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72 Cards in this Set
- Front
- Back
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Record Keeping
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assuring that all necessary information is in the employee's file and that it is kept confidential. This is becoming increasingly complicated as files are computerized
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Recruitment
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assisting department heads in finding employees for vacant positions
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Selection
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Assisting department heads in interviewing and assessing job applicants
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Training and retraining employees
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assisting department heads in employee orientation, inservice training, and continuing education
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Compensation management
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Assisting department heads and payroll office in administering salary and the other benefits offered by the facility
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Performance Evaluation
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assisting department heads in conducting employee evaluation in conformity with the facility human resources policies
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labor relations
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assisting managers in creating a favorable work environment
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Health and Safety
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drug testing and monitoring employee health status, for example, assuring Hepatitis B and TB immunizations are provided as required and kept current
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Job Analysis
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The process of defining a job in terms of tasks or behaviors required and specifying the qualifications of the employee to be placed in that job.
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Job Description
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Information about the job that results in a statement of the job to be done, usually including a list of duties and responsibilities in order of importance,
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Job Specification
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A statement of the skills, education, and experience required to perform the work. This is derived from the job description.
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Job Titles
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or job classifications, distinguish one job from all others. Job titles may also indicate the occupational level of the job, or the seniority of a job.
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Task
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A coordinated and aggregated series of work elements used to produce an output
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Position
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The responsibilities and duties performed by one individual. There are as many positions as there are employees.
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Job
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A group positions that are similar in their duties, for example, laundry, housekeeping, and grounds.
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Job Family
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A group of two or more jobs that have similar duties, for example, the duties of registered nurses and LPN's.
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Manpower Inventory
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Numerous factors must be taken into account in projecting the present and future availability of qualified personnel in sufficient number.
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Job Security
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Companies no longer guarantee their employees job security. Over the past two decades employment has ceased to be a lifetime commitment by companies to their workers.
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Ratio Hiring
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Requiring a facility to increase the proportion of minority persons
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Labor Market
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The geographic area from which applicants are to be recruited. Recruiting an administrator is a large geographic area. Willing and able to relocate. Janitors small geographic area.
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Career Ladder
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Paths along which the employee can hope to progress. They constitute a major source of employee incentive and satisfaction
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Recruitment
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The process of locating prospective staff.
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Personnel Selection
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Is the process of deciding which of the applicants best fits the requirements of the job which they are being considered.
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Civil Rights Act of 1964
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Prohibits discrimination in employment practices on the basis of race, color, religion, sex, or national origin. This act uses the Equal Employment Opportunities Commission (EEOC), to implement the provisions of the Civil Rights Act.
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Tower Amendment
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To title 7, permitted the use of ability tests in employee selection procedures. Subsequently, the courts and the EEOC have made numerous rulings that determine the construction and use of ability tests.
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Equal Employment Opportunity Act of 1972
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Is an amendment to Title 7 of the Civil Rights Act of 1964 and is intended to cover all employers of 15 or more persons and numerous other groups, such as educational institutions. Today human resources policy is shaped by these acts as well as court decisions. They affect such employment practices as retirement rules and considerations during pregnancy.
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Uniform Guidelines on Employee Selection Procedures 1987
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Four agencies ( EEOC, Civil Service Commission, Department of Labor, & Department of Justice) jointly published this far-reaching document. establishing standards by which federal agencies determine the acceptability of validation procedures used for written tests and other selections. The guidelines require the employer to be able to demonstrate that the selection procedures used are valid in predicting measuring employment performance in a specific job
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Adverse Impact
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Occurring whenever the selection rate for any racial, ethic, or sex group is less than 80% of the rate of the group with the highest selection rate.
If 200 of 1000 white applicants are selected (rate of 20%) at least 16% of the minority applicants must be selected. |
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Validity
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Is a measure of how effectively an instrument does its job.
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Content Validity
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The degree to which a test, interview procedure, or other selection tool measures the skills, knowledge, or performance requirements actually needed to fill the position for which the applicant is applying. For example a test establishing that the applicant can perform IVs skillfully has content validity
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Construct Validitiy
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The extent to which a selection tool measures a trait or behavior perceived as important to functioning in a job. For example the administrator's requirement of a "friendly facial expression" toward residents is an example of a construct (trait) that the administrator believes is needed for the position.
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Nondirective interview
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The interrogator refrains from influencing the applicant's remarks. This allows the applicant maximum freedom to ask questions and give information. The interviewer's task is to pay special attention to attitudes, values, or feelings that may be exhibited by the candidate. This approach maximizes the amount of information the applicant may reveal and is often called an open-ended interview technique
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In-Depth Interview
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provides more structure in the form of specific question areas to be covered/ This is sometimes called a directed interview. Example is what do you consider your most important skills for this job?
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Patterned Interview
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allows the least amount of freedom to both the interviewer and the applicant. All questions are sequential and highly detailed. Generally a summary sheet has to be filled out by the interviewer interpreting the results of the encounter.
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The Privacy Act of 1974
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Gave federal staff the right to examine their human resources records, including letters of reference, unless they waived this right when they requested the letter. Although not mandated by federal law, The Privacy Act of 1974 seems to have led to a trend for employers to permit staff to review and change their human resources files.
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Organizational Analysis
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Consists of examining the facility's goals, resources, and internal and external environments to determine where training efforts need to be focused.
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Task Analysis
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involves review of job descriptions and activities essential for performing each job.
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Skills Analysis
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can be made to arrive at the skills, knowledge, attitudes, required in each position.
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On-the-job Training
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is conducted by a staff member assigned to assist a new or continuing employee to acquire the abilities needed in a position in the facility.
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In-service Training
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refers to employee education offered throughout the work career of the employee.
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Behavioral Objectives
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can be measured by observing whether staff, in carrying out their duties, exhibit the behaviors sought as the objective of the training.
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Diversity Training
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is designed to change employee attitudes about diversity and developing skills need to work in teams with employees of, differing values, gender, ethnic, racial and religious backgrounds, and sexual preferences.
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Self- esteem
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individuals need a positive self-image, that is to feel good about themselves, what they are doing, and the world around them.
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Social Approval
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Most people rely on a network of approval and satisfying social interrelationships.
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Hygiene Factors
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these are such as salary, company policies, and basic working conditions. In theory when hygiene factors are adequate they do not bring about appreciable levels of employee satisfaction. Hygiene factors are then the minimum work requirements
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Intrinsic needs
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Wielding power and having authority in certain situations
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Theory X
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who believe that the employee naturally dislikes work, prefers to receive extensive direction from superiors, wishes to avoid taking responsibilities in the organization, has little ambition, and is motivated more by a need of security than any other factors. This approach requires managers to use fear and punishment to motivate employees
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Theory Y
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Managers should be guided by Theory Y. Using energy to work is as natural as using energy to play or rest. If individuals are committed to the organization's goals, they will exercise self-direction, and self-control without need for threat of punishment or of external behavior controls
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Myers-Briggs Type Indicator personality test
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The test consists of 100 questions that ask respondents how they feel or act in a variety of situations. The test places respondents into introverted or extroverted, sensing or intuitive, thinking or feeling, and perceiving or judging.
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Motivation
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Difficult to define but has been described as the factor that energizes employee behavior, directing or channeling such behavior, and sustaining it.
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Job enrichment
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the process of giving employees increased roles in the decision making process of the facility
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Job depth
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refers to the extent to which an employee has power to influenced decisions
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Type A personality
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characterized as hard-driving, achievement-oriented people who strive to succeed to the highest level whatever the area of activity.
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Type B personality
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characterized as having only moderate achievement needs, as less competitive and more satisfied with moderation
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Expectancy theory (Victor Vroom 1960)
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the level of motivation to perform (make an effort at work) is a mathematical function of the expectation individuals have about future outcomes multiplied by the value the employee places on these outcomes. "momentary belief concerning the likelihood that a particular act will be followed by a particular outcome"
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Reinforcement theory
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The outcome reinforces the employee's response either positively, leading to repeating the response, or negatively, leading to reduction of its use. (operant conditioning literally influencing working behavior by conditioning)
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Job Enlargement
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increasing the number of tasks an employee performs so that they find increased satisfaction through involvement in a process from start to finish.
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Autonomy
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Independence or freedom; as of or will of one's actions. ex.) the rebels demanded autonomy from Spain
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Job Performance Evaluation
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A task assigned only to line managers. These destroy teamwork and nurture rivalry. Performance ratings build fear and leave people despondent, bitter, beaten, and encourage mobility of management.
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Global Ratings
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Regarded as a summary score based on the components of the evaluation. Generally, each employer establishes a numeric or alphabetic scale for the facility.
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The Leniency Error
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To avoid conflict, some supervisors give consistently high ratings. The lenient supervisor's ratings are difficult to accurately compare with those of a stricter and more demanding supervisor.
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Halo Effect
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occurs when a supervisor who values one particular type of job behavior, punctuality, for example, permits the presence or absence of this one trait to color several or most other trait ratings.
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Evaluations
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are primarily intended to give feedback to the employee about performance to date and projected activities.
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Transfer
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The placement of an employee to another position that is approximately equivalent to the present position.
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Equity Theory
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Employees exchange in which their wages and benefits are equal to their work effort, especially when compared to wages and benefits paid to similarly situated coworkers
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Customer Price Index (CPI)
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This is a government-defined measure of the cost of living compared to a base point, usually of a few years earlier, which is designed as 100. Any increase or decrease in the cost of living is then expressed as a percentage of the base figure of 100.
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Collective Bargaining
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Where employees are unionized, nursing homes are subject to union influences, regardless of wage rates paid
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Individual Bargaining
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Individuals with especially desirable skills may be able to negotiate a higher wage than others in similar positions. When a highly qualified maintenance director or DON is sought, the facility may bargain with such a person and offer them a premium
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Key Job Comparisons
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The wages paid to the nurses tend to become the benchmark against which the earnings of other staff members are compared and established
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Wage Classes and Rates
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To approach equity and achieve some flexibility for supervisors evaluating employees, wage classes or grades and wages are normally established.
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Rate Range
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the variation permitted within a class or grade
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Grievance Procedures
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Are an important safety valve for policies regarding disciplinary actions. Employees need to know that there are equitable procedures through which their reactions and views can be expressed when they feel they have been dealt with unfairly
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