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Business Administration > Ch8 > Flashcards

Ch8 Flashcards

1
Q

human resource management (hrm)

A

set of organizational activities directed a attracting, developing, and maintaining an effective workfoce

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2
Q

job analysis

A

a detailed study of the specific duties in a particular job and the human qualities required for the job (consists of job description and job specification)

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3
Q

job description

A

the duties of a job, its working conditions, and the tools, materials, and equipment needed to do it

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4
Q

job specification

A

specific skills, education, and experience needed to do a job

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5
Q

forecasting the supply of labour

A

forecasting internal supply – number and type of employees who will be in the firm at some future date

forecasting external supply – number and type of ppl who will be available for hire from the labour market at large

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6
Q

replacement chart

A

an HR technique that lists each important managerial position, who fills it, how long he/she will be in it before moving on, and which other person is now qualified or will soon be qualified to fill it

  • gives co. time to plan and provide experience for ppl chosen as successors
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7
Q

employee information systems (skills inventories)

A

computerized systems that contain information on each employee’s education, skills, work experience, and career aspirations
- used to identify ppl for transfers/promotions, and to facilitate planning

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8
Q

recruiting

A

process of attracting qualified ppl to apply for available jobs

internal rec. – considering present employees as candidates for openings (can boost employee morale and keep ppl in the firm)

external rec. – attracting ppl from outside
- private employment agencies are a good source of clerical and technical employees

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9
Q

internship

A

short-term paid or unpaid position where student focuses on a specific project

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10
Q

negative of Internet applications

A

lots of unqualified ppl

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11
Q

validation

A

the process of determining the predictive value of information

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12
Q

assessment centre

A

series of exercises in which management candidates perform realistic mngmt tasks while being observed by appraisers

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13
Q

video assessment

A

showing potential hires videos of realistic work situations and asking them to choose a course of action to deal with the situation

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14
Q

behaviour-based interviewing

A

approach to improving interview validity by asking question that focuses the interview much more on behaviour than on what a person says

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15
Q

orientation

A

process of introducing new employees to the company’s policies and programs, the co-workers and supervisors that they’ll work with, and the nature of their job

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16
Q

on-the-job training

A

development programs where employees gain new skills while performing them at work

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17
Q

job rotation

A

technique where an employee is rotated or transferred from one job to another

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18
Q

off-the-job training

A

development programs where employees learn new skills at a location away from normal work site

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19
Q

vestibule training

A

work simulation where the job is performed under conditions closely simulating the actual work environment

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20
Q

management development programs

A

development programs in which managers’ conceptual, analystical, and problem-solving skills are enhanced

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21
Q

networking

A

information interactions btwn managers, both in and out of the office, for the purpose of discussing mututal problems, solutions, and opportunities

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22
Q

mentoring

A

having a more experienced manager sponsor and teach a less experienced manager

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23
Q

performance appraisal

A

formal program for evaluating how well an employee is performing the job; helps managers to determine how effective they are in recruiting and selecting employees

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24
Q

360-degree feedback

A

gathering information from a manager’s subordinates, peers, and superiors when assessing manager’s performance

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25
simple ranking method
method of performance appraisal that requires a manager to rank and order each member of a particular department/workgroup from top to bottom or from best to worst
26
graphic rating scale
statement or question about some aspect of someone's job performance for which the rater must select the response that fits best
27
critical incident method
a technique of performance appraisal in which raters recall examples of particularly good or poor performance by an employee and then describe what the employee did that led to success or failure
28
compensation
what a company offers its employees in return for their work | - incl salaries, incentives, bonuses, benefits, and other
29
wage
dollars paid based on # of hours worked
30
salary
dollars paid at regular intervals in return for doing a job, regardless of the amount of time involved
31
pay surveys
survey of compensation paid to employees by other employers in a particular geographic area, industry, or occupational group
32
job evaluation
a method for determining the relative value or worth of a job to the organization so that individuals who perform it can be appropriately compensated
33
incentive programs
special compensation programs designed to motivate high performance
34
piece-rate incentive plan
compensation system where an organization pays an employee a certain amount of money for every unit produced
35
pay for performance (variable pay)
individual incentive that rewards a manager for especially productive output
36
profit-sharing plans
incentive program in which employees receive a bonus depending on firm's profits
37
gainsharing plan
distribute bonuses to employees when a company's costs are reduced through greater work efficiency
38
pay-for-knowledge plans
encourage workers to learn new skills and become proficient at different jobs
39
protection plans
a plan that protects employee when their income is threatened/reduced by illness, disability, death, unemployment, or retirement
40
employment insurance
protection plan that provides basic subsistence payment to employees who are btwn jobs (actively seeking employment)
41
Canada Pension Plan
provides income to retired ppl through employee and employer taxes that are withheld from payroll
42
workers' compensation
mandated insurance that covers individuals who suffer a job-related illness or accident
43
wellness program
program that concentrates on preventing illness in employees
44
cafeteria-style benefit plan
flexible approach to providing benefits in which employees are allocated a certain sum to cover benefits and can spend this allocation on the specific benefits they prefer
45
hr regulations by law
equal employment opportunity, comparable worth, sexual harassment, employee health and safety, and retirement
46
equal employment opportunity regulations
regulations to protect ppl from unfair or inappropriate discrimination in the workplace
47
Canadian Human Rights Act
ensures that any individual who wishes to obtain a job has an equal opportunity to apply for it - applies to all federal agencies, federal Crown corporations, all employees of the federal government, and businesses that do business inter-provincially - prohibits various practices in recruiting, selecting, promoting, and dismissing ppl - enforced by Canadian Human Rights Commission
48
bona fide occupational requirement
when an employer may choose one applicant over another based on overriding characteristics of the job
49
Employment Equity Act of 1986
federal legislation that designates four groups as employment disadvantaged -- women, visible minorities, aboriginal ppl, and ppl with disabilities
50
comparable worth
legal concept that aims to pay equal wages for work of equal value
51
quid pro quo harassment
harasser offers to exchange something valuable for sexual favours (ex a promotion)
52
hostile work environment
subtle form of sexual harassment (jokes, lewd comments, etc)
53
repetitive strain injury (rsi)
injury that occurs when a worker performs the same functions over and over again
54
workforce diversity
range of workers' attitudes, values, beliefs, and behaviours that differ by gender, race, age, ethnicity, etc
55
knowledge workers
workers who are experts in specific fields and who add value because of what they know, rather than how long they have worked or the job they do
56
contingent worker
worker who works for a company but not full-time | - part-time, contractors, on-call workers, etc
57
labour union
group of ppl who work together and achieve shared job-related goals
58
collective bargaining
process through which union leaders and management personnel negotiate common terms and conditions of employment for those workers represented by the union
59
union trends
recently more diverse workforce, so unions not as popular
60
Constitution Act
divided authority over labour regulations btwn federal and provincial govts
61
Canada Labour Code
legislation that applies to the labour practices of firms operating under the legislative authority of parliament - four main sections: fair employment practices; standard hours, wages, vacations, and holidays; safety of employees; and Canada industrial relations regulations
62
fair employment practices
prohibits employer from refusing employment because of someone's race or religion or using an employment agency that makes the discriminations
63
standard hours, wages, vacations, and holidays
section deals with various mechanical issues such as standard work hours (8hr work day, 40hr week), maximum hours of work per week (48), overtime pay (atleast 1.5 times normal pay), minimum wages, equal wages for men and women, vacations, holidays, and parental leave
64
employee safety
section requires that every person running a federal work project will do so in a way that will not endanger the health or safety of any employee
65
Canadian industrial relations regulations
final major section of CLC deals with all matters related to collective bargaining
66
provincial labour legislation
each province has legislation to deal withstuff covered in CLC
67
bargaining unit
individuals grouped together for purposes of collective bargaining
68
certification vote
a vote supervised by a government representative to determine whether a union will be certified as the sole bargaining agent for the unit
69
decertification
process by which employees legally terminate their union's right to represent them
70
closed shop
employer can only hire union members (greatest union security)
71
union shop
an employer can hire non-unionized workers, but they must join the union within a certain period
72
agency shop
all employees for whom the union bargains must pay dues, but they are not required to join the union
73
open shop
an employer may hire union or non-union workers
74
collective bargaining
ongoing process involving the drafting and administration of the terms of a labour contract
75
creating contract terms in collective bargaining
1. union is recognized as the exclusive negotiator for its members 2. bargaining cycle starts when union leaders meet mngment reps to begin working on a contract -- both parties must negotiate in good faith 3. tentative agreement is submitted for a ratification vote by union membership
76
issues that are important to union negotiators
compensation, benefits, and job security
77
cost-of-living adjustment (cola)
a contract clause specifying that wages will increase automatically with the rate of inflation (CPI)
78
wage reopener clause
contract clause allows wage rates to be renegotiated at preset times during the life of contract
79
job security
contracts may dictate that if the workforce is reduced, seniority will determine which employees keep their jobs
80
impasse
occurs when mngment and labour union are unable to agree on a first-time contract or a contract to replace an agreement that is about to expire
81
union tactics during impasse
strike, picketing, sympathy strike, wildcat strike, boycott, work slowdown
82
strike
union members temporarily walk off the job and refuse to work
83
picketing
members march at the entrance to the company with signs
84
sympathy strike (secondary strike)
when one union strikes in sympathy with a strike initiated by another union
85
wildcat strike
strike that is not authorized by the union or that occurs during the life of the contract
86
boycott
union members agree not to buy the product of the firm that employs them
87
work slowdown
workers perform their jobs at a much slower rate than usual
88
mngment responses to impasse
lockout, strikebreakers, contracting to non-union contractors, join employers' associations
89
lockout
mngment physically denies employees access to the workplace
90
strikebreaker
person hired by firm to replace a worker on strike (illegal in quebec and bc(
91
employers' association
group of companies that get together to plan strategies and exchange info on how to manage their relations with unions
92
methods to resolve dispute
conciliation, mediation, and arbitration
93
conciliation
neutral third party helps the two sides clarify the issues
94
mediation
neutral third party goes beyond conciliation and advises the parties about steps to take to reach settlement
95
voluntary arbitration
neutral third party imposes a settlement on the disputing parties that have agreed to submit the dispute to outside judgement
96
compulsory arbitration
method of settling a contract in which union and mngment are forced to explain positions to a neutral third party which offers binding resolution

Business Administration (14 decks)

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