WGU C202 Managing Human Capital All

- Aligns organizational goals with individual goals and organizational processes - Gives employees clear goals and feedback - Generates useful data - answer-Three Main Benefits of Performance Management - Company performance - Reduced merit increases - Reductions in head count - Reduced benefits - Pay freezes - answer-Most common way employers fund variable pay programs - Conduct a Needs Assessment - Develop Learning Objectives - Design the Training Program - Implement the Training - Evaluate the Training - answer-Five Steps to Effective Training - Human resources - Physical resources - Business continuity - answer-Disaster plans should cover: - Organization as a whole - Organization subunits - Work teams or groups - Work Processes - Projects - answer-Performance managers focus on these five things: - Preference of individual employees - Size of the rewards for high performance - Method of motivating individual job performance - Objectivity of the evaluation process that determines the rewards - answer-Before designing an incentive pay plan to motivate performance, it is important to consider the - Recognize and reward high performers - Increase the likelihood of achieving corporate goals - Improve productivity - Move away from an entitlement culture - answer-Top four reasons organizations give for tying pay to performance ar - right to identify business objectives - right to determine the uses of material assets - right to take disciplinary action for cause - answer-Management rights cover three areas: - Separate people from the problem - Focus on interests, not positions - Create options for mutual gain - Insist on objective criteria - answer-Four fundamental principles of integrative negotiation: -Imminent danger situations -Fatalities & Catastrophes - Complaints - Referrals of hazard information from others -Follow-ups -Planned or programmed investigations - answer-Order of Priority for OSHA Inspections [(Training Benefits - Training cost)/Training Cost] x 100 - answer-Equation for ROI% 3 types of unions - answer-industrial, trade, and employee associations 4 common biases - answer-prejudice, stereotyping, perception of possibilities, ignorance 5 components to drug free workplace - answer-1. written policy 2. supervisor training 3. employee education 4. EAP 5. drug testing 5 of 7 reasons emp leave org - answer-lack of career dev poor work climate lack of challenging work direction of org lack of recognition 50% - answer-If at least ______ of workers sign a union authorization card, the NRLB requires the employer to recognize the union without a secret ballot election ability - answer-a stable and enduring capability to perform a variety of tasks (verbal or mechanical ability) acceptance - answer-a clear expression of the accepting party's agreement to the terms of the offer accommodating - answer-neglecting one's own concerns to satisfy the concerns of the other person accountability - answer-an individual is expected to provide a regular accounting to a superior about the results of what she or he is doing and will be held responsible for the outcome action plans - answer-a strategy for proactively addressing an expected talent shortage or surplus active job seeker - answer-someone actively looking for information about job opportunities adverse impact - answer-an employment practice has a disproportionate effect on a protected group regardless of its intent affective commitment - answer-a positive emotional attachment to the organization and strong identification with its values and goals Affective Learning Objectives - answer-learning objectives that change an attitude, relationship or appreciation affirmative action - answer-proactive efforts to eliminate discrimination and its past effects affirmative action plan - answer-describes in detail the actions to be taken, procedures to be followed and standards to be met when establishing an affirmative action program age discrimination in employment act of 1967 - answer-protects people age 40 and older. EEOC agency shop - answer-shop that requires nonunion workers to pay a fee to the union for its services in negotiating their contracts americans with disabilities act of 1990 - answer-prohibits discrimination of a qualified individual with or perceieved as having a disability. EEOC Anticipatory, Encounter, Settling In - answer-Three phases of Socialization applicant tracking system - answer-software that helps manage the recruiting process aptitude-treatment interactino - answer-the concept that some training strategies are more of less effective depending on a learner's particular abilities, personality traits and other characteristics arbitration - answer-an impartial third party acts as both judge and jury in imposing a binding decision on both negotiating parties assessment center - answer-puts candidates through a variety of simulations and assessments to evaluate their potential fit with and ability to do the job. ie inbasket exercises, grp disc, simulations, dec-make probs, oral presentation, written comm assessment goals - answer-accuracy, fit, ethics, legal compliance Auditory - answer-sensory modality: learning by hearing autonomy - answer-the degree to which the job gives the worker freedom, discretion and independence is scheduling the work and determining how to do the work avoidable turnover - answer-turnover that the employer could have prevented avoidance strategy - answer-strategy in which management engages in lawful or unlawful efforts to prevent a union from forming or seeks the decertification of an existing union avoiding - answer-not immediately pursuing one's own concerns or those of the other person and not addressing the conflict background checks - answer-assess factors including personal and credit characteristics, character, lifestyle, criminal history and reputation. contingent method. balanced scorecard - answer-a performance measurement system that translates the organization's strategy into financial, business process, learning and growth and customer outcomes. sequential. base pay - answer-reflects the size and scope of an employee's responsibilities behavioral interview - answer-uses information about what the applicant has done in the past to predict future behavior behavioral observation scales - answer-measure the frequency of desired behaviors Behaviorally anchored rating scales - answer-use a set of behavioral statements relating to qualities important for performance benchmark jobs - answer-jobs that tend to exist across departments and across diverse organizations allowing them to be used as a basis for compensation comparisons bona fide occupational qualification - answer-characteristic that is essential to the successful performance of a relevant job function bottom-up judgmental forecasting - answer-starts with lower-level managers' estimates of the firm's future talent needs. boycott - answer-union members refuse to use or buy the firm's products to exert economic pressure on management brand - answer-symbolic picture of all the information connected to a company or a product including its image broadbanding - answer-using very wide pay grades to increase pay flexibility burnout - answer-exhaustion of physical or emotional strength or motivation usually as a result of prolonged stress or frustration business process reengineering - answer-a more radical rethinking and redesign of business processes to achieve large improvements in speed, service, cost or quality