Chapter 10 Flashcards
the process of attracting, developing, and maintaining a high-quality workforce.
Human resource management (HRM)
the economic value of people with job relevant abilities, knowledge, ideas, energies, and commitments.
Human capital
mobilizes human capital to implement organizational strategies.
Strategic human resource management
occurs when someone is denied a job or job assignment for non-jobrelevant reasons.
Job discrimination
the right to employment and advancement without regard to race, sex, religion, color, or national origin.
Equal employment opportunity (EEO)
an effort to give preference in employment to women and minority group members.
Affirmative action
employment criteria justified by capacity to perform a job.
Bona fide occupational qualifications are
the right to privacy on and off the job.
Employee privacy
occurs when men and women are paid differently for doing equal work.
Pay discrimination
penalizes a woman in a job or as a job applicant for being pregnant.
Pregnancy discrimination
penalizes an employee in a job or as a job applicant for being over the age of 40.
Age discrimination
the exchange of value between what the individual and the employer offer in the employment relationship.
employee value proposition, or EVP
the match of individual skills, interests, and personal characteristics with the job.
Person-job fit
the match of individual values, attitudes, and behavior with the organizational culture.
Person-organization fit
a set of activities designed to attract a qualified pool of job applicants.
Recruitment
provide job candidates with all pertinent information about a job and organization.
Realistic job previews
choosing whom to hire from a pool of qualified job applicants.
Selection
means that a selection device gives consistent results over repeated measures.
Reliability
means that scores on a selection device have demonstrated links with future job performance.
Validity
examines how job candidates handle simulated work situations.
assessment center
evaluates applicants as they perform actual work tasks.
Work sampling
systematically influences the expectations, behavior, and attitudes of new employees.
Socialization
familiarizes new employees with jobs, coworkers, and organizational policies and services.
Orientation
occurs as an experienced person offers performance advice to a less-experienced person.
Coaching
assigns early-career employees as protégés to more senior ones.
Mentoring
younger and newly hired employees mentor senior executives, often on latest developments with digital technologies.
reverse mentoring
the process of formally evaluating performance and providing feedback to a jobholder.
Performance review or appraisal
uses a checklist of traits or characteristics to evaluate performance.
graphic rating scale
uses specific descriptions of actual behaviors to rate various levels of performance.
behaviorally anchored rating scale (BARS)
keeps a log of someone’s effective and ineffective job behaviors.
critical-incident technique
includes superiors, subordinates, peers, and even customers in the appraisal process.
360 degree feedback
compares one person’s performance with that of others.
multiperson comparison
the process of managing how a person grows and progresses in a career.
Career development
the process of matching career goals and individual capabilities with opportunities for their fulfillment.
Career planning
involves balancing career demands with personal and family needs.
Work-life balance
hired on temporary contracts and are not part of the organization’s permanent workforce.
Independent contractors
work as needed and part-time, often on a longer-term basis.
Contingency workers
awards pay increases in proportion to performance contributions.
Merit pay
plans provide one-time payments based on performance accomplishments.
Bonus pay
distributes to employees a proportion of net profits earned by the organization.
Profit sharing
allows employees to share in cost savings or productivity gains realized by their efforts.
Gain sharing
give the right to purchase shares at a fixed price in the future.
Stock options
nonmonetary forms of compensation such as health insurance and retirement plans.
Fringe benefits
help employees achieve better work-life balance.
Family-friendly benefits
allow choice to personalize benefits within a set dollar allowance.
Flexible benefits programs
help employees cope with personal stresses and problems.
Employee assistance programs
an organization that deals with employers on the workers’ collective behalf.
labor union
a formal agreement between a union and an employer about the terms of work for union members.
labor contract
the process of negotiating, administering, and interpreting a labor contract.
Collective bargaining
pay new hires less than workers already doing the same jobs with more seniority.
Two-tier wage systems
