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MGT 3120 > chapter 10- human resources mgt > Flashcards

chapter 10- human resources mgt Flashcards

1
Q

human capital

A

the economic value of ppl w job-relevant abilities, knowledge, ideas, energies, and commitments

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2
Q

selection

A

the process of choosing whom to hire from a pool of qualified job applicants

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3
Q

orientation

A

the process of familiarizing new employees w jobs, coworkers and organizational policies and services

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4
Q

performance appraisal

A

the process of formally evaluating performance and providing feedback to a job holder

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5
Q

behaviorally anchored rating scale

A

an employee evaluation method that uses specific descriptions of actual behaviors to rate various levels of performance

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6
Q

realistic job previews

A

the hiring policy of providing job candidates w all pertinent information about a job and organization

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7
Q

bonus pay

A

a type of employee compensation that provides one-time payments based on performance accomplishments

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8
Q

mentoring

A

the business practice of assigning early-career employees as proteges to more senior ones

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9
Q

reverse mentoring

A

a business practice whereby younger and newly hired employees mentor senior executives, often on latest developments w digital technologies

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10
Q

pregnancy discrimination

A

a type of workplace discrimination against a pregnant woman in a job or as a job applicant

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11
Q

career development

A

the process of managing how a person grows and progresses in a career

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12
Q

labor contract

A

a formal agreement between a union and an employer abuot the terms of work for union members

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13
Q

affirmative action

A

an effort to give preference in employment to women and minority group members

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14
Q

independent contractor

A

employees who are hired on temporary contracts and are not part of the organizatton’s permanent workforce

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15
Q

strategic human resource management

A

a business approach that mobilizes capital to implement organizational strategies

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16
Q

socialization

A

the systematic influencing of the expectations, behavior, and attitudes of new employees

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17
Q

labor union

A

an organization that deals w employers on the workers’ collective behalf

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18
Q

graphic rating scale

A

a method of employee evaluation that uses a checklist of traits or characteristics to evaluate performance

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19
Q

assessment center

A

a hiring process that examines how job candidates handle simulated work situations

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20
Q

profit sharing

A

the distribution of a proportion of net profits earned by the organization to its employees

21
Q

equal employment opportunity (EEO)

A

the right to employment and advancement without regard to race, sex, religion, color, or national origin

22
Q

validity

A

a test characteristic in which scores on a selection device have demonstrated links with future job performance

23
Q

bona fide occupational qualifications

A

employment criteria justified by capacity to perform a job

24
Q

person-job fit

A

the match of individual skills, interests, and personal characteristics with the job

25
Q

contingency workers

A

employees who work as needed and part-time, often on a longer-term basis

26
Q

stock options

A

the right to purchase shares of a company’s stock at a fixed price in the future, frequently granted to employees as part of their compensation

27
Q

job discrimination

A

a type of workplace discrimination that occurs when someone is denied a job or job assignment for non-job-relevant reasons

28
Q

reliability

A

a test characteristic in which a selection device gives consistent results over repeated measures

29
Q

360 feedback

A

an employee evaluation method that includes superiors, subordinates, peers and even customers in the appraisal process

30
Q

merit pay

A

the business practice of granting pay increases in proportion to performance contributions

31
Q

age discrimination

A

a type of workplace disrcimintaion against an employee in a job or as a job applicant for being over the age of 40

32
Q

collective bargaining

A

the process of negotiating, administering and interpreting a labor contract

33
Q

flexible benefits

A

employee benefits programs that allow choice to personalize benefits within set dollar allowance

34
Q

critical-incident technique

A

an employee evaluation method in which someone’s effective and ineffective job behaviors are logged

35
Q

career planning

A

the process of matching career goals and individual capabilities with opportunities for their fulfillment

36
Q

human resource mgt (HRM)

A

the process of attracting, developing and maintaining a high-quality workforce

37
Q

work sampling

A

the evaluation of job applicants as they perform actual work tasks

38
Q

pay discrimination

A

a type of workplace discr. in which men and women are paid diff for doing equal work

39
Q

person-organization fit

A

the match of indiv. values, interests, and behaviors with the organizational culture

40
Q

multiperson comparisons

A

an employee evaluation method that compares one person’s performance with that of others

41
Q

two-tier wage systems

A

the practice of paying new hires less than workers already doing the same jobs with more seniority

42
Q

gain sharing

A

the practice of allowing employees to share in cost savings or productivity gains realized by their efforts

43
Q

recruitment

A

a set of activities deigned to attract a qualified pool of job applicants

44
Q

fringe benefits

A

nonmonetary forms of compensation such as health insurance and retirement plans

45
Q

work-life balance

A

balancing career demands w personal and family needs

46
Q

employee assistance programs

A

employment benefits designed to help employees cope w personal stresses and problems

47
Q

employee privacy

A

the right to privacy on and off the job

48
Q

coaching

A

a mgt practice whereby an experienced person offers performance advice to a less experienced person

49
Q

family-friendly benefits

A

types of employment benefits that help employees achieve better work-life balance

MGT 3120 (18 decks)

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