Ch. 12 Flashcards
What are the components of the human resource system?
recruitment and selection, training and development, performance appraisal and feedback, pay and benefits, and labor relations
recruitment and selection
this is done by managers. to attract more new employees who have the abilities, skills, and experience that will help an org achieve its goals
training and development
to ensure that members develop the skills and abilities that will enable them to perform their jobs effectively in the present and in the future. formal education is specific to employee development not training
performance appraisal and feedback
first give managers the info they need to make good human relations decisions, second the feedback serves a developmental purpose for the employees
labor relations
encompass the steps that managers take to develop and maintain good working relationships with the labor unions that may represent their employee systems
equal employment opportunity laws (EEO Laws)
the equal right of all citizens to the opportunity to obtain employment regardless of their are, gender, race, country of origin, religion, or disabilities
What are examples of EEO Laws that affect employment?
equal pay act, title VII of the civil rights act, age discrimination in employment act, pregnancy discrimination act, civil rights act, family and medical leave act
human resource planning
activities that managers engage in to forecast their current and future needs for human resources
demand forecasts
estimate the qualifications and numbers of employees and org will need given its goals and strategies
supply forecasts
estimate the availability and qualifications of current employees now and in the future as well as the supply of qualified workers in the external labor market
What are the two determinants to outsourcing?
flexibility: increased flexibility due to the difficulty in predicting human resource needs. costs: lower costs because do not have to pay workers insurance, contract for work only when needed, don’t have to invest in training
structured interview
managers ask each applicant the same standard questions
unstructured interview
proceeds more like a natural convo. interviewer is free to ask probing questions to find out what the person is like
situational interview questions
present a situation with a scenario they would likely encounter on the job and ask them to indicate how they would handle it
reliability
the degree to which a tool or test measures the same thing each time it is used
validity
the degree to which a tool or test measures what it purports to measure
360-degree appraisal
a performance appraisal by peers, subordinates, superiors, and sometimes clients who are in a position to evaluate a managers performance
collective bargaining
negotiations between labor unions and managers to resolve conflicts and disputes about issues such as working hours, wages, benefits, working conditions and job security
grievance procedure
important part of collective bargaining. workers who believe they are not being fairly treated are allowed to voice their concerns and have their interests represented by the union
What are some selection tools?
background info, references, paper-and-pencil tests, physical ability tests, performance tests, and interviews
paper and pencil tests
ability: assess the extent to which applicants possess the skills necessary for job performance such as verbal comprehension and numerical skills. and personality tests: personality traits and characteristics relevant to job performance
job analysis
identifying the tasks, duties, and responsibilities that make up a job and the knowledge, skills, and abilities needed to perform the job
internal recruiting
turning to existing managers to fill positions
lateral moves
a job change that requires no major changes in responsibility or authority levels
