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62 Cards in this Set
- Front
- Back
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human resource management (HRM)
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the process of finding, developing, and keeping the right people to form a qualified workforce
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bona fide occupational qualification (BFOQ)
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an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business." they are strictly monitored by the Equal Employment Opportunity Commission
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disparate treatment
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intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs
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adverse impact
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unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others
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four-fifths (or 80 percent) rule
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a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. a violation of this rule occurs when the selection rate for a protected group is less than 80 percent or four fifths of the selection rate for a nonprotected group
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sexual harassment
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a form of discrimination in which unwelcome sexual advances, requests for sexual factors, or other verbal or physical conduct of a sexual nature occurs while performing one's job
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quid pro quo sexual harassment
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a form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one's job, depend on whether an individual submits to sexual harassment
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hostile work environment
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a form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment
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recruiting
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the process of developing a pool of qualified job applicants
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job analysis
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a purposeful, systematic process for collecting information on the important work-related aspects of a job
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job description
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a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job
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job specifications
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a written summary of the qualifications needed to successfully perform a particular job
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internal recruiting
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the process of developing a pool of qualified job applicants from people who already work in the company
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external recruiting
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the process of developing a pool of qualified job applicants form outside the company
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selection
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the process of gathering information about job applicants to decide who should be offered a job
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validation
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the process of determining how well a selection test or procedure predicts future job performance. the better or more accurate the prediction of future job performance, the more ___ a test is said to be
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employment references
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sources such as previous employers or coworkers who can provide job-related information about job candidates
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background checks
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procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants
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specific ability tests (aptitude tests)
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tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well
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cognitive ability tests
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tests that measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude
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biographical data (biodata)
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extensive surveys that ask applicants questions about their personal backgrounds and life experiences
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work sample tests
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tests that require applicants to perform tasks that are actually done on the job
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assessment centers
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a series of managerial simulations, graded by trained observers, that are used to determine applicants' capability for managerial work
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interviews
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a selection tool in which company representatives ask job applicants job-related questions to determine whether they are qualified for the job
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unstructured interviews
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interviews in which interviewers are free to ask the applicants anything they want
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structured interviews
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interviews in which all applicants are asked the same set of standardized questions, usually including situational, behavioral, background, and job-knowledge questions
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objective performance measures
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measures of job performance that are easily and directly counted or quantified
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behavioral observation scales (BOSs)
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rating scale that indicate the frequency with which workers perform specific behaviors that are representative of the job dimensions critical to successful job performance
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rater training
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training performance appraisal raters in how to avoid rating errors and increase rating accuracy
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360-degree feedback
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a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves
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compensation
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the financial and nonfinancial rewards that organizations give employees in exchange for their work
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employee separation
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the voluntary or involuntary loss of an employee
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job evaluation
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a process that determines the worth of each job in a company by evaluating the market value of the knowledge, skills, and requirements needed to perform it
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piecework
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a compensation system in which employees are paid a set rate for each item they produce
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commission
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a compensation system in which employees earn a percentage of each sale they make
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profit sharing
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a compensation system in which a company pays a percentage of its profits to employees in addition to their regular compensation
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employee stock ownership plan (ESOP)
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a compensation system that awards employees shares of company stock in addition to their regular compensation
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stock options
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a compensation system that gives employees the right to purchase shares of stock at a set price, even if the value of stock increases above that price
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forecasting methods
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1. direct managerial input
2. best guess 3. statistical/historical ratios |
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direct managerial input
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based on projections of cash flows, expenses, or financial measures
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best guess
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based on mangers' assessment of current head count plus a guess on relevant internal/external factors
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statistical/historical ratios
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based on statistical methods, such as multiple regression, in combination with historical data
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types of information human resource information systems use
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1. promotion data
2. educational data 3. company employment history 4. performance appraisal 5. work history 6. personal data |
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1. attracting qualified employees (recruiting and selection)
2. developing qualified employees (training and performance appraisal) 3. keeping qualified employees (compensation and employee separation) |
the human resource management process
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information collected by a job analysis
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1. work activities
2. tools and equipment used to do the job 3. context in which the job is performed 4. personnel requirements for performing the job |
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selection tests
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1. specific ability
2. cognitive ability 3. biographical data 4. personality 5. work sample 6. assessment centers |
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questions used in structure interviews
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1. situational questions
2. behavioral questions 3. background questions 4. job-knowledge questions |
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steps in work keys needs assessments
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1. job analysis
2. test employee skills 3. compare employee skills to required skills |
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common rating errors in measuring job performance
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1. central tendency
2. halo error 3. leniency error |
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central tendency error
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all workers are rated as being average
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halo error
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all workers are rated as performing at the same level in all parts of their jobs
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leniency error
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all workers are rated as performing at a high level
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subjective performance measures
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-trait rating scales
-behavioral observation scales (BOS) |
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pay-level decision
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job evaluation
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pay-variability decisions
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1. piecework
2. commission 3. profit sharing 4. employee stock ownership plans (ESOPS) 5. stock options |
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pay-structure decisions
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1. hierarchical pay structures
2. compressed pay structures |
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employee benefits
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compensation other than direct wages that is legally mandated
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employee separations
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1. terminations
2. downsizing 3. turnover 4. retirements |
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uniform guidelines on employee selection procedures
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-one of the most important guidelines issued
-define two important criteria; disparate treatment and adverse impact |
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two methods of internal recruiting
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1. job posting
2. career paths |
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job posting
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procedure for advertising job openings within the company to existing employees
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career path
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a planned sequence of jobs though which employees may advance within an organization
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