Arbeitsrecht at Universität Mannheim | Flashcards & Summaries

Lernmaterialien für Arbeitsrecht an der Universität Mannheim

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Pay for Individual Performance: Piecework Rates

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• Piecework rate
– A wage based on the amount workers produce
– Straight piecework plan
• Incentive pay in which the employer pays the same rate per piece, no matter
how much the worker produces
– Differential piece rates
• Incentive pay in which the piece rate is higher when a greater amount is
produced.

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What is an Exit interview?

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= a meeting of a departing employee with the employee‘s supervisor and/or a human resource specialist to discuss the employee’s reasons for leaving


- A well-conducted exit interview can uncover reasons why employees leave.

- When several exiting employees give similar reasons for leaving, management
should consider whether this indicates a need for change.

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Processes that can contribute to the success of incentive programs.

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- Take complaints about pay seriously
- Do not fall very far below market pay levels
- Realize that most of the best employees want strong pay-performance relationships
- Evaluate current pay systems with respect to the strength of pay- performance relationships
- Examine whether executive pay is moving in the same direction, and at roughly proportionate rates, as employee pay increases

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Give two arguments why a results approach to measure job performance might decrease the firm’s productivity.

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• Results do not inform about employees’ strengths and weaknesses
→ more difficult to offer adequate trainings (works better if behaviors are measured)


• Not all relevant outcomes can be measured easily, e.g. helping
other employees; employees do not show this behavior anymore, as it is not rewarded
→ less cooperation and helping behaviors etc. → lower productivity


• Employees choose strategies to achieve the desired results that harm in the company on the long run (unethical behaviors; risky strategies)

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TESTE DEIN WISSEN

Define ways to measure the success of the selection method.

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Reliabilty Measurement: statistical tests are used to compare results over time ( correlation coefficients, a higher correlation coefficient signifies a greater degree of reliability)


Validity Measurement: Criterion-related, Content, Construct 

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How is workflow related to an organization's structure?

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TESTE DEIN WISSEN

Work Flow is the process of analyzing tasks necessary for production of a product or service. Within an organization, units and individuals must cooperate to create outputs.
The organization’s structure brings together people who must collaborate to efficiently
produce desired outputs.
– Centralized
– Decentralized
– Functional
– Product or Customer

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TESTE DEIN WISSEN

Explain: Content and Construct Validity 

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• Content Validity
Consistency between the test items or problems and the kinds of situations or problems that occur on the job.


• Construct Validity
Consistency between a high score on a test and high level of a construct (i.e., intelligence or leadership ability) as well as between mastery of this construct and successful performance of the job.

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Name methods for designing a job so that it can be done efficiently and motivating.

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1. Design for Efficiency

2. Design for Motivation

3. Design for Safety and Health 

4. Design for Mental Capacity 


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Explain the Role of HR recruitment.

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TESTE DEIN WISSEN

- Role of HR recruitment is to build a supply of potential new hires that
the organization can draw on if need arises.
- Recruiting: any activity carried on by the organization with the primary
purpose of identifying and attracting potential employees.
- Selection: deciding which candidates would be the best fit

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Explain how HRM contributes to an organization's performance.

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Strategic HRM: 

1. Analysis and design of work

2. HR planning

3. Recruiting

4. Selection

5. Training and development 

6. Compensation

7. Perfermance management

8. Employee relations

=> all lead to company performance 

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TESTE DEIN WISSEN

Identify the responsibilities of human resource departments.

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1. Job Analysis

– The process of getting detailed information about jobs.

2. Job Design

– The process of defining the way work will be performed and the tasks that a given
job requires.
3. Recruitment
– The process through which the organization seeks applicants for potential
employment.
4. Selection
– The process by which the organization attempts to identify applicants with the
necessary knowledge, skills, abilities, and other characteristics that will help the
organization achieve its goals.

5. Training
– A planned effort to enable employees to learn job-related knowledge, skills, and
behavior.
6. Development
– The acquisition of knowledge, skills, and behaviors that improve an employee’s
ability to meet changes in job requirements and in customer demands.
7. Performance Management
– The process of ensuring that employees’ activities and outputs match the
organization’s goals.
– The human resource department may be responsible for developing or obtaining
questionnaires and other devices for measuring performance.

8. Planning Pay & Benefits
– How much to offer in salary and wages.
– How much to offer in bonuses, commissions, and other performance-related pay.
– Which benefits to offer and how much of the cost will be shared by employees.
9. Administering Pay & Benefits
– Systems for keeping track of employees’ earnings and benefits are needed.
– Employees need information about their benefits plan.
– Extensive record keeping and reporting is needed.
10. Maintaining Positive Employee Relations
– Preparing and distributing employee handbooks and policies
– Dealing with and responding to communications from employees
– Collective bargaining and contract administration.

11. Establishing and Administering Personnel Policies
– Organizations depend on their HR department to help establish and communicate
policies
– All aspects of HRM require careful and discreet record keeping.
12. Ensuring Compliance with Labor Laws
– Government requirements include filing reports, displaying posters, avoiding
unlawful behavior
13. Supporting the Organization’s Strategy:
– Human resource planning
• identifying the numbers and types of employees the organization will require
to meet its objectives.
– Change management
– Evidence-based HR
• Collecting and using data to show that human resource practices have a
positive influence on the company’s bottom line or key stakeholders.

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TESTE DEIN WISSEN

Define human resource management 

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TESTE DEIN WISSEN
  1.  HRM consists of policies, practices, and systems that influence employees' behaviour, attitudes and Performance.  
  2. The Concept implies that employees are resources of the employer.
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Q:

Pay for Individual Performance: Piecework Rates

A:

• Piecework rate
– A wage based on the amount workers produce
– Straight piecework plan
• Incentive pay in which the employer pays the same rate per piece, no matter
how much the worker produces
– Differential piece rates
• Incentive pay in which the piece rate is higher when a greater amount is
produced.

Q:

What is an Exit interview?

A:

= a meeting of a departing employee with the employee‘s supervisor and/or a human resource specialist to discuss the employee’s reasons for leaving


- A well-conducted exit interview can uncover reasons why employees leave.

- When several exiting employees give similar reasons for leaving, management
should consider whether this indicates a need for change.

Q:

Processes that can contribute to the success of incentive programs.

A:

- Take complaints about pay seriously
- Do not fall very far below market pay levels
- Realize that most of the best employees want strong pay-performance relationships
- Evaluate current pay systems with respect to the strength of pay- performance relationships
- Examine whether executive pay is moving in the same direction, and at roughly proportionate rates, as employee pay increases

Q:

Give two arguments why a results approach to measure job performance might decrease the firm’s productivity.

A:

• Results do not inform about employees’ strengths and weaknesses
→ more difficult to offer adequate trainings (works better if behaviors are measured)


• Not all relevant outcomes can be measured easily, e.g. helping
other employees; employees do not show this behavior anymore, as it is not rewarded
→ less cooperation and helping behaviors etc. → lower productivity


• Employees choose strategies to achieve the desired results that harm in the company on the long run (unethical behaviors; risky strategies)

Q:

Define ways to measure the success of the selection method.

A:

Reliabilty Measurement: statistical tests are used to compare results over time ( correlation coefficients, a higher correlation coefficient signifies a greater degree of reliability)


Validity Measurement: Criterion-related, Content, Construct 

Mehr Karteikarten anzeigen
Q:

How is workflow related to an organization's structure?

A:

Work Flow is the process of analyzing tasks necessary for production of a product or service. Within an organization, units and individuals must cooperate to create outputs.
The organization’s structure brings together people who must collaborate to efficiently
produce desired outputs.
– Centralized
– Decentralized
– Functional
– Product or Customer

Q:

Explain: Content and Construct Validity 

A:

• Content Validity
Consistency between the test items or problems and the kinds of situations or problems that occur on the job.


• Construct Validity
Consistency between a high score on a test and high level of a construct (i.e., intelligence or leadership ability) as well as between mastery of this construct and successful performance of the job.

Q:

Name methods for designing a job so that it can be done efficiently and motivating.

A:

1. Design for Efficiency

2. Design for Motivation

3. Design for Safety and Health 

4. Design for Mental Capacity 


Q:

Explain the Role of HR recruitment.

A:

- Role of HR recruitment is to build a supply of potential new hires that
the organization can draw on if need arises.
- Recruiting: any activity carried on by the organization with the primary
purpose of identifying and attracting potential employees.
- Selection: deciding which candidates would be the best fit

Q:

Explain how HRM contributes to an organization's performance.

A:

Strategic HRM: 

1. Analysis and design of work

2. HR planning

3. Recruiting

4. Selection

5. Training and development 

6. Compensation

7. Perfermance management

8. Employee relations

=> all lead to company performance 

Q:

Identify the responsibilities of human resource departments.

A:

1. Job Analysis

– The process of getting detailed information about jobs.

2. Job Design

– The process of defining the way work will be performed and the tasks that a given
job requires.
3. Recruitment
– The process through which the organization seeks applicants for potential
employment.
4. Selection
– The process by which the organization attempts to identify applicants with the
necessary knowledge, skills, abilities, and other characteristics that will help the
organization achieve its goals.

5. Training
– A planned effort to enable employees to learn job-related knowledge, skills, and
behavior.
6. Development
– The acquisition of knowledge, skills, and behaviors that improve an employee’s
ability to meet changes in job requirements and in customer demands.
7. Performance Management
– The process of ensuring that employees’ activities and outputs match the
organization’s goals.
– The human resource department may be responsible for developing or obtaining
questionnaires and other devices for measuring performance.

8. Planning Pay & Benefits
– How much to offer in salary and wages.
– How much to offer in bonuses, commissions, and other performance-related pay.
– Which benefits to offer and how much of the cost will be shared by employees.
9. Administering Pay & Benefits
– Systems for keeping track of employees’ earnings and benefits are needed.
– Employees need information about their benefits plan.
– Extensive record keeping and reporting is needed.
10. Maintaining Positive Employee Relations
– Preparing and distributing employee handbooks and policies
– Dealing with and responding to communications from employees
– Collective bargaining and contract administration.

11. Establishing and Administering Personnel Policies
– Organizations depend on their HR department to help establish and communicate
policies
– All aspects of HRM require careful and discreet record keeping.
12. Ensuring Compliance with Labor Laws
– Government requirements include filing reports, displaying posters, avoiding
unlawful behavior
13. Supporting the Organization’s Strategy:
– Human resource planning
• identifying the numbers and types of employees the organization will require
to meet its objectives.
– Change management
– Evidence-based HR
• Collecting and using data to show that human resource practices have a
positive influence on the company’s bottom line or key stakeholders.

Q:

Define human resource management 

A:
  1.  HRM consists of policies, practices, and systems that influence employees' behaviour, attitudes and Performance.  
  2. The Concept implies that employees are resources of the employer.
Arbeitsrecht

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