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Principles Of Management > 9 - HRM > Flashcards

9 - HRM Flashcards

1
Q

Human Resource Management

A

The activities that managers perform to plan for, attract, develop and retain an effective workforce

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2
Q

Human capital

A

The economic or productive potential of employee knowledge, experience and actions

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3
Q

Knowledge worker

A

Someone whose occupation is principally concerned with generating or interpreting information, as opposed to manual labour

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4
Q

Social capital

A

The economic or productive potential of strong, trusting and co-operative relationships

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5
Q

Strategic human Resource planning

A

Developing a systematic, comprehensive strategy for 1) Understanding current employee needs 2) predicting future employee needs

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6
Q

Job analysis

A

To determine, by observation and analysis, the basic elements of a job

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7
Q

Job description

A

Summarises what the holder of the job does and how and why they do it

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8
Q

Job specification

A

Describes the minimum qualifications a person must have to perform the job successfully

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9
Q

Human Resource inventory

A

A report listing your organisation’s employees by name, education, training, languages and other important information

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10
Q

Collective bargaining

A

Negotiations between Management and employees to try to resolve disputes over compensation, benefits, working conditions and job security.

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11
Q

Workplace discrimination

A

Occurs when people are hired or promoted - or denied hiring or promotion - for reasons not relevant to the job

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12
Q

Adverse impact

A

This occurs when an organisation uses an employment practice or procedure that results in an unwanted or negative impact on a group of people

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13
Q

Disparate treatment

A

Results when employees from protected groups (such as disabled individuals) are intentionally treated differently

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14
Q

Mediation

A

In mediation, a neutral third party, a mediator listens to both sides in a dispute, makes suggestions and encourages them to agree on a solution

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15
Q

Workplace bullying

A

Verbal, physical, social or psychological abuse by your employer (or manager) another person or a group of people at work

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16
Q

Sexual harassment

A

Unwanted sexual attention regardless of whether it is explicit such as touching, or implied through innuendo or stereotypical jokes

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17
Q

Affirmative action

A

Focuses on achieving equality of opportunity within an organisation

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18
Q

Recruiting

A

The process of locating and attracting qualified applicants for jobs open in the organisation

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19
Q

Internal recruiting

A

Making people already employed by the organisation aware of the job openings

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20
Q

Job posting

A

Placing information about job vacancies and qualifications on bulletin boards, in newsletters and on the intranet

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21
Q

External recruiting

A

Attracting job applicants from outside the organisation

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22
Q

Realistic job preview (RJP)

A

Gives a candidate a picture of both positive and negative features of the job and the organisation before he or she is hired

23
Q

Selection process

A

Screening job applicants to hire the best candidate

24
Q

Unstructured interview

A

Asking probing questions to find out what the applicant is like

25
Q

Structured interview

A

Asking all applicants the same questions and comparing their responses to a standardised set of answers

26
Q

Situational interview

A

The interviewer focuses on hypothetical situations

27
Q

Behavioural-description interview

A

The interviewer explores what applicants have actually done in the past

28
Q

Employment tests

A

Legally considered to consist of any procedure used in the employment selection decision process, even applicant forms, interviews and educational requirements

29
Q

Assessment centre

A

Where management candidates participate in activities for a few days while being assessed by evaluators

30
Q

Orientation

A

Helping the newcomer fit smoothly into the job and the organisation

31
Q

Training

A

Educating technical and operational employees in how to better do their current jobs

32
Q

Development

A

Educating professionals and managers in the skills they need to do their jobs in the future

33
Q

Computer-assisted instruction (CAI)

A

Computers are used to provide additional help or to reduce instructional time

34
Q

Performance appraisal

A

1) Assessing an employee’s performance 2) Providing him or her with feedback

35
Q

Performance Management

A

The continuous cycle of improving job performance through goal setting, feedback and coaching and rewards and positive re-inforcement

36
Q

Objective appraisals

A

(Results appraisals) are based on facts and are often numerical

37
Q

Subjective appraisals

A

Are based on a manager’s perception of an employee’s traits or behaviours

38
Q

Behaviourally anchored ratio scale (BARS)

A

Rates employee gradations in performance according to scales of specific behaviours

39
Q

360-degree Assessment (360 degree feedback appraisal)

A

Employees are appraised not only by their managerial superiors but also by peers, subordinates and sometimes clients

40
Q

Forced ranking performance review

A

All employees within a business unit are ranked against one another and grades are distributed along some sort of bell curve

41
Q

Formal appraisals

A

Conducted at specific times throughout the year and are based on performance measures that have been established in advance

42
Q

Informal appraisals

A

Are conducted on an unscheduled basis and consist of less rigorous indications of employee performance

43
Q

Compensation

A

Comprises 1) Wages or salaries 2) Incentives 3) Benefits

44
Q

Base pay

A

Consists of the basic wage or salary paid employees in exchange for their labour

45
Q

Benefits

A

(Fringe benefits) additional non-monetary forms of compensation

46
Q

Promotion

A

Moving an employee to a higher level position

47
Q

Demoted

A

When one’s current responsibilities, pay and prerequisites are taken away

48
Q

Dismissal

A

When employment is terminated for a variety of either voluntary or involuntary reasons

49
Q

Transfer

A

The movement of an employee to a different job with similar responsibility

50
Q

Disciplined

A

Being temporarily removed from one’s job or told to stay away from work

51
Q

Conciliation

A

The conciliators may be a fair work conciliator, lawyer or specialist in conflict resolution or labour matters. The conciliator meets with both parties independently and focuses on concessions to assist the parties to resolve the dispute

52
Q

Arbitration

A

In arbitration, a neutral third party, an arbitrator, listens to both parties in a dispute and makes a decision that will bind the parties

53
Q

Labour unions

A

Organisations of employees formed to protect and advance their members’ interests by bargaining with management over job-related issues.

54
Q

Grievance

A

A complaint by an employee that Management has violated the terms of the labour management agreement

Principles Of Management (7 decks)

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