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35 Cards in this Set
- Front
- Back
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activities undertaken to attract, develop, and maintain an effective workforce within an organization
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human resource management
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the economic value of the knowledge, eperience, skills and capabilities of employees
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human capital
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a subfield of human resource managment that addresses the complexity that results from recruiting, selecting, developing and maintaining a diverse workforce on a global scale
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international human resource management
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an integrated computer system designed to provide data and information used in HR planning and decision making
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HR information system
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the hiring or promoting of applicants based on criteria that are not job relevant
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discrimination
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a policy requiring employers to take positive steps to guarantee equal employment opportunities for people within protected groups
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affirmative action
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people who work for an org. but not on a permanent or full-time basis, including temporary placements, contracted professionals, or leased employees.
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contigent workers
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a team made up of members who are geographically or organizationally dispersed, rarely meet face to face, and do their owrk using advanced information tech.
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virtual team
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using computers and telecommuncation equip. to perform work from home or another remote location
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telecommuting
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intentional, planned reduction in the size of a company's workforce
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downsizing
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an employee selection approach in which the org. and the applicant attempt to matcheach other's neds, interests, and values
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matching model
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the forecasting of human resource needs and the projected matching of individuals with expected job vacancies
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human resource planning
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the activities or practices that degine the desired characteristics of applicants for specific jobs
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recruiting
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the systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities of a job
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job analysis
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a concise summary of the specific tasks and resp. of a particular job
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job description
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an outline of the knowledge, skills, education, and physical abilities needed to adequately perform a job
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job specification
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a recruiting approach that gives applicants all pertinent and realistic information about the job and the org.
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realistic job preview
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the process of determining the skills, abilities, and other attributes a person needs to performa particular job
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selection
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the relationship between an applicant's score on a sselection device and his or her future job performance
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validity
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a device for collecting information about an applicant's education, previous job experience, and other background characteristics
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application form
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a written or computer-based test designed to measure a particular attribute such as intelligence or aptitude
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employment test
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a technique for selecting individuals with high managerial potential based on their performance on a series of simulated managerial tasks
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assessment center
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a type of training in whcih an experienced employee "adopts" a new employee to teach him or her how to perform job duties
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on-the-job training
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an in-house training and education facility that offers broad-based learning opportunities for employees
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corporate university
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implementing strategies to put the right people in the right jobs, make the best use of employee talent and skills, and develop human capital for the future
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workforce optimization
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the process of observing and evaluating an employee's performance, recodring teh assessment, and providing feeback to the employee
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performance appraisal
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a process that uses multiple raters, including self-rating, to appraise employee performance and guide development
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360-degree feedback
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placing an employee into a class or category based on one or a few traits or characteristics
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stereotyping
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a type of rating error that occurs when an employee receives the same rating on all deimensions regardless of his or her performance on individual ones
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halo effect
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a rating technique that relates an employee's performance to specific job-related incidents
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behaviorally anchored rating scale (BARS)
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monetary payments(wages, salaries) and nonmonetary goods/commodities (benefits, vacations) used to reward employees
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compensation
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the process of determining the value of jobs within an org. through an examination of job content
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job evaluation
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surveys that show what other org. pay incumbents in jobs that match a sample of "key" jobs selected by the org.
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wage and salary surveys
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inventive pay that ties at least part of compensation to employee effort and performance
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pay-for-performance
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an interview conducted with departing employees to determine the reasons for their termination
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exit interview
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