Management Exam #2 - Chapter 6

Front 1

Human Resources Management (HRM)

Back 1

The management function that is concerned with getting, training, motivating, and keeping competent employees.

Front 2

Affirmative Action Programs

Back 2

Programs that ensure that decisions and practices enhance the employment, upgrading, and retention of members of protected groups.

Front 3

Work Councils

Back 3

Nominated or elected employees who must be consulted when management makes decisions involving personnel.

Front 4

Board Representatives

Back 4

Employees who sit on a company's board of directors, who represent the interests of employees.

Front 5

Employment Planning

Back 5

The process by which management ensures it has the right number and kinds of people in the right places at the right time, who are capable of helping the organization achieve its goals.

Front 6

Human Resource Inventory Report

Back 6

A report listing the name, education, training, prior employer, languages spoken, and other information about each employee in the organization.

Front 7

Job Analysis

Back 7

An assessment of the kinds of skills, knowledge, and abilities needed to successfully perform each job in an organization.

Front 8

Job Description

Back 8

A written statement of what a job holder does, how it is done, and why it is done.

Front 9

Job Specification

Back 9

A statement of the minimum acceptable qualifications that an incumbent must possess to perform a given job successfully.

Front 10

Recruitment

Back 10

The process of locating, identifying, and attracting capable applicants.

Front 11

Selection Process

Back 11

The process of screening job applicants to ensure that the most appropriate candidates are hired.

Front 12

Reliability

Back 12

The degree to which a selection device measures the same thing consistently.

Front 13

Validity

Back 13

The proven relationship between a selection device and some relevant criterion.

Front 14

Performance-Simulation Test

Back 14

Selection devices that are based on actual job behaviors; work sampling and assessment centers.

Front 15

Realistic Job Preview (RJP)

Back 15

Providing both positive and negative information about the job and the company during the job interview.

Front 16

Orientation

Back 16

The introduction of a new employee to the job and the organization.

Front 17

360-Degree Appraisal

Back 17

An appraisal device that seeks feedback from a variety of sources for the person being rated.

Front 18

Discipline

Back 18

Actions taken by a manager to enforce an organization's standards and regulations.

Front 19

Employee Counseling

Back 19

A process designed to help employees overcome performance-related problems.

Front 20

Compensation Administration

Back 20

The process of determining a cost-effective pay structure that will attract and retain competent employees, provide an incentive for them to work hard, and ensure that pay levels will be perceived as fair.

Front 21

Employee Benefits

Back 21

Non-financial rewards designed to enrich employees' lives.

Front 22

Sexual Harassment

Back 22

Sexually suggestive remarks, unwanted touching and sexual advances, requests for sexual favors, or other verbal and physical conduct of a sexual nature.

Front 23

Layoff-Survivor Sickness

Back 23

A set of attitudes, perceptions, and behaviors of employees who remain after involuntary employee reductions; includes insecurity, guilt, depression, stress, fear, loss of loyalty, and reduced effort.