Strategic human resource Management Questions and Answers 100% correct

Strategic human resource Management Questions and Answers 100% correct Strategic human resource management Managing in such a way as to coordinate all human resource components nd focus them on achieving organizational goal and overrall stratefy job analysis Studying a job to understand what knowledge , skills,abilities and atitudes are required for successful performance. job description details of the responsibilities and tasks required by a job. job specification Alist of the knowledge, skills, abilities, and other employee characteristics needed to performthe job. Demand forcasting determining the number of employees that the organization will need in the future as well as the knowledge skills, and abilities these employees must possess. Supply forcasting determing what human resource will be avaliable both inside and outside the organization. Recruitment Finding and attracting qulified job candidates. Selecttion The process of ealuating and choosing the best-qualified candidate from the pool of applicants available for the position sexual harassment action that are sexually directed are unwanter to adverse employment conditions. "quid pro quo " harassment sexual harassmentreqwuiring sexusl favor in exchange for positive job treatment Hostile environment harassment Harassment produced by work place conduct and /or setting that is considered to make an abusive working environment. Labor-management relatons the formal process throught which labor union respersent employees in negotiating with management. affirmative action Emphasizing the reruiting, hiring and promting group and other protected classes if such individual are underrepresented in the organization Bona fide occupatinal qualification of a job that is legaal to use even if it tend to rule out member of employee classes protected by title vll Internal fairness Pay for the job within the organization is fair relative to the pay of higher- and lower level job in the same organization. Employee fairness Expectation that individuals on a given job are paid fairly relative to coworkers on the same job. Benefits indirect compensation given to employees as a reward for organizational membership External fairness pay in one organization is fair relative to the pay for the same job in other organziations Contrast error The tendency to rate employee relative to each other rather than to performance standard. Recency error Evaluation on the employee's most recent performance rather than all of it Compensation Direct and indirect payment to employees. 360- degree feedback Feedback from the supvisor, subordinate ,coworkers and self- appraisal HAlo effect Rating an employee high or low on all items because of one characteristic Central tendency judging all employees as average even through their performance varies Leniency error Evaluating someone in a group higher than the person should be rated or when the rater is unjustifiably easy in evaqluating performance.