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Test 2 Review SheetThursday, November 08, 20125:15 PMChapter 5-Human Resource planning- Process of determining an organization's human resource needs-Mission Statement- A brief statement of the reason an organization is a business-SWOT- A process for determining an organizations Strengths, weaknesses, opportunities, and threats-Core competency- Organizational strength that represents a unique skill or resource that gives them a competitive edge-Strategic directionoMission-Objectives and goalsStrategy-Structure-People-Human resource information systems (HRIS)- computerized system that assists in the process of HRM information-Replacement Chart- HRM organizational charts indicating positions that may become vacant in thenear future and the individuals who may fill the vacancies-Employment planning and the strategic planning process1. Define organization mission2. Establish corporate goals and objectives3. Assess current human resources/ HRMS: Job Analysisi. Demand for labor/Supply of humans4. Compare demand for and supply of human resources5. If demand exceeds supply= recruitment6. If supply exceeds demand= decruitment -Job Analysis- Provides information about jobs currently being done and the knowledge, skills, and abilities that individuals need to perform the jobs adequatelyoObservation method- A job analysis technique in which data are gathered by watching employees workoIndividual interview method- meeting with an employee to determine what his or her job entailsoGroup interview method- meeting with an number of employees to collectively determine what their jobs entailoStructured questionnaire method- a specifically designed questionnaire on which employeesrate tasks they perform in their jobsoTechnical conference method- a job analysis technique that involves extensive input from the employee's supervisoroDiary method- a job analysis method requiring job incumbents to record their daily activities-Position analysis questionnaire (PAQ)- A job analysis technique that rates jobs on elements in six categogriesoInformation input, mental process, work output, relationships with other people, job context, other job characteristics -Job description- a statement indicating what a job entailsoTitle, identification, duties or essential functions, specifications -Job specification- statement indicating the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of their jobs-Job evaluation- specifies the relative value of each job in the organization-Job design- refers to the way that the position and the tasks within that position are organized, including how and when the tasks are done and any factors that affect the work such as in what order the tasks are completed and the conditions under which the tasks are completed-Job enrichment- expanding job content to create more opportunities for job satisfaction-Flexible work schedulesoCompressed work week schedules- employees work longer days in exchange for longer weekends or other days offoFlex time- an alternative to traditional 9 to 5 work schedules allows employees to vary arrival and departure timesoJob sharing- two people share one job by splitting the work week and the responsibilities of the positionoTelecommuting- using technology to work in a location other than the traditional workplace Chapter 6-Recruiting- the process of seeking sources for job candidates-Recruiter- represents employer to prospective applicants at colleges and job fairs-Constraints on recruiting efforts- factors that can limit recruiting outcomesoOrganizations image may push people awayoJob attractiveness- difficult job, low payoInternal organizational policies- promote from within may give other employees priority over more qualified outside candidatesoGovernment influences- physical appearance, sex, or religionoRecruiting costs- budget restraints-Recruiting SourcesoInternal search- promotion from within-Builds morale in the company-Promotes good public relations-Encourages individuals who are qualified and ambitious -Less costly-Helps with recruiting entry level positionsoEmployee referral- A recommendation from a current employee regarding a job applicant-Referrer can receive a bonus if their referral is hired-Easier to find qualified candidates-Recommenders may confuse friendship wtiht job performance competenceoExternal Searches-Advertisements-Blind box ad- an advertisement that does not identify the advertizing organizationoEmployment agencies-Assists in matching employees seeking work with employers seeking workersoExecutive search firms- private employment agency specializing in middle and top management placementsoSchools, colleges and Universities-Job fairsoJob FairsoProfessional OrganizationsoUnsolicited applicants-Online RecruitingoMost used way of recruiting -Recruitment AlternativesoTemporary help services- meeting short term fluctuations in HRM needsoLeased employees- individuals hired by one firm and sent to work in another for a specific timeoIndependent contractors- consultants-Recruiting: A global perpectiveoHost country national- a citizen of the host country hired by an organization based in another countryoExpatriate- an individual who lives and works in a country of which he or she is not a citizen Chapter 7-Selection processoInitial screening- the first step in the selection process whereby job inquiries are sortedoCompleting the Application-Application form- company specific employment form used to generate specific information the company wants-Weighted applications- a special type of application form that uses relevant applicant information to determine the likelihood of job successoPre-employment testing-Performance simulation tests- work sampling and assessment centers evaluation abilities in actual job activities-Work sampling- a selection device requiring the job applicant to perform a small sampling of actual job activates-Assessment center- a facility where performance simulation tests are administered. These include a series of exercises used for selection, development, and performance appraisalsoComprehensive interviews- A selection device used to obtain in depth information about a candidate-Behavioral Interview- observing job candidates not only for what they say but for how they behaveoRealistic job previews- a selection device that allows job candidates to learn negative as wellas positive information about the job and organizationoConditional job offer- a


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UMD BMGT 360 - Chapter 5

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