection test, he or she is exercising this.
Line Managers - Answers - a manager who is authorized to direct the work of
subordinates and is responsible for accomplishing the organization's tasks.
Staff Managers - Answers - a manager who assists and advises line managers
In most organizations, human resource managers are categorized as ________, who
assist and advise ________ in areas like recruiting, hiring, and compensation - Answers
- Staff managers, line managers
, Recruiters - Answers - maintain contacts within the community and perhaps travels
extensively to search for qualified job applicants
EEO representatives (affirmative action coordinators) - Answers - investigate and
resolve equal employment opportunity grievances, examine organizational practices for
potential violations, and compile and submit EEO reports.
Job Analysts - Answers - collect and examine detailed information about job duties to
prepare job descriptions. refers to the procedure used to determine the duties
associated with job positions and the characteristics of the people to hire for those
positions.
Labor relations specialist - Answers - advise management on all aspects of union
management relations.
five trends shaping HR Management - Answers - - Workforce demographics and
diversity trends: more diverse with women, minority group members and older workers.
Some firms are shifting to nontraditional workers who hold multiple jobs or are
"temporary" part time workers.
- Trends in how people work: jobs have shifted from manufacturing to service. On-
demand workers, such as Uber drivers. Problem with this is that it's unpredictable,
insecure, menial and makes some feel disrespected.
-Human capital work: their knowledge, education, training, skills and expertise.
-Globalization trends: companies extending their sales, ownership and manufacturing to
new markets abroad. Free trade areas- agreements that reduce tariffs and barriers
among trading partners-- further encourage international trade.
- Economic trends: recessions and unemployment and general economic state of the
country have to do with management and the way in which people hire. Labor force in
America is growing more slowly than expected which is bad if employers can't get
enough workers to expand. Also, unemployment rate is dropping because people don't
want to work anymore.
- Technology trends: most characterizes the trends shaping human resource
management today. Tools used: social media, mobile applications, gaming, cloud
computing, data analytics and talent analytics.
how HRM has changed historically - Answers - In early firms, personnel managers took
over hiring and firing from supervisors, ran the payroll department and administered
benefits plans. Personnel departments played a greater role in employee selection and
training. "Personnel management" is not new and ancient armies always required
attracting, selecting, training and motivating workers. These tasks were mostly just a
part of every manager's job and lasted until late 1800s. Soon employers set up "welfare
offices" and "welfare secretaries" to manage activities like factory washrooms to
oversee plant safety. By 1900, employers set up first "hiring offices", training programs
and factory schools. New equal employment laws in the 1960s made employers more
reliant on personnel management to avoid discrimination claims. By the 1970s
Human Resource Management - Answers - the process of acquiring, training,
appraising and compensating employees, and of attending to their labor relations,
health and safety, and fairness concerns.
Evidence based HR - Answers - the use of data, facts, analytics, scientific rigor, critical
evaluation, and critically evaluated research/case studies to support human resource
management proposals, decisions, practices and conclusions. Means using the best-
available evidence in making decisions about the HR management practices you are
focusing on. Could come from actual measurements (like how did the trainees like this
program?) or from existing data (what happened to company profits after we installed
this training program?). Or it could come from research studies (what does the research
literature conclude about the best way to ensure that trainees remember what they
learn?).
Components of HR Management - Answers - -Conducting job analysis (the nature of
each employee's job)
-Planning labor needs and recruiting job candidates.
-Selecting job candidates
-Orienting and training new employees
-Managing wages and salaries (compensating employees)
-Providing incentives and benefits
-Appraising performance
-Communicating (interviewing, counseling, disciplining)
-Training employees, and developing managers
-Building employee relations and engagement
Line Authority - Answers - traditionally gives managers the right to issue orders to other
managers or employees. Creates a superior (order giver) -- subordinate (order receiver)
relationship.
Staff Authority - Answers - gives a manager the right to advise other managers or
employees. When the HR manager suggests that the plant manager use a particular
selection test, he or she is exercising this.
Line Managers - Answers - a manager who is authorized to direct the work of
subordinates and is responsible for accomplishing the organization's tasks.
Staff Managers - Answers - a manager who assists and advises line managers
In most organizations, human resource managers are categorized as ________, who
assist and advise ________ in areas like recruiting, hiring, and compensation - Answers
- Staff managers, line managers
, Recruiters - Answers - maintain contacts within the community and perhaps travels
extensively to search for qualified job applicants
EEO representatives (affirmative action coordinators) - Answers - investigate and
resolve equal employment opportunity grievances, examine organizational practices for
potential violations, and compile and submit EEO reports.
Job Analysts - Answers - collect and examine detailed information about job duties to
prepare job descriptions. refers to the procedure used to determine the duties
associated with job positions and the characteristics of the people to hire for those
positions.
Labor relations specialist - Answers - advise management on all aspects of union
management relations.
five trends shaping HR Management - Answers - - Workforce demographics and
diversity trends: more diverse with women, minority group members and older workers.
Some firms are shifting to nontraditional workers who hold multiple jobs or are
"temporary" part time workers.
- Trends in how people work: jobs have shifted from manufacturing to service. On-
demand workers, such as Uber drivers. Problem with this is that it's unpredictable,
insecure, menial and makes some feel disrespected.
-Human capital work: their knowledge, education, training, skills and expertise.
-Globalization trends: companies extending their sales, ownership and manufacturing to
new markets abroad. Free trade areas- agreements that reduce tariffs and barriers
among trading partners-- further encourage international trade.
- Economic trends: recessions and unemployment and general economic state of the
country have to do with management and the way in which people hire. Labor force in
America is growing more slowly than expected which is bad if employers can't get
enough workers to expand. Also, unemployment rate is dropping because people don't
want to work anymore.
- Technology trends: most characterizes the trends shaping human resource
management today. Tools used: social media, mobile applications, gaming, cloud
computing, data analytics and talent analytics.
how HRM has changed historically - Answers - In early firms, personnel managers took
over hiring and firing from supervisors, ran the payroll department and administered
benefits plans. Personnel departments played a greater role in employee selection and
training. "Personnel management" is not new and ancient armies always required
attracting, selecting, training and motivating workers. These tasks were mostly just a
part of every manager's job and lasted until late 1800s. Soon employers set up "welfare
offices" and "welfare secretaries" to manage activities like factory washrooms to
oversee plant safety. By 1900, employers set up first "hiring offices", training programs
and factory schools. New equal employment laws in the 1960s made employers more
reliant on personnel management to avoid discrimination claims. By the 1970s
