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HRM > Chapter 5 > Flashcards

Chapter 5 Flashcards

1
Q

Recruitment is the process of attracting individuals:

A
  • on a timely basis.
  • in sufficient numbers
  • with appropriate qualifications
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2
Q

Document that specifies job title, department, the date the employee is needed for work, and other details.

A

Employee Requisition

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3
Q

are where qualified candidates are located, such as colleges or competitors.

A

Recruitment Sources

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4
Q

are the specific means used to attract potential employees to the firm, such as online recruiting.

A

Recruitment Methods

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5
Q

permit organizations to determine whether current employees possess the qualifications for filling open positions.

A

Human Resource Database

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6
Q

procedure for informing employees that job openings exist.

A

Job Posting

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7
Q
A
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8
Q

procedure that permits employees who believe that they possess the required qualifications to apply for a posted position.

A

Job Bidding

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9
Q

An employee of the company recommends a friend or associate as a possible member of the company; this continues to be the way that top performers are identified

A

Employee Referral

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10
Q

Types of Internal Recruitment

A
  1. Human Resource Database
  2. Job Posting
  3. Job Bidding
  4. Employee Referral
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11
Q

Actively recruiting employees from competitors.

A

Poaching

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12
Q

The use of mobile (smartphone) technology and online methods has revolutionized the way companies recruit employees and job seekers search and apply for jobs

A

Recruiting Technology

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13
Q

Recruiters use mobile apps to post jobs, run text message–based recruiting campaigns, create online communities for potential new hires to learn about their companies, monitor social networks for news about industries they hire for, and keep in touch with staff and outside agencies.

A

Mobile Recruiter

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14
Q

also called a cyber recruiter, is a person whose primary responsibility is to use the Internet in the recruitment process.

A

Internet Recruiter

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15
Q

recruiters prescreen résumés, contact candidates who are a potential fit, and store e-mail addresses.

A

Virtual Job Fair

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16
Q

Job sites accessible from a company home page that list the company positions available and provide a way for applicants to apply for specific jobs.

A

Corporate Career Websites

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17
Q

In General Purpose Job Boards, job seekers can search for jobs by:

A
  • Category
  • Experience
  • Education
  • Location
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18
Q

All a person has to do is type in a key phrase like marketing jobs.

A

Weblogs

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19
Q

Alliance among National Association of Colleges and Employers Direct Employers Association and Simplicity Corporation.

A

NACELINK NETWORK

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20
Q

Network of employment Web sites where any company can list job opening for free. Backed by nearly 600 hundred industrial companies.

A

.Jobs

21
Q

Certain large companies have begun pooling job candidates. Those passes over by one company are invited to submit their resume to the alliance database.

A

AllianceQ

22
Q

Website that cater to a specific profession

A

Niche Sites

23
Q

Sites are available to assist contract workers. These let workers advertise skills, set their price and pick employers. Examples include: Freelance.com. Guro.com

A

Contract Worker Sites

24
Q

Attract blue collar and service workers.

A

Hourly Work Job Sites

25
Q

Often called headhunters. Best known for recruiting white collar employees. Used for virtually every kind of position. Not paid until a person is placed

A

Private Employment Agency

26
Q

Increasingly involved in matching people with technical, professional and managerial positions

A

Public Employment Agency

27
Q

Attract large number of applicants to one location. Opportunity to meet large number of candidates in short time.

A

Job Fair

28
Q

Places student in a temporary job

A

Internship

29
Q

Locate experienced professionals and executives. Target ideal candidates. Find those not actively looking for job

A

Executive Search Firm

30
Q

Organization that has reputation of being good place to work, may be able to attract qualified prospects even without extensive recruitment efforts

A

Unsolicited Applicants

31
Q

Pair potential hires and managers in warm, casual environment. Encourage on the spot job offers

A

Open Houses

32
Q

Opportunity to promote image of the company. Recruiters go to events that the people firm is seeking attend

A

Event Recruiting

33
Q
A
34
Q

Uses where severe shortages highly skilled workers exist
Amount vary dramatically.

A

Sign-On Bonuses

35
Q

Unique way to get individuals interested in applying for technical positions. Example: Top Coder creates software coding competitions.

A

Competitive Games

35
Q

Attempt to steal personal information and set up fraudulent credit card accounts. Often crooks search for potential victims through posting high paying job on popular job-search Web sites.

A

Job Search Scams

36
Q

Alternatives to Recruitment

A
  1. Outsourcing
  2. Overtime
37
Q

Transfers responsibility to external provider.

A

Outsourcing

38
Q

Type of outsourcing. Migration of all or significant part of development, maintenance and delivery of services to vendor located in another country.

A

Offshoring

39
Q

Type of outsourcing. Moving jobs not to another country but to lower cost American Cities.

A

Onshoring

40
Q

Most commonly used method of meeting short-term fluctuations in work volume.

A

Overtime

41
Q

An individual’s capability to orchestrate and apply combinations of knowledge, skills, and abilities consistently over time to perform work successfully in the required work situations.

A

Competencies

42
Q

Specifies and defines all the competencies necessary for success in a group of jobs that are set within an industry context.

A

Competency Modeling

43
Q

Process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in an organization

A

Job Design

44
Q

Changes in the content and level of responsibility of a job so as to provide greater challenges to the worker

A

Job Enrichment

45
Q

Increasing the number of tasks a worker performs, with all of the tasks at the same level of responsibility

A

Job Enlargement

46
Q

Moves workers from one job to another to broaden their experience.

A

Job Rotation

47
Q

Potential job candidates, who are typically employed, satisfied with their employer, and content in their current role but if the right opportunity came along, they might like to learn more.

A

Passive Job Seekers

48
Q

Individuals committed to finding
another job whether presently
employed or not.

A

Active Job Seekers

HRM (7 decks)

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