chapter 10- human resources mgt Flashcards
human capital
the economic value of ppl w job-relevant abilities, knowledge, ideas, energies, and commitments
selection
the process of choosing whom to hire from a pool of qualified job applicants
orientation
the process of familiarizing new employees w jobs, coworkers and organizational policies and services
performance appraisal
the process of formally evaluating performance and providing feedback to a job holder
behaviorally anchored rating scale
an employee evaluation method that uses specific descriptions of actual behaviors to rate various levels of performance
realistic job previews
the hiring policy of providing job candidates w all pertinent information about a job and organization
bonus pay
a type of employee compensation that provides one-time payments based on performance accomplishments
mentoring
the business practice of assigning early-career employees as proteges to more senior ones
reverse mentoring
a business practice whereby younger and newly hired employees mentor senior executives, often on latest developments w digital technologies
pregnancy discrimination
a type of workplace discrimination against a pregnant woman in a job or as a job applicant
career development
the process of managing how a person grows and progresses in a career
labor contract
a formal agreement between a union and an employer abuot the terms of work for union members
affirmative action
an effort to give preference in employment to women and minority group members
independent contractor
employees who are hired on temporary contracts and are not part of the organizatton’s permanent workforce
strategic human resource management
a business approach that mobilizes capital to implement organizational strategies
socialization
the systematic influencing of the expectations, behavior, and attitudes of new employees
labor union
an organization that deals w employers on the workers’ collective behalf
graphic rating scale
a method of employee evaluation that uses a checklist of traits or characteristics to evaluate performance
assessment center
a hiring process that examines how job candidates handle simulated work situations
profit sharing
the distribution of a proportion of net profits earned by the organization to its employees
equal employment opportunity (EEO)
the right to employment and advancement without regard to race, sex, religion, color, or national origin
validity
a test characteristic in which scores on a selection device have demonstrated links with future job performance
bona fide occupational qualifications
employment criteria justified by capacity to perform a job
person-job fit
the match of individual skills, interests, and personal characteristics with the job
contingency workers
employees who work as needed and part-time, often on a longer-term basis
stock options
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
job discrimination
a type of workplace discrimination that occurs when someone is denied a job or job assignment for non-job-relevant reasons
reliability
a test characteristic in which a selection device gives consistent results over repeated measures
360 feedback
an employee evaluation method that includes superiors, subordinates, peers and even customers in the appraisal process
merit pay
the business practice of granting pay increases in proportion to performance contributions
age discrimination
a type of workplace disrcimintaion against an employee in a job or as a job applicant for being over the age of 40
collective bargaining
the process of negotiating, administering and interpreting a labor contract
flexible benefits
employee benefits programs that allow choice to personalize benefits within set dollar allowance
critical-incident technique
an employee evaluation method in which someone’s effective and ineffective job behaviors are logged
career planning
the process of matching career goals and individual capabilities with opportunities for their fulfillment
human resource mgt (HRM)
the process of attracting, developing and maintaining a high-quality workforce
work sampling
the evaluation of job applicants as they perform actual work tasks
pay discrimination
a type of workplace discr. in which men and women are paid diff for doing equal work
person-organization fit
the match of indiv. values, interests, and behaviors with the organizational culture
multiperson comparisons
an employee evaluation method that compares one person’s performance with that of others
two-tier wage systems
the practice of paying new hires less than workers already doing the same jobs with more seniority
gain sharing
the practice of allowing employees to share in cost savings or productivity gains realized by their efforts
recruitment
a set of activities deigned to attract a qualified pool of job applicants
fringe benefits
nonmonetary forms of compensation such as health insurance and retirement plans
work-life balance
balancing career demands w personal and family needs
employee assistance programs
employment benefits designed to help employees cope w personal stresses and problems
employee privacy
the right to privacy on and off the job
coaching
a mgt practice whereby an experienced person offers performance advice to a less experienced person
family-friendly benefits
types of employment benefits that help employees achieve better work-life balance
