Fichas
HR Exam 1
Fichas del conjunto (39)
- 1What are the 4 types of challenges to HR management?1. Technological Changes
2. Workforce Demographics
3. Economic Changes - 2Describe 2 technological changes that challenge HR management. How could this make an impact on HR?1. Rapid increase in the capability of personal computers.
2. Growth of access to information technology internet.
Impact: New policy and a larger pool of potential employees - 3Describe 5 of the ways workforce demographics challenge HR demographics.1. Aging of baby boomers
2. inadequate supply of workers with needed skills for "knowledge jobs"
3. Education of works in basic skills (gap)
4. More diversity of race, gender, age, and ethnicity in U.S workforce (Women expected to go up 9% ) - 4Describe 2 of the economic changes to HR management.1. Pressures of global competition causing firms to adapt by lowering costs and increasing productivity (can cause people to outsource Ex: Levi stars moved to mexico and china)
- 5What is strategic HRM?: linking of HRM w/ strategic goals/objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility; HR functions best when company values, mission and strategic mission align
- 6How does traditional HRM differ from Strategic HRM>1. Responsibility for HR is on line managers instead of staff specialists
2. Role is transformational (change leader/initiator) instead of transactional
3. invest in people/knowledge vs. capital/products
4. investment center accountability vs. cost center - 7What is a job analysis and why is it important?: systematic way to gather/analyze info about the content/context/human requirement; foundation for everything involved in HR like job descriptions, employee selection, training, job classification, etc; hardly used in completed form, but used to create other management tools
- 8Describe the differences b/t job vs. worker oriented analyses.Job: analysis of tasks necessary to complete job; more concrete (ex: do hw)
Worker: analysis of the skills and abilities required Ex: intelligent, time mgt. - 9What are the two types of fundamental information?1. Data about work to be done; how employee needs to do the work
2. Data on underlying abilities; KSAs (Knowledge, skills, and abilities) need to do the work - 10What are the 7 steps of job analysis?1. Select job for analysis
2. determine what info to collect
3. determine how to collect info
4. determine who collects info
5. process the information
6. write job descriptions
7. write job specifications - 11How often should a job analysis be performed?depends on degree of change associated w/ position
External: change in customer demand, seasonality, and new competition
internal factors: assigning new duties to a job or individual, and hiring new employees - 12What kind of info is needed for job analysis?1. actual work activities
2. tools, equipment, and other necessary work aids
3. job context
4. personal characteristics
5. behavior requirements
6. Performance standards - 13Describe the 9 types of ways to collect information.1. Observation: simplest/cheapest (Hawthorne Effect)
2. perform job: best way to understand, but wastes time if person needs to be trained to do job (technical)
3. Interview: heisenberg
4. Questionnaire
5. Checklist 6. Critical incident 7. Performance Eval 8. Diary/Daily Log 9 Multiple methods - 14What is a critical incident?1. observing/recording of actual events; form clear picture of a job's actual requirements and good for training
2. Not used much because it takes a long time - 15Why are the pos/neg of diaries or daily logs for collecting information for job analysis.Pos: cost effective
Neg: takes time for employees to write, try to slant supervisor's view of them by writing about incidents that didn't actually take place, some employees read/write enough, and somebody has to spend time reading it - 16Who collects the information for the job analysisOutside: objective, good for EEOC, but unfamiliar w/ job requirements
2. Current/past employees: good insight, cost effective, but may skip things, bias (sometimes omit so they won't have to do)
3. Teams: best view; less standardized
4. Union may do it - 17How is information processed for job analysis?Goal: to identify data that will be most useful in defining and describing the work and how to do the job
- 18Describe job description and job specification.Description: summary of duties, responsibilities, and working conditions, activities of a specific job, and qualifications of prospective employee
specification: knowledge, skills, and abilities an individual needs to perform a job ( element of description) - 19What is HR planning? Why is it importantHuman resources planning involves getting the right number of qualified people in the right jobs at the right time
1. allows firm to take advantage of opport.
2. operating in excess = inefficient
3. effectiveness affects qual. of workforce planning decisions - 20How is HR planning done?1. assessing current HR, future needs, and finding a program that meets needs
2. Comparing supply/demand
Supply: number of potential employees available to a hospitality company
Demand: number/ nature of jobs the company needs - 21What are the internal/external factors that affect labor supply/demand?1. Internal: turnover, employee movements, company performance
2. External: local labor market, economic conditions, industrial trends - 22What can can a manager use to address labor shortage?1. overtime
2. outsourcing/contingent labor
3. retention
4. promotions, transfers, and demotions
5. new hires - 23what can a manager use to address a labor surplus?1. layoffs
2. attrition and hiring freezes
3. early retirement
4. promotions, transfers, and demotions - 24What is the goal human resources forecasting? What are the two types? What's trend analysisG: accurately match demand/supply
Bottom Up: relies on manager experience
Top-Down: relies on quantitative/statistics
Analysis: selecting single factor than most accurately predicts demand - 25How do companies forecast supply?1. track skill sets of employees and identify potential matches for jobs ( skills inventories/ human resources info (HRISs)
2. Succession planning ( identifying employees who might be viable successors for top managerial positions increases ability to identify/track future replacements - 26What are the advantages and disadvantages of internal recruitment strategies?A: Employee motivation, improved morale/performance/employee loyalty), lower staff turnover, better utilization of employee abilities (FIT), decreased orientation, socializing, and training costs, reliability, quicker/cheaper than external
Dis: discontent of those not promoted, another vacancy, inbreeding - 27What are the advantages and disadvantages of external recruitment strategies?A: new blood = new perspectives, avoid political problems, chance to advertise/remind
D: difficult to find fit, morale problems, longer adjustment or orientation time, time commitment - 28What are the 3 main reasons that selction is important? What is negligent hiring?1. Performance affects other employees
2. costly to hire new employees
3. legal implications
: failure to conduct a thorough reference check; can leave an employer open to litigation - 29Name 10 interview problems.1. similarity error 2. Contrast error 3. Overweighting negative info 4. race, sex, age bias 5. first impression error 6. Halo effect/ devil's horns 7. faulty listening/memory 8. recency errors 9. interview domination 10. nonverbal communication
- 30What are some of the benefits and barriers to effective organizational entry and socializationBenefits: reduced time, improved productivity, stronger bonds, enhanced job satisfaction/loyalty, improved employee engagement/retention, enhanced employer brand
Barriers: cost, time, resources - 31What are some barriers to effective communication?1. Filtering 2. Selective Perception 3. Information overload 4. emotions language 5. silence 6. Communication apprehension
- 32What are the 3 major causes of job satisfaction?1. the work itself (interesting jobs w/ training variety, independence, control)
2. Social component (feedback, social support)
3. Pay - 33What are the benefits of satisfaction?1. Better job/organizational performance
2. better organization citizenship behavior (OCB)
3. greater levels of customer satisfaction
4. generally lower absenteeism/turnover
5. decreased instances of workplace deviance - 34Describe Herzberg's two factor theory?Hygiene Factors: not dissatisfied if they go up, but unhappy when go down; pay, job security
Motivation factors: satisfied up, dissatisfied down ( promotional opportunities, recognition) - 35based on self-efficacy or social learning theory, how is self-efficacy increased?1. Enactive Mastery: gain experience
2. Vicarious Modeling: see someone else do task
3. Verbal Persuasion: positive reinforcement
4. Arousal: get energized - 36What is equity theory/justice theory?1. employees weight what they put into a job situation against what they get from it
2. compare input-outcome ratio with those of others
Forms of justice : distributive, procedural, interactional, organizational - 37What are the 3 key relationships of expectancy theory?1. Effort-performance: perceived probability that exerting effort leads t successful performance
2. Performance: belief that successful performance = desired outcome
3. Rewards-Personal Goals: attractiveness of organizational outcome to individual - 38What is similarity error, contrast error, first impression error, recency error?1. similarity: interviewer attracted to people who are like them
2. Contrast: compare candidates to each other instead of job standards
3. Impression: base on first impression or information about them
4. Recency error: most recent candidate is the one interviewer remembers - 39What is the halo effect/devil's horns?Halo: one pos. thing makes interviewer thing everything candidate does favorable
Devil: opposite of halo