Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
12 Cards in this Set
- Front
- Back
|
objective of human resource management (HRM) |
-human resource management: process of finding, developing, and keeping the right people to form a qualified work force *Objectives Have... 1. the right people 2. in the right jobs 3. at the right time |
|
|
employee turnover/replacement chart |
-employee turnover: loss of employees who voluntarily choose to leave the company -functional turnover: encouraged, the loss of poor-performing employees. -dysfunctional turnover: discouraged, the loss of high-performing employees. |
|
|
employment legislation laws (don't memorize just understand their impacts) |
-Federal Employment Laws: equal pay act, civil rights act, age discrimination, and pregnancy discrimination -Adverse Impact: protects against unlawful or un-logical hiring and firing practices to give equality for all applying -Sexual Harassment: quid pro quo: being hired because you forced someone into a sexual position hostile work environment: demeaning sexual work environment |
|
|
job analysis/job specification
|
-Information Collected
*work activities *tool and equipment used to do the job *context in which job was performed *personnel for performing the job -Job Analysis and Recruiting *job description: written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job *Job Specification: a written summary of the qualifications needed to successfully perform a job |
|
|
Recruiting
(what, why, sources of applicants) |
-Recruiting: the process of developing a pool of qualified job applicants
-Internal Recruiting: a pool of applicants who already work for the company -External Recruiting: advertisements, referrals, walk-ins, internal job sites, etc.... |
|
|
Selection Process
(application forms, background checks, interviews) |
-Selection: gathering all the needed information to decide who is best qualified for the job
-Application Blank: desired information for the employer (resume and cover letter) (must adhere to EEO or must be BFOQ) -Background Checks: used to verify the truthfulness and accuracy of the information provided by the applicants. -Interviews *unstructured: free flow of questions *structured: standardized sets of questions *semi-structured: some structure with some unstructured questions based of interviewers interests ***Halo Effect: sometimes what you see during the interview isn't always what you get |
|
|
Performance Appraisals
(purposes, 3 types, rating errors, 360 compensation and its purpose, "component parts" |
-Performance Appraisals: process of assessing how well employees are doing their jobs
-Purpose/Areas of Impact *performance measurement *performance motivation *compensation *promotions *retention "I Love Me Files": putting examples of the good things you have done to prove to management you are an asset, also managers can have their own files for their employees |
|
|
3-Types of Performance Appraisals
|
1. Critical Incident Files: "I love me files"
2. Graphic Rating Scale: 1-5 scale, 1=low, 5=high to determine how well one is doing their work who is being critiqued by their peers or managers 3. MBO (management by objectives): -360 Degree Feedback: feedback is obtained by bosses, subordinates, peers, and employees themselves -Rating Errors: *central tendency: all workers get rated as average *halo: all rated as performing the same at all levels of their jobs *leniency error: all workers rated as performing at a high level |
|
|
Compensation
|
-the financial and non-financial rewards that organizations give employees in exchange for their work
-items include: commissions, profit sharing, employee stock ownership, stock options, early retirement incentive programs, psychic pay, perks, bonuses |
|
|
Training and Development - types
|
-OJT (on the job training): most common, experienced workers train new workers (problem 2 workers are underproductive)
-Orientations: introduce newcomers to the organization (purposes: reduce level of anxiety and hazing, help employee to make decision to stay, help reduce new employee "start up costs") |
|
|
Separation
(terminations and discipline) |
-Discipline: action taken against employee for violating company rules (must treat everyone equally)
-Progressive Discipline: verbal warning, written warning, suspension without pay, termination (document absolutely everything as a manager whether its negative or positive) -Terminations: *wrongful discharge: manager must have a job-related reason to terminate employees *downsizing: the planned elimination of jobs in a company *outplacement services: company finding employees who are losing their jobs due to downsizing |
|
|
Diversity
(its meaning and impact) |
-simply hiring people with different human qualities or who belong to various cultural groups
|
