Define “human Resource management”

HR353 Final Exam Answers

  1. Define “human Resource management”

  2. How HR influences organizational performance (76, 80)?:

  3. HR initiatives that impact the diverse workforce, the global economy, downsizing, and new legislation (447-448)

  4. Factors influencing worker motivation that managers can impact (89):

  5. Job analysis (9), job description (177), job specification (177):

  6. Compliance with HR law (113-116):

  7. Why employees join unions (528)?

  8. Employment-at-will-doctrine (592):

Terms and Topics to Review for the Exam

ADA (115) –.
Open Door Policy (594) –
Assessment Center (277) –
.

Career Progression (181) –
Recruitment (229) –
Job Postings (231)
Job Enrichment (166) –

Attrition (144)
Compressed Work Week (212)

Progressive discipline (207) –
11. Job content (162) –
FMLA (116) –
Job dissatisfaction (93)
Effective Orientation Programs (271-272) –
Selection Process (229) – Is the process of choosing among those who do apply.
Why Labor Unions were founded (528-530) –
Outsourcing (52)
Technology Sharing –
Kotter’s Research and theory (85) –
Equal Pay Act of 1963 (113) –
.

Wage garnishment (196) –
.

HR Planning (136) – Is the process of assessing the organization’s human resources needs in the light of organizational goals and changing conditions and making plans to ensure that a competent, stable work force is employed.
Job Analysis (176) – Is the systematic investigation of job content, the physical circumstances in which the job is carried out, and the qualifications needed to carry out job responsibilities.
Incentive plans (427) – Provide financial or nonfinancial rewards to employees who make substantial contributions to organizational effectiveness. There are many kinds of incentive plans, offering various rewards on different bases.
Union Shops (33) – All workers in a bargaining unit are required to become union members after a certain period of employment.
Collective Bargaining (31) – Is the process in which union leaders, as representatives of workers, negotiate with employers over working conditions such as hours and compensation.
EAPs (515) – Employee assistance programs have been defined as more or less structured programs that utilize technical, administrative, and professional human services and personnel people, on either a contractual or an employment basis, to meet the needs of troubled employees.
Laboratory training (342) – Can be described as experience-based learning workshops that utilize one or more approaches, such as case discussions, role plays, computer simulations, management games or problem-solving exercise, and/or relatively unstructured group discussions.
Skills-based pay (168) – Are team members paid according to the number of tasks they can perform or the number of skills mastered.
Mentoring (340) – Is a wise and trusted counselor or teacher; can be on a person-to person basis, or a mentor can meet with a small group of four to six protégés, or both indv and as a group.
Lateral transfers (273) – Employees may be reassigned or asked to transfer from one job to another, one department to another, one shift to another, or one geographic location to another.
Work procedures –
BARS (373) – Behaviorally anchored rating scales focus on a specific job behaviors rather than traits or characteristics. These scales reduce the amount of judgment or subjectivity required of the rater and rely mostly on the rater’s powers of observation.