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Intro to Business > Chapter 8 > Flashcards

Chapter 8 Flashcards

1
Q

Human Resource (HR) Management

A

the process of hiring developing, motivating, & evaluating employees to achieve organizational goals

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2
Q

Job Analysis

A

a study of the tasks required to do a job well

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3
Q

Job Description

A

tasks and responsibilities of a job

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4
Q

Job Specification

A

the skills, knowledge, & abilities a person must have to fill a job

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5
Q

HR Demand Forecast

A

forecasting an organization’s human resource needs

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6
Q

Internal Supply Forecast

A

estimating the # of people currently employed by the organization who will be available to fill various jobs at some future time

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7
Q

Succession Planning

A

the performance of managers is reviewed to identify people who can fill vacancies and be promoted

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8
Q

Contingent Worker

A

someone who wants to work but not on a permanent, continuous basis

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9
Q

Internal Labor Market

A

consists of employees currently employed by the firm

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10
Q

External Labor Market

A

pool of potential applicants outside the firm

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11
Q

Recruitment

A

the process of attracting qualified people to form an applicant pool

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12
Q

Job Fair (Corporate Open House)

A

usually, a 1-2 day event at which applicants are briefed about job opportunities, given tours, & encouraged to apply for jobs

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13
Q

Recruitment Branding

A

presenting an accurate & positive image of the firm to those being recruited

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14
Q

Selection

A

the process of determining which people in the applicant pool possess the qualification necessary to be successful on the job

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15
Q

Training & Development

A

learning situations in which the employee acquires additional knowledge or skills to increase job performance

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16
Q

Orientation

A

entails getting the new employee ready to perform on the job

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17
Q

Formal Orientation

A

provides information about the company history, values, expectations, policies, & the customers the company serves

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18
Q

Informal Orientation

A

the specific job orientation by the employee’s supervisor concerning work rules, equipment, and expectations

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19
Q

Job Training

A

takes place at the job site or work station and is directly related to the job

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20
Q

Job Rotation

A

the reassignment of workers to several different jobs over time

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21
Q

Apprenticeship (On-the-Job)

A

combines specific on-the-job instruction with classroom training

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22
Q

Mentoring (On-the-Job)

A

involves a senior manager or other experienced employee providing job and career-related information to a mentee

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23
Q

Programmed Instruction (Off-the-Job)

A

online, self-paced, and highly structured training method that presents trainees with concepts and problems using a modular format

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24
Q

E-Learning & E-Training

A

involve online computer presentation of information for learning new job tasks

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25
Q

Simulation

A

web-based training allows for more direct transfer of learning to the job

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26
Q

Performance Appraisal

A

a comparison of actual performance with expected performance to determine an employee’s contributions to the organization and to make decisions about training, compensation, promotion, and other job changes

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27
Q

Direct Pay

A

wage or salary received by the employee

28
Q

Indirect Pay

A

consists of various employee benefits and services

29
Q

Hourly Rate of Pay/Monthly Salary (Direct)

A

considered base pay, an amount of pay received by the employee regardless of output level

30
Q

Incentive Pay (Direct)

A

additional pay earned by an employee as a result of a commission

31
Q

Profit-Sharing (Direct)

A

employees may receive a portion of the firm’s profit

32
Q

Unemployment Compensation (Indirect)

A

provides former employees with money for a certain period while they are unemployed

33
Q

Worker’s Compensation (Indirect)

A

pays employees for lost work time caused by work-related injuries and may also cover rehabilitation after a serious injury

34
Q

Social Security (Indirect)

A

provides disability and survivor benefits and benefits for people undergoing kidney dialysis and transplants

35
Q

Medicare (Indirect)

A

health care for seniors

36
Q

Medicaid (Indirect)

A

health care for the poor

37
Q

Paid Time Off (Indirect)

A

vacations, holidays sick days, even jury duty

38
Q

Supplemental Benefits (Indirect)

A

disability, life, pet insurance, legal benefits

39
Q

Labor Union

A

an organization that represents workers in dealing with management over disputes involving wages, hours, and working conditions

40
Q

Collective Bargaining

A

process of negotiating a labor agreement that provides for compensation and working arrangements mutually acceptable to the union and to management

41
Q

Local Union

A

a branch or union of a national union that represents workers at a specific plant or specific geographical area

42
Q

Shop Steward

A

elected union official who represents union members to management when workers have complaints

43
Q

National/International Unions

A

ranges in size from a few thousand members (Screen Actors Guild) to more than a million (Teamsters)

44
Q

Federation

A

a collection of unions banded together to further organize public relations, political, and other mutually agreed up purposes of the member unions

45
Q

NLRB

A

National Labor Relation Board

46
Q

Bargaining Unit

A

employees who are eligible to vote and who will be represented by the particular union if it is certified; supervisors and managers cannot vote

47
Q

Decertification Election

A

allows workers to vote out the union

48
Q

Union Shop

A

whereby non-union workers can be hired by the firm, but then they must join the union within 30-60 days

49
Q

Agency Shop

A

does not require to join the union, but to remain employees, workers must pay the union fee (agency fee) to cover the union’s expenses in representing them

50
Q

Taft-Hartley Act of 1947

A

a state can make any and all forms of union security illegal by enacting a right-to-work law

51
Q

Open Shop

A

employees can work at a unionized company without having to join the union

52
Q

Management Rights Clause

A

resists union involvement in management matters

53
Q

Seniority

A

the length of an employee’s continuous service with the firm

54
Q

Grievance

A

a formal complaint by an employee or the union that management has violated some part of the contract

55
Q

Arbitration

A

the process of settling a labor-management dispute by having a third party - a single arbitrator or or a panel - make a decision

56
Q

Strike

A

occurs when an employee refuses to work

57
Q

Selective Strike Strategy

A

a strategy of conducting a strike at a critical plant that supplies parts to other plants

58
Q

Occupational Safety and Health Administration (OSHA)

A

sets workplace safety and health standards, provides safety training, and inspects places of work to determine employee compliance with safety regulations

59
Q

Equal Employment Opportunity Commission (EEOC)

A

created by the 1964 Civil Rights Act

60
Q

Protected Class

A

women, African Americans, and Hispanics

61
Q

Affirmative Action Programs

A

expand job opportunities for women and minorities

62
Q

Conciliation

A

the specialists assist management and the union with focusing on the issues in dispute and acts as a go-between, or communication channel through which the union and employer send messages to and share information with each other

63
Q

Mediation

A

specialists, suggesting compromises to the disputing organization

64
Q

HR Outsourcing

A

when another firm can perform a task better and more efficiently

65
Q

Corporate Culture

A

core values and beliefs that support the mission and business model of the firm and guide employee behavior

66
Q

SEIU

A

Service Employee International Union

Intro to Business (12 decks)

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