HRM Test #1
Quiz yourself by thinking what should be in
each of the black spaces below before clicking
on it to display the answer.
Help!
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| show | The policies, practices, and systems that influence employees' behavior, attitudes, and performance.
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| show | An organization's employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight.
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| High Performance Work System | show 🗑
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| show | The process of getting detailed information about jobs.
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| show | The process of defining the way work will be performed and the tasks that a given job requires.
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| show | The process through which the organization seeks applicants for potential employment.
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| Selection | show 🗑
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| Training | show 🗑
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| show | The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands.
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| Performance Management | show 🗑
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| Human Resource Planning | show 🗑
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| show | Collecting the using data to show that human resource practices have a positive influence on the company's borrow line or key stakeholders.
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| show | A company's commitment to meeting the needs of its stakeholders
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| Stake holders | show 🗑
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| show | The fundamental principles of right and wrong.
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| show | organization that supports lifelong learning by enabling all employees to acquire and share knowledge.
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| Continuous Learning | show 🗑
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| Transaction processing | show 🗑
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| show | Computer software systems designed to help managers solve problems by showing how results vary when the manager alters assumptions or data.
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| Expert Systems | show 🗑
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| show | Display of series of HR measure, showing human resource goals and objectives and progress toward meeting them.
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| HRM Audit | show 🗑
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| Involuntary Turnover | show 🗑
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| Voluntary Turnover | show 🗑
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| Outcome Fairness | show 🗑
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| show | A judgement that fair methods were used to determine the consequences an employee receives.
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| show | A judgement that the organization carried out its actions in a way that took the employee's feelings into account.
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| show | Principle of discipline that says discipline should be like a hot stove, giving clear warning and following up with consistent, objective, immediate consequences.
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| show | A formal discipline process in which the consequences become more serious if the employee repeats the offense.
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| show | methods of solving a problem by bringing in an impartial outsider but not using the court system.
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| show | Organization's policy of making managers available to hear complaints.
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| Peer Review | show 🗑
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| Mediation | show 🗑
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| Arbitration | show 🗑
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| show | A referral service that employees can use to seek professional treatment for emotional problems or substance abuse.
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| show | A service in which professionals try to help dismissed employees manage the transition from one job to another
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| Job Withdrawal | show 🗑
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| Role | show 🗑
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| show | Uncertainty about what the organization expects from the employee in terms of what to do or how to do it.
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| show | An employee's recognition that demands of the job are incompatible or contradictory.
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| Role Overload | show 🗑
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| Job Involvement | show 🗑
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| Organizational Commitment | show 🗑
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| show | A pleasant feeling resulting from the perception that one's job fulfills or allows for fulfillment of one's important job values.
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| show | Process of formally identifying expectations associated with a role.
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| show | Condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin.
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| Equal Employment Opportunity Commission (EEOC) | show 🗑
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| show | An organization's active effort to find opportunities to hire or promote people in a particular group.
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| Disability | show 🗑
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| EEO-1 Report | show 🗑
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| show | Guidelines issued by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate anti-discrimination laws.
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| show | Agency responsible for enforcing the executive orders that cover companies doing business with the federal government.
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| show | Differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status.
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| show | A necessary (not merely preferred) qualification for performing a job.
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| Disparate Impact | show 🗑
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| 4/5 Rule | show 🗑
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| Reasonable Accommodation | show 🗑
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| Sexual Harassment | show 🗑
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To hide a column, click on the column name.
To hide the entire table, click on the "Hide All" button.
You may also shuffle the rows of the table by clicking on the "Shuffle" button.
Or sort by any of the columns using the down arrow next to any column heading.
If you know all the data on any row, you can temporarily remove it by tapping the trash can to the right of the row.
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Created by:
kstocker3