HRM & OB 1: Part 1/2

A critical concern for a successful pay-for-performance system is the perceived fairness of the pay decision.

Job evaluation is a non-systematic, qualitative process of determining the relative worth of jobs in order to establish a comparison with the prevailing market and regional value of a job within a job family.

The job ranking system ranks jobs on the basis of relative worth and can be done by a single person familiar with all jobs.

The job classification system is a quantitative job evaluation procedure that determines a job's relative value by calculation the total points assigned to it.

Developmental approaches to performance appraisal recognize that a manager's purpose is to improve job behaviors, not just evaluate past performance.

Performance appraisal programs can be used for many purposes, including layoff decisions, retention and termination of employess.

Dividing the appraisal interview into two sessions, one for the performance review and the other for the employee's growth plans, is a good strategy to improve communication between the parties.

A performance appraisal approach designed to measure how frequently employees exhibit certain behaviors is:

Job enlargement: Changes in the content and level of responsibility of a job so as to provide greater challenges to the worker.

Job description: Document that provides information regarding the essential tasks, duties, and responsibilities of a job.

The critical job tasks identified by the critical incident approach to job analysis include those important duties and job responsibilities performed by the jobholder that lead to job success.

The realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable facts.

Selection is the process of attempting to locate and encourage potential applicants to apply for existing or anticipated job openings.

Skill inventories are an important tool for succession planning.

Elements in an effective HR planning process must include all of the following except:

A tool adopted for mapping a firm's strategy to ensure strategic alignment is

Determination of whether the firm will be able to secure employees with the necessary skills, and from what sources is

Human Resource Planning is the conducting of recruitment and selection methods according a strategic plan

Changes in labor supply can place limits on the strategies available to firms.

Strategic planning is the process of anticipation and providing for the movement of people into, within, and out of an organization.

Qualitative HR forecasting techniques generally employ sophisticated analytical models.

SWOT analysis helps executives summarize the major facts and forecasts derived from the external analysis

Succession planning is the process of identifying, developing, and tracking key individuals so that they may eventually assume top-level positions.

The systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time is refferd to as

Values - from the perspective of modern Organizational Behavior, we assume that...

Two of the following statements regarding biases in judging others are correct. Which ones?

The form of organizational justice that focuses on people’s beliefs that they received fair amounts of valued work-related outcomes

People’s perceptions of the fairness of the procedures used to determine the outcomes they receive.

People’s perceptions of the fairness of the manner in which they are treated by other people.

Distributive Justice

Interactional Justice

Procedural Justice

What are the six functional areas that are associated with effective HRM?

What are external forces (external environment) of HRM?

What is Human Resource Management?

Top-level managers who report directly to the corporation's CEO or the head of a major devision.

Persons who perform tasks in a wide variety of HR-related areas

HR executive (manager or non-manager) who typically is concerned with only one of the functional areas of HRM.

What are the 4 steps of the HR Strategic Planning Process?

What is the PESTEL analysis?