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23 Cards in this Set

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01) What is Human Resource Strategic Planning?
The process of providing capable and motivated people to carry out an organization's mission and strategy.
02) What is Job Analysis?
The procedure used to collect and classify information about tasks the organization needs to complete.
03) What is Recruitment?
The process of attracting the best qualified individuals to apply for a job.
04) What is a Realistic Job Preview?
Job applicants are provided with an objective desccription of the prospective organization and job. Such descriptions reduce turnover and prepare new hires to cope with their jobs.
05) What is (employee) Selection?
The series of steps from initial applicant screening to hiring. The steps are: Application materials, Interviews, Tests, Background Check, Decision to Hire.
06) What is Socialization?
Orienting new employees to the firm and its work units.
07) What is Training?
Provides the opportunity to acquire and improve job related skills.
08) What is Career Planning and Development?
Working with managers and/or HR expers on carerr issues.
09) What are Career Stages?
The different points of work responsibility and achievement through which people pass during the course of their work lives.
10) What is a Performance Appraisal?
The process of systematically evaluatng performance and providing feedback on which performance adjustments can be made.
11) Performance appraisals are intended to?
1) Define specific job criteria against which performance will be measured.

2) Measure past job performance accurately.

3)Justify rewards given to people, thereby discriminating between high and low performance.

4) Define development necessary to enhance performance in current job and prepare for future responsibilities.
12) What are Evaluative Decisions?
Decisions concerned with such issues as promotions, transfers, terminations, and salary issues. When such decisions are make base on performance, a performance appraisal system is needed.
13) What is Feedback and Development Decisions?
Performance appraisals can also be used to let ratees know where they stand in terms of the organizations's expectations and performance objectives. Feedback should involve a detailed discussion of the ratee's job-related strengths and weaknesses.
14) What is 360-degree Evaluation?
A comprehensive apporach that uses self-ratings, customer ratings, and others outside the work unit.
15) What is a Halo Error?
When one person rates another person on several different dimemsions and gives a similar rating for each one.
16) What is a Leniency Error?
The tendancy to give relatively high ratings to everyone.
17) What is the Strictness Error?
The tendancy to give everyone a low rating.
18) What is a Central Tendancy Error?
The tendancy to rate everyone average.
19) What is a Low Differentation Error?
Raters restrict themselves to a small part of the rating system.
20) What is a Regency Error?
A ratee's most recent behavior speaks for his/her overall performance on a particular dimnension.
21) What is a Personal Bias Error?
Biases like race, age, or gender enter into performance appraisal.
22) What is Cultural Bias?
Criticizing ratees for cultural differences.
23) How can you reduce errors and improve performance appraisals?
1) Training
2) Ongoing evaluation
3) Limit no of ratees
4) Stated standards
5) Avoid terms like average.