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.
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