WGU C232: Introduction to Human Resource Management-ALL

WGU C232: Introduction to Human Resource

Management-ALL 3.6 (8 reviews) Students also studied Terms in this set (189) Western Governors UniversityHRM 2100 Save C232 Intro to HR - Pre-Assessment 51 terms mwell51Preview WGU C232 - Introduction to Human ...190 terms Rockin_TattdPreview C724 (Information Systems Manage...261 terms rwdixon1993Preview Pre-Ass 51 terms SeC Practice questions for this set Learn1 / 7Study using Learn Affirmative action is any action taken by an employer to overcome discriminatory effects of past or current practices or policies that create barriers to equal employment opportunity.Managerial EstimatesThe most common method of estimating HR demand. These are typically made by top management (a top-down approach).Choose an answer 1Reverse Discrimination2Affirmative Action 3Equal Employment Opportunity4Age Discrimination Don't know?

Multiple Linear RegressionAn extension of simple linear regression analysis. However, instead of relating employment to just one variable, multiple variables are used.Nominal Grouping TechniqueA group process involving problem identification, solution generation, and decision-making.Redundancy PlanningHR planning associated with the process of laying off employees who are no longer needed.Replacement PlanningThis type of planning uses charts that show the names of the current occupants of positions in the organization and the names of likely replacements.Simple Linear RegressionA projection of future demand is based on a past relationship between the organization's employment level and a variable related to employment, such as sales and shows how these measures are connected.Succession PlanningThis type of planning tends to be long-term, developmental, and flexible.Although this type of planning is widely practiced, many employers who use it tend to emphasize characteristics of the managers and downplay characteristics of the positions to which the managers may eventually be promoted.Deontological TheoriesThese theories of ethics evaluate the rightness or wrongness of an action based on how well that action conforms to some rule or principle, regardless of the consequences.External EnvironmentThe factors that organizations and their managers have no control over, such as legislation, changes in technology, competition, and so on.HROften referring to the department charged with overseeing an organization's personnel or human resources.Human Resource Management (HRM)Is responsible for the recruitment, selection, training, and motivation of the organization's employees and is therefore concerned with the fundamental task of defining and analyzing jobs in organizations.Internal EnvironmentFactors that organizations control as they interact in the global marketplace, such as culture, product development, and strategy.Quality of Work LifeThe quality of life experienced by employees in their work environments.SWOT AnalysisAn acronym for strengths, weaknesses, opportunities, and threats. This analysis provides the firm actionable direction for competing in the marketplace.StrategyThe plan an organization has to compete in a marketplace. A strategy can consist of products and services, employees, and the organization's goals, among other things.StrengthsA company's core competencies, abilities, and capacities that give it an advantage when meeting the needs of target customers.

TechnologyThe equipment and knowledge used to produce goods and services. The exact meaning varies widely among industries and fields.ThreatsConditions, trends, or barriers in the external environment that hinder firm performance.Utilitarian TheoriesA theory of ethics that evaluates the rightness or wrongness of an action based on the consequences of that action.Define internal factors impacting business strategies. Internal business strategies are:

• company strategy & culture
• company structure
• company size
• top management
• company HR perceptions
• internal technology available

Define external factors impacting business strategies. * changing technology

• economy
• competition
• Globalization
• Legislation

Peer AppraisalPerformance Assessment of an employee's performance or future success by his or her work colleagues. Often considered an effective tool when teamwork and participation are part of the organizational culture.List the Administrative use of Performance Appraisals (PA)/Evaluations.

• Salary in-/de-creases
• Demotions
• Layoff
• Promotions/transfers
• Terminations

List the Development use of Performance Appraisals (PA)/Evaluations.

• Identify training needs
• Motivate employee improvement
• Provide feedback
• Counsel employees
• Spot performance deficiencies
• Identify/Acknowledge strengths

Distinguish Performance Management (PM) and Performance Appraisal (PA) PM is PROCESS aiding employees to understand job objectives, motivate and train to accomplish goals. It begins with knowing company strategy.PA is FORMAL SYSTEM to measure, evaluate, and influence of employee's job- related attributes, behaviors and outcomes.Besides feedback what else does a PA do.1. Ensure company goals are aligned to job anlaysis.

• Set work standards to clarify performance expectations.
• Create metrics documenting standards.
• Assess employee's actual performance relative to stated standards.
• Provide motivating feedback to do better or doing well.

What terms are used to clarify the person doing the appraising?superior or rater vs. supervisor or manager.What terms are used to clarify the person being appraised?subordinate or ratee. Does not mean ratee is lower level, simply a term of clarity.In what ways is the PA an agreeemnt b/w the company and employee?

• Productivity improvement
• Management development
• Peformance measurement
• Feedback

5. HRP

• Legal compliance
• Communication b/w Rater & Ratee
• Supervisory awareness of job

Describe elements of performance measurement. establishes the employee's work value to company and evaluates employee contributions.What other areas of HR does performance management impact?

• Job Analysis
• Compensation
• Train (current job) & Develop (future KSAs)

Who conducts Perf Appraisals?1. Supervisory PA

• [Employee] Self PA
• Peer PA
• Subordinate PA
• Customer PA
• Computer Monitoring PA

What are the dis/advantages of using supervisory appraisal?Advantage - immediate boss most familiar with subordinate work Disadvantages are 1) supervisor lacks PA delivery; 2) subordinate may feel threatened by power; 3) subordinate alienated What are the dis/advantages of using Self-appraisal? Advantage - 1) incumbent involvement; 2) feedback on incumbent role; 3) combined with supervisory PA Disdvantage - employee subject to systemic biases, gap b/w self and others What are the dis/advantages of using Subordinate appraisal?Advantage - 1) rater feedback on effectiveness thru ratee perspective Disdvantage - 1) personality vs performance feedback; 2) inflate evaluation if threatened by supervisor What are the dis/advantages of using Computer Monitoring appraisal?Advantage - 1) fast method; 2) alignment with strategic goals and company culture; Disdvantage - ethical issues on employee privacy What are the dis/advantages of using Peer appraisal? Advantage - 1) rater lack access to ratee performance; 2) great with self-managed team; 3) great with participatory company culture; Disdvantage validity reduced when - 1) competitive reward system; 2) low trust among team members