HR Exam 1

Question	Answer
What are the 4 types of challenges to HR management?	1. Technological Changes 2. Workforce Demographics 3. Economic Changes
Describe 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
Describe 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% )
Describe 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)
What 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
How 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
What 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
Describe 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.
What 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
What 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
How 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
What 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
Describe 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
What 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
Why 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
Who collects the information for the job analysis	Outside: 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
How 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
Describe 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)
What is HR planning? Why is it important	Human 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
How 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
What 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
What 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
what can a manager use to address a labor surplus?	1. layoffs 2. attrition and hiring freezes 3. early retirement 4. promotions, transfers, and demotions
What is the goal human resources forecasting? What are the two types? What's trend analysis	G: 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
How 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
What 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
What 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
What 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
Name 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
What are some of the benefits and barriers to effective organizational entry and socialization	Benefits: reduced time, improved productivity, stronger bonds, enhanced job satisfaction/loyalty, improved employee engagement/retention, enhanced employer brand Barriers: cost, time, resources
What are some barriers to effective communication?	1. Filtering 2. Selective Perception 3. Information overload 4. emotions language 5. silence 6. Communication apprehension
What 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
What 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
Describe 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)
based 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
What 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
What 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
What 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
What is the halo effect/devil's horns?	Halo: one pos. thing makes interviewer thing everything candidate does favorable Devil: opposite of halo

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	Created by Ayanna Patterson almost 8 years ago