HR Flashcard2

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

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