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Human Resources
HR Development
| Question | Answer |
|---|---|
| Copyright Act | defines the protection provided to authors of "original works" |
| Public domain | Status of a work when copyright protection ends; in general, copyright protection covers the life of the author plus 70 years |
| Fair use | Provision of the Copyright Act that allows the use of copyrighted work in certain circumstances |
| Fair use Doctrine 4 factors | 1- purpose /character of use 2- nature of the work itself 3- amt of work? 4- effect? |
| U.S. Patent Act | Act that established the U.S. Patent and Trademark Office |
| Design Patent | protect new, original & ornamental design of mfg items - limit 14 yrs |
| Plant Patent | protects invention of or discovery of asexually reproduced varieties of plants for 20 yrs |
| Utilities Patent | protects the invention of new & useful processes, machines, mfg or composition of matter - limit 20 yrs |
| Trademark Act | Act that provides federal protection for trademarks and service marks |
| Organizational development | Process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions; looks at org's technology, process, structure, & hr |
| Organizational culture | Shared attitudes and perceptions in an organization |
| OD Interventions | used to implement change, directed toward structure, process, technology, etc |
| 4 Categories of ODIs | 1- strategic 2- techno-structural 3- human process 4- human resource management |
| 3 types of strategic interventions | 1 - change management 2- knowledge management 3- learning orgs |
| change Management | changing org |
| Change process theory | Dynamics through which organizational change takes place; 1- Unfreezing 2- Moving 3- Refreezing |
| Change Agent | HR can act as change agent during this process |
| Knowledge Management | Process of capturing, retaining, & distributing org knowledge |
| Community of Practice | an informal grp willing to share their experiences & expertise w/co/workers |
| Knowledge Management System | Provides a method for verifying & retaining org info to solve future problems |
| Purpose of Knowlege Management | to make sure each E has same basic trng & that each has access to info from other depts so Es don't have 2 perform same task multiple times |
| Learning Organization | is a type of co where Es r encouraged 2 dev to keep up to speed & keep org competitive, promote open exchange of ideas, rewards for excep perf |
| Senge's 5 | disciplines that enable continuous learning Systems thinking, Personal mastery, Mental Models, Building shared vision, team learning |
| systems thinking | ability of individs & orgs 2 recog pattterns & project how changes will impact them |
| Personal Mastery | describes a high level of expt in a chosen field & a committment to lifelong learning |
| Mental models | deep-seated beliefs that color perceptions, affecting how 1 cs the world & how they react 2 it |
| bldg shared vision | encourages org 2 plan 4 future, nspiring cmtmnt of entire org |
| team learning | the ability of a team 2 share & bld upon their ideas w/o holding bak |
| Techno-Structural Intervention | ODIs in this category address issues of how wk gets done n the org by looking at level of Es involvment & resigning wk processess |
| 3 types of techno-structural IDs (3) | 1- Total Quality Managment 2- Six Sigma 3- High involvement orgs |
| Total Qual Msngmt | Strategic, integrated management system for achieving customer satisfaction that involves all managers and employees and uses quantitative methods to continuously improve an organization's processes |
| W. Edwards Demming | 14 pt program for managing quality; if the company made poor products it was essentially their fault and no one else's |
| Juran | "fitness to use": reliabiity a product or service for its users |
| Juran Trilogy | quality planning, quality control, quality improvement |
| Quality Planning | initiates programs by addressing qual concerns during the prod or svc development process |
| Quality Control | ensures conformance 2 the parameters estbld n the planning phase during the ops phase |
| Qual Improvements | r used 2 continually improve ops & reduce waste |
| Quality mngmt Tools 7 | check sheets, histograms, Pareto chart, cause & effect diagram, stratisfication, scatter charts, process control charts |
| Check sheets | Simple visual tools used to collect and analyze data |
| Histogram | Graphic representation of the distribution of a single type of measurement; data is represented by a series of rectangles of varying heights |
| Pareto chart | Vertical bar graph on which bar height reflects frequency or impact of causes |
| Stratification Charts | show how the individ components of a prob, identifying possible strategies 4 correcting probs |
| Scatter Charts | aka xy chart, provides a graph rep 4 the rel btw 2 #s this info provides info re data analysis & the concept of correlation |
| cause & effect diagram | aids in organizing info during brainstorming sessions |
| Process control charts | provide graph rep used for determing variances in production processes over time |
| Phillip B. Crosby four quality attributes | 1)a definition of quality 2) Do It Right The 1st time,a prevention system (rather than appraisal of quality), 3) a performance standard (zero defects), 4) the measurement of quality ( the cost of nonconformance) |
| Six Sigma | DAMIC Disciplined, data-driven approach and methodology for eliminating defects by focusing on process defects DMAIC |
| DMAIC | define, measure analyze, improve, control |
| High involvement Orgs | Es r involved n designing their own wk processes, r empowered 2 take actions to complete wk, & r acctbl 4 results. broadly defined jobs, flat hierarchies w/ cont feedback & info flows btw & amg self-directed wk teams |
| HIO 4 factors must b present | 1- power 2- knowledge 3- info 4- rewards |
| Human Process Interventions | focuesed on developing competencies at the individual level |
| HPI Methods 4 | 1- team-bldg actvities 2- conflict resolution 3- mngmt by obj 4- emotional intelligence |
| Team Bldg Activities | blds relationships w/in the team 2 communicate expectations & 2 nvolve team members into developing creative & effective ways of getting goals done |
| Conflict Resolution | process of developing strategies for resolving issues & maintaining or rebldg effective wking rels |
| MBO | management by objectives; employees help set objectives for themselves, defining what they tend to do achieve within a specified timeperiod |
| Emotional Intelligence | Ability of an individual to be sensitive to and understanding of the emotions of others and to manage his or her own emotions and impulses |
| HR management intervention | focus on individuals w/in org |
| HRMI examples | dev hiriing & selection procedures, designing jobs, dev perf mngmt systems, dev diversity programs, dev reward systems |
| Mngmt Development | seeks to upgrade skills for mngrs who r accntble 4 achieving results thru others |
| Leadership development | Seeks out Es who show promise as potential leaders |
| 3 levels of employee training | 1- organizational 2- task 3- individual |
| ADDIE 5 step design process deve hr dev programs. | 1- analysis 2- design 3- dev 4- implementation 5- evaluation |
| Training | Process of providing knowledge, skills, and abilities (KSAs) specific to a task or job |
| Trainability | Readiness to learn, combining students' level of ability and motivation with their perceptions of the work environment |
| passive training methods | lecture, presentation, conference |
| active training methods facilitation, case study, simulation, vestibule, socratic seminar | |
| Vestibule training | offline, instructor led trng designed bring a learner up 2 prod standards b/f assuming online responns |
| Experiential training methods real time situations (3) | 1- demonstration 2- 1on1 3- performance |
| E-learning | Delivery of formal and informal training and educational materials, processes, and programs via the use of electronic media |
| Distance learning | Process of delivering educational or instructional programs to locations away from a classroom or site |
| Blended learning | Planned approach to learning that includes a combination of methods such as classroom, e-learning, self-paced study, and performance support such as job aids or coaching |
| Theater-style seating | best 4 lectures, films, video presentations, holds most people |
| Classroom style seating | listening to presentations while using manuals or handouts or taking notes |
| Banquet-style seating | participants will b taking part in sm grp talks & interacting w/ ea other & doing activities in a single grp |
| chevron-style seating | 4 interacting w/ea other & instructor, good for bigger mtg & good 4 doing several activities, w or w/o tables |
| conference style seating | grp with equal status & mtg led by facilitator instead of instructor provides max interaction but not gd for visual aids |
| U-shaped seating gd 4 collaborative training situations | |
| Training eval models (4) | 1- reaction 2- learning 3- behavior 4- results |
| Reaction Eval Method | surveys at the end of training |
| Learning Eval Method | uses a test to measure if grp learned what they were supposed to learn |
| Behavior Eval Method | mearsures job perf 6 wks 2 6 mths a/f training |
| Results Eval Method | provides most meaningful feedback for biz |
| Performance management | Process of maintaining or improving employee job performance through the use of performance assessment tools, coaching, and counseling as well as providing continuous feedback |
| Performance appraisal | Process that measures the degree to which an employee accomplishes work requirements |
| Perf Appraisal Methods 4 types | Comparison, Rating, Narrative, Behavioral |
| Comparison Method 3 types | 1- ranking 2- paired comparison 3- forced ranking |
| paired comparison | employee is paired with every other employee and compared, one at a time, using the same scale for performance |
| Forced Ranking | uses bell curve |
| Rating methods 2 | 1- rating scales 2- checklists |
| Narrative Methods 3 | 1- critical incident 2- essay 3- field review |
| Behavioral Methods 2 | 1- BARS 2- continuous feedback |
| BARS | behaviorally anchored rating scale; designed to combat category rating by describing desirable undesirable behavior |
| inter-rater reliability | uses multiple raters to reduce rating error due to bias |
Created by:
nekatla
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