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