Midterm Exam

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

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.

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

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

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

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

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

PLANNING, ORGANIZING, DIRECTING AND CONTROLLING ARE__________________.

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

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

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.

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

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

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

Appraiser-One who gives feedback

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

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.

Most common style format for training and development.

Amount of training spent per employee.

Acronym for the most famous training model.

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

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

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

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

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

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.

A system of moral principles and values that establish appropriate conduct

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.

Follow directions from the boss (49%).

Meet overly aggressive objectives (48%)

Help the organization survive (40%)

These are_______________.

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

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

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

Three key elements in a job analysis and job description.

Ratios that can help quantify recruitment.

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

1971 court case that recognized adverse impact discrimination.

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

*(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?

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)

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

This website makes occupational information interactive and accessible to all.

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

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.