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22 Cards in this Set
- Front
- Back
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HUMAN RESOURCE MANAGEMENT
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ACTIVITIES UNDERTAKEN TO ATTRACT, DEVELOP AND MAINTAIN AN EFFECTIVE WORKFORCE WITHIN AN ORGANIZATION
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ENVIRONMENTAL INFLUENCES ON HRM
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BUILDING HUMAN CAPITAL
GLOBALIZATION INFORMATION TECHNOLOGY human resource information systems FEDERAL LEGISLATION discrimination affirmative action |
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HUMAN RESOURCE INFORMATION TECHNOLOGY
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AN INTEGRATED COMPUTER SYSTEM DESIGNED TO ROVIDE DATA AND INFORMATION USED IN HR PLANNING
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AFFIRMATIVE ACTION
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POLICY REQUIRING EMPLOYERS TO TAKE POSITIVE STEPS TO GUARANTEE EQUAL EMPLOYMENT OPPORTUNITIES FOR PEOPLE WITHIN PROTECTED GROUPS
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EMPLOYER OF CHOICE
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A COMPANY THAT IS HIGHLY ATTRACTIVE TO POTENTIAL EMPLOYEES BECAUSE ITS HUMAN RESOURCE PRACTICES FOCUS ON:
tangible benefits intangible benefits |
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HUMAN RESOURCE PLANNING
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FORECASTING OF HUMAN RESOURCE NEEDS AND THE PROJECTED MATCHING OF INDIVIDUAL WITH EXPECTED VACANCIES
what new tech and emerging? what is the volume of business likely to be? what is turn-over, is it avoidable? |
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REALISTIC JOB PREVIEW
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A RECRUITING APPROACH THAT GIVES APPLICANTS ALL PERTINENT AND REALISTIC INFORMATION ABOUT THE JOB AND THE ORGANIZATIONS
*ORGANIZATIONS MUST ENSURE THAT THEIR RECRUITING PRACTICES CONFORM TO THE LAW |
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SELECTION
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ASSESS DESIRED EMPLOYEES
determine if there is a "fit" |
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VALIDITY
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RELATIONSHIP BETWEEN AN APPLICANTS SCORE ON A SELECTION DEVICE AND HIS OR HER FUTURE JOB PERFORMANCE
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INTERVIEWING AN APPLICANT
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KNOW WHAT YOU WANT
PREPARE A ROAD MAP USE OPEN ENDED QUESTIONS DO NOT ASK IRRELEVANT QUESTIONS DO NOT RUSH INTERVIEW DO NOT RELY ON YOUR MEMORY |
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EMPLOYMENT TEST
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MEASURE A PARTICULAR ATTRIBUTE SUCH AS INTELLIGENCE OR APTITUDE
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ASSESSMENT CENTER
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SELECTING INDIVIDUALS WITH HIGH MANAGERIAL POTENTIAL BASED ON PERFORMANCES ON A SERIES OF SIMULATED TASKS
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PERFORMANCE APPRAISAL
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PROCESS OF OBSERVING AND EVALUATING AN EMPLOYEE'S PERFORMANCE, RECORDING THE ASSESSMENT AND PROVIDING FEEDBACK TO THE EMPLOYEE
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COMPENSATION
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WAGE AND SALERY SYSTEMS
job-based pay skill based pay competency-based pay COMPENSATION EQUITY job evaluation wage and salary surveys |
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TERMINATION
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1. EMPLOYEES WHO ARE POOR PERFORMERS CAN BE DISMISSED
2. EMPLOYERS CAN USE EXIT INTERVIEWS IN A POSITIVE MANNER |
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ETHNOCENTRISM
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BELIEF THAT ONE'S OWN GROUP OR SUBCULTURE IS INHERENTLY SUPERIOR TO OTHER GROUPS OR CULTURES
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ETHNORELATIVISM
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BELIEF THAT GROUPS AND SUBCULTURES ARE INHERENTLY EQUAL
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PLURALISM
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AN ORGANIZATION ACCOMMODATES SEVERAL SUBCULTURES
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AFFIRMATIVE ACTION
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DEVELOPED IN RESPONSE TO CONDITIONS 40 YEARS AGO
TODAY MORE THEN 50% OF THE US WORKFORCE CONSISTS OF WOMEN AND MINORITIES NOT THE SAME AS DIVERSITY FULL INTEGRATION OF WOMEN AND MINORITIES IS ABOUT A DECADE AWAY |
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GLASS CEILING
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AN INVISIBLE BARRIER SEPARATES WOMEN AND MINORITIES FROM TOP MANAGEMENT POSITIONS
FORTUNE 500 CEO AND WOMEN 2004- 15.7% 2000- 12.5% 1995- 8.7% ONLY 8 FEMALE F.500 CEOS IN 2006 |
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OPT-OUT TREND
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37% OF HIGHLY QUALIFIED WOMEN REPORT THAT THEY VOLUNTARILY LEFT THE WORK FORCE AT SOME POINT IN THEIR CAREERS
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RESPONSES TO DIVERSITY
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1. BUILDING A CORPORATE CULTURE THAT VALUES DIVERSITY
2. CHANGING STRUCTURES, POLICIES AND SYSTEMS TO SUPPORT DIVERSITY recruitment career advancement 3. PROVIDING DIVERSITY AWARENESS TRAINING |
