Midterm Exam - Human Resource Management 360 with Mackey at University of Tennessee - Knoxville

Jessica H.

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Applicant Tracking System

A SOFTWARE APPLICATION DESIGNED TO HELP AN ENTERPRISE SELECT EMPLOYEES MORE EFFICIENTLY

Selection

The process of hiring the most suitable candidate for a vacant position

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Retention

Ability to keep talented employees in the organization through:

Clear and consistent job expectations.

Fair supervision, adequate training, development, resources, respect, equity, recognition, growth opportunities.

Realistic Job Preview

Honest and complete information about the job.

The candidate should be able to make an informed decision from the information given.

Favorable and unfavorable aspects of the job should be given.

Reliability

THE EXTENT TO WHICH A SELECTION TEST PROVIDES CONSISTENT RESULTS.

John Maxwell

THIS MOTIVATIONAL AUTHOR AND SPEAKER SAID,” The True Measure of Leadership Is Influence-Nothing more, Nothing less.”

Learning Organization

FIRM THAT RECOGNIZES THE CRITICAL IMPORTANCE OF CONTINUOUS PERFORMANCE-RELATED to do Training AND Development AND TAKES APPROPRIATE ACTION.

Training

An organization’s planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job.

Kirkpatrick's Four-Level Model of Training

WITH THIS MODEL IMPLEMENTED, THE HIGHEST LEVEL OF TRAINING EFFECTIVENESS IS RETURN ON INVESTMENT AND SHOULD SHOW YOUR CEO THE REASON FOR TRAINING.

Human Resource Development (HRD)
-->bigger picture than T&D

A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands

Workforce or HR Framing

THE SYSTEMATIC PROCESS OF MATCHING THE INTERNAL AND EXTERNAL SUPPLY OF PEOPLE WITH JOB OPENINGS ANTICIPATED IN THE ORGANIZATION OVERA SPECIFIED PERIOD OF TIME.

Zero-based forecasting

FORECASTING METHOD THAT USED THE ORGANIZAITON’S CURRENT LEVEL OF EMPLOYMENT AS THE STARTING POINT FOR DETERMINING FUTURE STAFFING NEEDS.

Strategic Plan

Gives an organization a competitive focus and at the same time allows the organization to align, rather than isolate each function of the business.

HR Management Functions

PLANNING, ORGANIZING, DIRECTING AND CONTROLLING ARE__________________.

Cost-Benefit Analysis (Break-even)

A calculation that measures the economic return on a project or investment. Value of benefits received divided by costs to produce benefits.

Uniform Guidelines on employee selection procedures (so you are consistent and fair to everyone)

Established a uniform set of principles to all steps of the selection process: preemployment testing, interviewing and performance appraisal__________________.

Medical Family Leave Act

Requires employers employing at least 50 employees to provide 12 weeks of unpaid leave in any 12 month period for:

Birth of a child.

Serious health condition of a spouse, child or parent.

Serious health condition of the employee.

Behavioral Interview Questions

Questions in an interview that start with,”Tell me about a time when……

Pregnancy Discrimination Act

Act that states you cannot discriminate against a pregnant woman during interviewing and hiring practices.

Coach

One who listens, clarified, probes and defines employee career concerns.

Appraiser-One who gives feedback

Early Career Development

establishment and achievement-learn the job, learn the organizational rules and norms, fit into chosen occupation and organization, increase competence, pursue career dream.

Mary Kay

She worked hard and did not give up and also drew on managers. She relied on people’s strengths as a team to get to the highest point.

Classroom Training

Most common style format for training and development.

$1,228.00

Amount of training spent per employee.

ADDIE Model

(Analysis, Design, Development, Implement, Evaluate)

Acronym for the most famous training model.

Human Resource Management

The design of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish the organization’s goals..

Employer Branding

The firm’s corporate image or culture created to attract and retain the type of employees the firm is seeking.

Human Resource Manager

An individual who normally acted in an advisory or staff capacity, working with other managers to help them deal with human resource matters.

Shared Service Center (for several HR services)

Consolidating routine HR functions into one location for many business units.

HR IS System

(Human Resources Information System)

Systematic tool for gathering, storing, maintaining, retrieving and revising HR data.

Diversity of Management

Ensuring that factors are in place to provide for and encourage the continued development of a diverse workforce by melding these actual and perceived differences among workers to achieve maximum productivity.

Equal employment opportunity (EEO)

Ethics

A system of moral principles and values that establish appropriate conduct

Dodd Frank Act

This was enacted on July 21, 2010, includes three sections that add whistle-blower protections, and it also amended the Sarbanes-Oxley Act (SOX) and False Claims Act to expand their whistle-blower protections.

Ethical Dilemmas

Follow directions from the boss (49%).

Meet overly aggressive objectives (48%)

Help the organization survive (40%)

These are_______________.

Corporate Responsibility

The implied, enforced, or felt obligation of managers, acting in their official capacity, to serve or protect the interests of groups other than themselves.

Diversity

Refers to any perceived difference among people: age, race, religion, functional specialty, profession, lifestyle, with the organization.

Title 7 or Civil Rights (came out first in 1964, amended in 1991 to add compensatory damages)

Prohibits employment discrimination based on race, color, religion, sex or national origin.

KSA (Knowledge, Skills, Abilities)

Three key elements in a job analysis and job description.

Yield Ratio

Ratios that can help quantify recruitment.

Skill Banks

Computerized talent or skill inventories that can furnish a list of qualified people.

Briggs vs. Duke Power

1971 court case that recognized adverse impact discrimination.

Lilly Ledbetter vs. Goodyear Tire (wage discrimination claim)

Act that creates a rolling time frame for filing wage discrimination claims and expands plaintiff field beyond employee who was discriminated against.

McDonnel Douglass Corp. vs. Green

(Fair Housing Claim)

*(Don't need to know this one)*
This employee worked at a plant employing

30,000 people and he was laid off. He participated

In protest activities and blocked the entrance.

When the company hired new employees he was not

hired back. He filed a suit and prevailed. What was the

Name of the case and the criteria for the lawsuit?

*(Don't need to know this one)*

Supreme court case reversed a Second Circuit decision and held that the City discriminated against white and Hispanic firefighters who would have most likely received promotions.

Fair Standards Act (FSA)

Employees are categorized as exempt and nonexempt and job analysis is key in this determination. Overtime is regulated by this act. (oldest piece of legislation in HRM)

Job Analysis

Systematic process of determining the skills, duties and knowledge required for performing jobs in an organization.

Bureau of Labor Statistic (BLS) or O*Net

This website makes occupational information interactive and accessible to all.

Job Specifications

Spells out the necessary qualifications to be able to perform the job and be legally defended, such as years experience and degree held.

OSHA (Occupational Safety & Health Act)

Job descriptions are required to specify elements of the job that endanger health or are considered unsatisfactory or dangerous to the employee. This agency regulates safety.

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