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