Chapter 6, Human Resources Flashcards
360 Degree Appraisal
A performance appraised by peers, subordinates, superiors, and sometimes clients who are in a position to evaluate a managers performance.
Cafeteria-Style Benefits Plan
A plan from which employees can choose the benefits they want.
Career Ladder Vs. Path
A ladder is a progression of jobs within the same organization that have increasing responsibility and compensation. A path is a more varied form of career progression that consists of both horizontal and vertical moves.
Career Mapping
A tool that helps employees to think strategically about their career path by identifying jobs that interest the employees.
Classroom Instruction
A type of training delivered by live instructor in a classroom.
Formal Appraisal
An appraisal conducted at a set time during the year and based on performance dimensions and measures that were specified in advance.
Gap Analysis
An assessment that compares future employment needs with the current labor supply to identify “gap” for hiring, training, and outsourcing.
Policies vs. Procedures
Policies are more formal and all employees must abide by. Procedures are a written step by step to describe how to get something completed or done.
HR Management Vs. Planning
Management is the activities managers engage in to attract and retain employee’s. Planning is the activities that managers engage in to forecast their current and future needs for Human Resources.
Job Analysis
Identifying the tasks, duties, and responsibilities that make up a job and knowledge, skills, and abilities needed to perform the job.
Objective Appraisal
An appraisal that is based on facts and likely to be numerical.
Outsource
To contract with people outside the organization to produce goods, or provide services, usually on a short term or intermittent basis.
Pay Level Vs. Structure
Level is the organizations pay incentives in comparison to other organizations in the same industry. Structure is the arrangement of jobs into categories reflecting their importance to the organization, level of skill required etc.
Strategic HR Management
Process by which managers design the components of the HRM system to be consistent with each other.
Subjective Appraisal
An appraisal that is based on the perceptions of trains, behaviors, or results.
