• Shuffle
    Toggle On
    Toggle Off
  • Alphabetize
    Toggle On
    Toggle Off
  • Front First
    Toggle On
    Toggle Off
  • Both Sides
    Toggle On
    Toggle Off
  • Read
    Toggle On
    Toggle Off
Reading...
Front

How to study your flashcards.

Right/Left arrow keys: Navigate between flashcards.right arrow keyleft arrow key

Up/Down arrow keys: Flip the card between the front and back.down keyup key

H key: Show hint (3rd side).h key

A key: Read text to speech.a key

image

Play button

image

Play button

image

Progress

1/50

Click to flip

50 Cards in this Set

  • Front
  • Back
What is Human resource (HR) management
the activities managers perform to plan for, attract, develop, and retain an effective workforce
Human capital
the economic or productive potential of employee knowledge and actions
Social capital
the economic or productive potential of strong, trusting, and cooperative relationships
Strategic human resource planning
developing a systematic, comprehensive strategy for understanding current employee needs and predicting future employee needs
Job analysis
determines, by observation and analysis, the basic elements of a job
Job description
summarizes what the holder of the job does and how an 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 vot to have a union and for collective bargaining
collective bargaining
negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security.
Fair Labor Standards Act
passed in 1938, this established minimum living standards for workers engaged in interstate commerce, including provision of a federal minimum wage
Equal Employment Opportunity (EEO) commission
in charge of enforcing anti-discrimination and other employment related laws
Discrimination
occurs when people are hired or promoted- or denied hiring or promotion- for reasons not relevant to the job
Affirmative action
focuses on achieving equality of opportunity with an organization
Sexual harassment
unwanted sexual attention that creates an adverse work environment
Quid pro quo
a person receiving the unwanted sexual attention is in jeopardy economic harm if they refuse
Hostile environment
offensive work environment
Recruiting
process of locating and attracting qualified applicants for jobs open in the organization
internal recruiting
making people already employed by the organization 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
attracting job applicants from outside the organization
Realistic Job Previews
give a candidate a picture of both positive and negative features of the job and the organization before he or she is hired.
Selection process
screening of job applicants to hire the best candidate
Unstructured interview
asking probing questions to find out what the applicant is like
Structured interview
involves asking each applicant the same questions and responses to a standardized set of answers
Situational interview
interviewer focuses on hypothetical situations
Behavioral-description interview
interviewer explores what applicant have actually done in the past
Employment test
legally considered to consist of any procedure used in the employment selection decision process
Assessment 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
the test measures what it purports to measure and is free of bias
orientation
helping the newcomer fit smoothly into the job and the organization
Training
educating technical and operational employees in how to better do their current jobs
development
educating professionals and managers in the skills they need to do their jobs in the
Computer Assisted Instruction (CAI)
computers are used to provide additional help or to reduce intructional time
performance appraisal
consists of assessing an employee's performance and providing him or her with feedback
performance management
the continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and positive reinforcement
Objective appraisals
also called results appraisals, are based on facts and are often numerical
Subjective appraisals
based on a manager's perceptions of an employee's traits or behaviors
Behaviorally anchored rating scare (BARS)
rates employee gradations in performance according to scales of specific behaviors
360 degree assessment
employees are appraised not only by their managerial superiors but also by peers, subordinated, and sometimes clients
Forced ranking performance review system
all employees within a business unit are ranked against one another and grades are distributed along some sort of bell curve
Formal Appraisals
conducted at specific times conducted at specific times throughout the year and are based on performance measures that have been established in advance
Informal Appraisals
conducted on an unscheduled basis and consist of less rigorous indications of employee performance
Compensation
consists of wages or salaries, incentives, and benefits
Base pay
basic wage or salary paid employees in exchange for doing their jobs
Benefits
additional non-monetary forms of compensation (example)-- Health, dental, or life insurance
Layoffs
being dismissed temporarily due to economic conditions
Downsizings
permanent dismissal
Firings
dismissed permanently for cause