MANA 3320 EXAM 1
Human Resources Management - answer The process of managing human resources
(human capital and intellectual assets) to achieve an organization's objectives.
Reactive change - answer Change that occurs after external forces have already
affected performance
Proactive change - answer Change initiated to take advantage of targeted opportunities
Human Resources Information System - answer A computerized system that provides
current and accurate data for the purposes of control and decision making
Human Capital - answer The knowledge, skills, and capabilities of individuals that have
economic value to an organization.
Mission - answer The basic purpose of the organization as well as its scope of
operations
Strategic Vision - answer A statement about where the company is going and what it
can become in the future
Core Values - answerThe strong and enduring beliefs and principles that the company
uses as a foundation for its decisions
Value Creation - answerWhat the firm adds to a product or service by virtue of making
it; the amount of benefits provided by the product or service once the costs of making it
are subtracted
Differentiation - answerInvolves providing something unique and distinctive to
customers that they value
Low cost provider - answerKeeping costs low to offer an attractive price to customers
(relative to competitors).
Cost Containment - answerAs companies see rising costs for transportation, healthcare,
and other benefits, they might consider cost savings strategies. Outsourcing,
Offshoring, are examples
Strategic Human Resource Management - answerPattern of human resources
developments and activities that enable an organization to achieve its strategic goals.
, Strategy formulation - answerproviding input as to what is possible given the types and
numbers of people available.
Strategy implementation - answermaking primary resource allocation decisions about
structure, processes, and human resources.
Strategic Planning - answerProcedures for making decisions about the organization's
long term goals and strategies.
HR Planning - answerProcess of anticipating and making provision for the movement of
people into, within, and out of an organization.
Equal Pay Act 1963 - answeraimed at abolishing wage disparity based on sex
Title VII Civil Rights Act of 1964 - answerfederal law that prohibits employers from
discriminating against employees on the basis of sex, race, color, national origin, and
religion. It generally applies to employers with 15 or more employees, including federal,
state, and local governments
Protected Classes - answerRace, color, religion, sex and national origin; Age and
disability (added through ADA and ADEA)
Disparate Treatment - answerA situation in which protected class members receive
unequal treatment or are evaluated by different standards.
Adverse Impact - answerConcept that refers to employment practices that appear
neutral but have a discriminatory effect on a protected group
Prima Facie - answerbased on the first impression
4/5s rule - answerA rule of thumb followed by the EEOC in determining adverse impact
for use in enforcement proceedings.
Equal opportunity - answerthe policy of treating employees and others without
discrimination, especially on the basis of their sex, race, or age.
Affirmative action - answeran action or policy favoring those who tend to suffer from
discrimination, especially in relation to employment or education
Civil rights act of 1991 - answerprohibits race norming of tests. Includes changing test
scores based on protected classes. Requires employers to demonstrate that job
practices are job-related and consistent with business necessity
Immigration Reform and Control Act - answerCant employ illegal aliens, and cannot
discriminate base on ethnicity or country of origin
Human Resources Management - answer The process of managing human resources
(human capital and intellectual assets) to achieve an organization's objectives.
Reactive change - answer Change that occurs after external forces have already
affected performance
Proactive change - answer Change initiated to take advantage of targeted opportunities
Human Resources Information System - answer A computerized system that provides
current and accurate data for the purposes of control and decision making
Human Capital - answer The knowledge, skills, and capabilities of individuals that have
economic value to an organization.
Mission - answer The basic purpose of the organization as well as its scope of
operations
Strategic Vision - answer A statement about where the company is going and what it
can become in the future
Core Values - answerThe strong and enduring beliefs and principles that the company
uses as a foundation for its decisions
Value Creation - answerWhat the firm adds to a product or service by virtue of making
it; the amount of benefits provided by the product or service once the costs of making it
are subtracted
Differentiation - answerInvolves providing something unique and distinctive to
customers that they value
Low cost provider - answerKeeping costs low to offer an attractive price to customers
(relative to competitors).
Cost Containment - answerAs companies see rising costs for transportation, healthcare,
and other benefits, they might consider cost savings strategies. Outsourcing,
Offshoring, are examples
Strategic Human Resource Management - answerPattern of human resources
developments and activities that enable an organization to achieve its strategic goals.
, Strategy formulation - answerproviding input as to what is possible given the types and
numbers of people available.
Strategy implementation - answermaking primary resource allocation decisions about
structure, processes, and human resources.
Strategic Planning - answerProcedures for making decisions about the organization's
long term goals and strategies.
HR Planning - answerProcess of anticipating and making provision for the movement of
people into, within, and out of an organization.
Equal Pay Act 1963 - answeraimed at abolishing wage disparity based on sex
Title VII Civil Rights Act of 1964 - answerfederal law that prohibits employers from
discriminating against employees on the basis of sex, race, color, national origin, and
religion. It generally applies to employers with 15 or more employees, including federal,
state, and local governments
Protected Classes - answerRace, color, religion, sex and national origin; Age and
disability (added through ADA and ADEA)
Disparate Treatment - answerA situation in which protected class members receive
unequal treatment or are evaluated by different standards.
Adverse Impact - answerConcept that refers to employment practices that appear
neutral but have a discriminatory effect on a protected group
Prima Facie - answerbased on the first impression
4/5s rule - answerA rule of thumb followed by the EEOC in determining adverse impact
for use in enforcement proceedings.
Equal opportunity - answerthe policy of treating employees and others without
discrimination, especially on the basis of their sex, race, or age.
Affirmative action - answeran action or policy favoring those who tend to suffer from
discrimination, especially in relation to employment or education
Civil rights act of 1991 - answerprohibits race norming of tests. Includes changing test
scores based on protected classes. Requires employers to demonstrate that job
practices are job-related and consistent with business necessity
Immigration Reform and Control Act - answerCant employ illegal aliens, and cannot
discriminate base on ethnicity or country of origin
