Chapter 9 Key Terms (EXAM 3)
The key terms highlighted in yellow from the book.
58 Cards in this Set
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human resources management (HR)
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consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce.
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human capital
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is the economic, or productive potential of employee knowledge, experience, and actions
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knowledge worker
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is someone whose occupation is principally concerned w/ generating or interpreting information, as opposed to manual labor
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social capital
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economic or productive potential of strong, trusting, and cooperative relationships
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strategic human resource planning
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consists of developing a systematic, comprehensive strategy for
a) understanding current employee needs
b) predicting future employee needs
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job analysis
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determine, by observation and analysis, the basic elements of a job
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job description
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summarizes what the holder of a job does and how or why he or she does it
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job specification
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describes the minimum qualifications a person must have to perform the job successfully
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human resource inventory
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a report listing your organizations employees by name, education, training, languages, and other important information
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national labor relations board
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enforces procedures whereby employees may vote to have a union and for collective bargaining
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collective bargaining
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consists of negotiations between MGT and employees about disputes over compensation, benefits, working conditions, and job security
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fair labors standards act
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1938- established minimum living standards for workers engaged in interstate commerce, including provision of a federal minimum wage
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equal employment opportunity (EEO) commission
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enforces anti-discrimination and other employment - related laws
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workplace discrimination
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occurs when people are hired or promoted - or denied hiring or promotion for reasons not relevant to the job
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adverse impact
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occurs when an organization uses as employment practice or procedure that results in unfavorable outcomes to a protected class (such as hispanics) over another group of people (such as whites)
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disparate treatment
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results when employees from protected groups (such as disabled individuals) are intentionally treated differently
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affirmative action
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focuses on achieving equality of opportunity within an organization
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sexual harrasment
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consists of unwanted sexual attention that creates an adverse work environment
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recruiting
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the process of locating and attracting qualified applicants for jobs open in the organization
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internal recruiting
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means making people already employed by the company aware of job openings
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job posting
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placing information about job vacancies and qualifications on bulletin boards, in newsletters, and on the organizations intranet
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external recruiting
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means attracting job applicants from outside the organization
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realistic job preview (RJP)
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gives a candidate a picture of both positive and negative features of the job and the organizatiotn before he or she is hired
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selection process
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the screening of job applicants to hire the best candidate.
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unstructured interview
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involves asking probing questions to find out what the applicant is like
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structured interview
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involves asking all applicants the same questions and comparing their responses to a standardized set of answers
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situational interview
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the interviewer focuses on hypothetical questions
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behavioral-description interview
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explores what applicants have already done in the past
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employment tests
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legally considered to consist in any procedure used in the employment selection - decision process
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assement center
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management candidates participate in activities for a few days while being assessed by evaluators
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reliability
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the degree to which a test measures the same thing consistently
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validity
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means the test measures what is purports to measure and is free of bias
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orientation
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helps the newcomer fit smoothly into the job and the organization
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training
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refers to educating technical and operational employees in how to better do their current jobs
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development
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refers to educating professionals and mangers in the skills they need to do their jobs in the future
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computer-assisted instruction (CAI)
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computers are used to provide additional help or reduce instructional time when training an employee
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performance appraisal
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consists of:
1 assessing an employee's performance and
2. providing him or her with feedback
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performance MGT
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the continuous cycle of improving job performance through goal setting, feedback, and coaching, and rewards positive reinforcement
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objective appraisals
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also called results appraisals and are based on facts that are often numerical
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subjective appraisals
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appraisals based on manager's perceptions of an employees traits or behaviors
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behaviorally anchored rating scale (BARS)
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rates employee graduations in performance according to scales of specific behaviors
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360-degree assesment
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or 360 degree feedback appraisal, employees ar appriased not only by their managerial superiors but also by peers, subordinates, and sometimes clients.
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forced ranking performance ranking systems
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all employees within a business unit are ranked against one another and grades are distributed along some sort of bell curve
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formal appraisal
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conducted at specific times throughout the year and are based on performance measure that have been established in advance
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informal appriasals
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conducted at an unscheduled time bias and consist of less rigorous indications of employees performance
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compensation
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has 3 parts:
1 wages or salaries
2 incentives
3 benefits
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base pay
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consists of the basic wage or salary paid to employees in exchange for doing their jobs
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benefits
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or fringe benefits,are additional non-monetary forms of compensation.
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labor unions
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are organizations of employees formed to protect and advance their members' interests by bargaining with management over job-related issues
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union security clause
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the part of the labor-management agreement that states that employees who receive union benefits must join the union or at least pay dues to it
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closed shop
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employer may only hire workers for a job who are already in the union (its illegal)
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right to work laws
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statutes that prohibit employees from being required to join a union as a condition of employment
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two-tier wage contracts
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new employees are paid less or receive lesser benefits than veteran employees have
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cost of living adjustment (COLA) clause
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which during the period of the contract ties future wage increases to increase in the cost of living
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give backs
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in which the union agrees to give up previous wage or benefit gains in return for something else
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grievance
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a complaint by an employee that management has violated the terms of the labor-management agreement
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mediation
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the process in which a neutral 3rd party, a mediator, listens to both sides of a dispute, makes suggestions, and encourages them to agree on a solution
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arbitration
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a neutral 3rd party, an arbitrator, listens to both parties in a dispute and makes a decision that the parties have agreed will be binding on them.
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MGT 300: EXAM 1