Chapter 7 (Human Resources) Flashcards
Human Resource Management
consists of all the actions that an organization takes to attract, develop, and retain quality employees
Human Resource Planning
the process of developing a plan for satisfying the organization’s human resource needs
Job Description
lists the duties and responsibilities of a position
Jon Specification
lists the qualifications—skills, knowledge, and abilities—needed to perform the job
Equal Employment Opportunity Commission (EEOC)
managers must comply with anti-discrimination laws
Orientation
the process of introducing new employees to their jobs and to the company
Ensuring a diverse workforce is good business because:
a diverse group of employees can bring fresh points of view that may be valuable in generating ideas and solving problems. Also it can help to connect to a ethnically diverse customer base
Job Rotation
allows employees to rotate from one job to another on a systematic basis
Job Enlargement
enhances a job by adding tasks at similar skill levels
Job Enrichment
adds tasks that increase both responsibility and opportunity for growth
Flextime
allows employees to designate starting and quitting times, compress workweeks, or perform part-time work
Job-sharing
two people share one full-time position
Telecommuting
working from home. Many employers also offer dependent care, paid leave for new parents, employee-assistance programs, and on-site fitness centers
Commissions
salaries based on sales or are paid for output, based on a piecework approach
Profit-Sharing Plans
use predetermined formulas to distribute a share of company profits among employees
Benefits
compensation other than salaries, wages, or financial incentives. Benefits may include paid time off, insurance, and retirement benefits
Three Steps to Performance Appraisals:
- Setting goals and performance expectations and specifying the criteria for measuring performance
- Completing written evaluations to rate performance according to predetermined criteria
- Meeting with employees to discuss evaluations and ways to improve performance
Turnover
the permanent separation of an employee from a company
Five Steps for Retaining Employees:
- Providing appropriate training and development
- Helping employees achieve a satisfying work/non-work balance in their lives
- Creating a positive work environment
- Recognizing employee efforts
- Involving employees in decision making
Downsize
to cut costs by eliminating jobs
Employment-at-Will
no written employment contract, an employer can end it at any time
Union Local
serve workers in a particular geographical area
National Unions
assist with local contract negotiations and negotiate industry-wide contracts
Labor Federation
provides assistance to member unions and serves as the principal political organ for organized labor (AFL-CIO)
Collective Bargaining
process when there’s a discrepancy between what workers want in terms of salary increases, benefits, working conditions, and job security and what management is willing to give
Meditation
an impartial third party makes recommendations for reaching an agreement
Arbitration
the third party imposes a binding agreement
Grievances
complaints over contract-related matters that are resolved by union representatives and employee supervisors
Labor Strike
workers leave their jobs until the issue is settled
Picketing
workers congregate outside the workplace to publicize their position
Boycotting
workers and other consumers are urged to refrain from buying an employer’s products
Lockout
closing the workplace to workers
Strikebreakers
nonunion workers who are willing to cross picket lines to replace strikers
Anti-Discrimination statutes (4):
- Title VII of CRA of 1964
- Equal Pay Act of 1963
- Age Discrimination in Employment Act of 1964
- Title I & Title V of the Americans with Disabilities Act of 1990
Contingent Workers
hired to supplement a company’s permanent workforce
Benefits to using contingent workers (5):
Hired/Fired Easily Control of Labor Costs Often Cheaper/No Benefits Specialized Skills/Talents “Try Out”
Disadvantages of using contingent workers (2):
Increased training costs
Decreased loyalty to the company
Expectancy Theory
proposes…employees will work hard to earn rewards…they value and…consider obtainable
Equity Theory
motivation…which focuses on our perceptions of how fairly we’re treated relative to others
360 degree feedback
Employees (mostly managers) get feedback from all directions
Upward Feedback
Manager’s subordinates participate
Functions of HR Managers (6):
-Plan for staff needs • Recruit and hiring • Train and motivate • Evaluation • Compensation • Termination and Repositioning
Workforce Profile
database of all employees
