MAN 3301 - Exam #1 (Chapters 1-5) Latest Update
what aspects of HR do managers most become involved in? - ANSWER - they
focus more on strategic, big picture issues
- they use new ways to provide transactional services
- they take an integrated "talent management" approach to managing HR
- they manage ethics
- they manage employee engagement
- they measure HR performance and results
- they use evidence-based HR management
- they add value
- they have new competencies
- HR certifications
talent management - ANSWER the goal-oriented and integrated process of
planning, recruiting, developing, managing, and compensating employees
new HR competencies - ANSWER - talent managers/organization designers
- culture and change stewards
- strategy architects
- operational executors
- business allies
- credible activists
Society for Human Resource Management (SHRM) HR professional certification
exams - ANSWER - senior professional in HR (SPHR)
- global professional in HR (GPHR)
- professional in HR (PHR)
executive order 11246 - ANSWER requires federal contractors to take
affirmative action to improve employment opportunities or groups such as
women and racial minorities, covers about 26 million workers (about 22% of U.S.
workforce)
age discrimination in employment act (1967) - ANSWER made it unlawful to
discriminate against employees or applicants who are between 40 and 65 years
of age
quid pro quo - ANSWER the most direct is to prove that rejecting a supervisor's
advances adversely affected what the EEOC calls a tangible employment action
such as hiring, firing, promotion, demotion and/or work assignment
ex: employee showed that continued job success and advancement were
dependent on her agreeing to the sexual demands of her supervisors
, affirmative action plans - ANSWER steps that are taken for the purpose of
eliminating the present effects of past discrimination
title VII of the civil rights act (1964) - ANSWER the section of the act that says an
employer cannot discriminate on the basis of race, color, religion, sex or
national origin w respect to employment
human resource planning - ANSWER - the continuous process of systematic
planning ahead to achieve optimum use of an organization's most valuable asset
- quality employees
- ensures the best fit between employees and jobs while avoiding manpower
shortages or surpluses
bona fide occupational qualification - ANSWER requirement that an employee be
of a certain religion, sex, or national origin where that is reasonably necessary
to the organization's normal operation; specified by the 1964 civil rights act
ex: if i am a director and i am casting for a movie on abe lincoln and i do not
choose a woman, it is not discrimination
uniform guidelines on employee selection procedures - ANSWER guidelines
issued by federal agencies charged w ensuring compliance w equal federal
legislation explaining recommended employer procedures in detail
civil rights act of 1991 - ANSWER the act that places the burden of proof back on
employers and permits compensatory and punitive damages
salary surveys - ANSWER a survey aimed at determining prevailing wage rates;
a good salary survey provides specific wage rates for specific jobs
- formal written questionnaire surveys are the most comprehensible, but
telephone surveys and newspaper ads are also sources of information
position analysis questionnare - ANSWER a questionnaire used to collect
quantifiable data concerning the duties and responsibilities of various jobs
advantages of using internal candidates for vacant positions - ANSWER - already
knowing a candidate's strengths and weaknesses
- current employees may be more committed to the company
- morale may rise if employees see promotions as rewards for loyalty and
competence
- should require less orientation and training than outsiders
disadvantages of using internal candidates for vacant positions - ANSWER -
employees who apply for jobs and don't get them may become discontented
* telling them why you rejected them and what remedial actions they might take
is crucial
- internal recruiting is a waste of time
what aspects of HR do managers most become involved in? - ANSWER - they
focus more on strategic, big picture issues
- they use new ways to provide transactional services
- they take an integrated "talent management" approach to managing HR
- they manage ethics
- they manage employee engagement
- they measure HR performance and results
- they use evidence-based HR management
- they add value
- they have new competencies
- HR certifications
talent management - ANSWER the goal-oriented and integrated process of
planning, recruiting, developing, managing, and compensating employees
new HR competencies - ANSWER - talent managers/organization designers
- culture and change stewards
- strategy architects
- operational executors
- business allies
- credible activists
Society for Human Resource Management (SHRM) HR professional certification
exams - ANSWER - senior professional in HR (SPHR)
- global professional in HR (GPHR)
- professional in HR (PHR)
executive order 11246 - ANSWER requires federal contractors to take
affirmative action to improve employment opportunities or groups such as
women and racial minorities, covers about 26 million workers (about 22% of U.S.
workforce)
age discrimination in employment act (1967) - ANSWER made it unlawful to
discriminate against employees or applicants who are between 40 and 65 years
of age
quid pro quo - ANSWER the most direct is to prove that rejecting a supervisor's
advances adversely affected what the EEOC calls a tangible employment action
such as hiring, firing, promotion, demotion and/or work assignment
ex: employee showed that continued job success and advancement were
dependent on her agreeing to the sexual demands of her supervisors
, affirmative action plans - ANSWER steps that are taken for the purpose of
eliminating the present effects of past discrimination
title VII of the civil rights act (1964) - ANSWER the section of the act that says an
employer cannot discriminate on the basis of race, color, religion, sex or
national origin w respect to employment
human resource planning - ANSWER - the continuous process of systematic
planning ahead to achieve optimum use of an organization's most valuable asset
- quality employees
- ensures the best fit between employees and jobs while avoiding manpower
shortages or surpluses
bona fide occupational qualification - ANSWER requirement that an employee be
of a certain religion, sex, or national origin where that is reasonably necessary
to the organization's normal operation; specified by the 1964 civil rights act
ex: if i am a director and i am casting for a movie on abe lincoln and i do not
choose a woman, it is not discrimination
uniform guidelines on employee selection procedures - ANSWER guidelines
issued by federal agencies charged w ensuring compliance w equal federal
legislation explaining recommended employer procedures in detail
civil rights act of 1991 - ANSWER the act that places the burden of proof back on
employers and permits compensatory and punitive damages
salary surveys - ANSWER a survey aimed at determining prevailing wage rates;
a good salary survey provides specific wage rates for specific jobs
- formal written questionnaire surveys are the most comprehensible, but
telephone surveys and newspaper ads are also sources of information
position analysis questionnare - ANSWER a questionnaire used to collect
quantifiable data concerning the duties and responsibilities of various jobs
advantages of using internal candidates for vacant positions - ANSWER - already
knowing a candidate's strengths and weaknesses
- current employees may be more committed to the company
- morale may rise if employees see promotions as rewards for loyalty and
competence
- should require less orientation and training than outsiders
disadvantages of using internal candidates for vacant positions - ANSWER -
employees who apply for jobs and don't get them may become discontented
* telling them why you rejected them and what remedial actions they might take
is crucial
- internal recruiting is a waste of time
