Chapter 9 Vocabulary Flashcards
The process of attracting, developing, and maintaining high-quality workforce
Human resource management (hrm)
The talent people offer organizations in the form of abilities, knowledge, experience, ideas, energies, and commitments
Human capital
Aligns human capital with organizational strategies and objectives
Strategic human resource management
The extend to which an individual’s knowledge, skills, experiences and personal characteristics are consistent with job requirements
Person-job fit
The extent to which an individual’s values, interests, and behavior are consistent with the culture of the organization
Person-culture fit
Packages of opportunities and rewards that make diverse and talented people want to belong to and work for the organization
Employee value propositions
Occurs when someone is denied a job or job assignment for non-job-relevant reasons
Job discrimination
The right to employment and advancement without regard to race, sex, religion, color, or national origin
Equal employment opportunity (EEO)
An effort to give preference in employment to women and minority group members
affirmative action
Employment criteria justified by capacity to perform a job
Bona fide occupational qualifications
Occurs when men and women are paid differently for doing equal work
Pay discrimination
Penalized a woman in a job or as a job applicant for being pregnant
Pregnancy discrimination
Penalizes an employee in a job or as a job applicant for being over the age of 40
Age discrimination
The right to privacy both on and off the job
Employee privacy
The exchange of value between the individual and the organization in the employment relationship
Psychological contract
Set of activities designed to attract a qualified pool of job applicants
Recruitment
Provide job candidates with all pertinent information about a job and organization
Realistic job previews
Choosing whom to hire from a pool of qualified job applicants
Selection
Means that a test gives consistent results over repeated measures
Reliability
Means that scores on a test are good predictors of future job performance
Validity
Evaluates job candidates in simulated work situations
Assessment center
Evaluates job candidates as they perform actual work tasks
Work sampling
A trial hire where the job candidate is given a short-term employment contract to demonstrate performance capabilities
Job audition
Influences he expectations, behavior, and attitudes of new members of groups and organizations
Socialization
A program of activities that introduce a new hire to the policies, practices, expectations, and culture of the organization and its teams.
On boarding
Sessions for new hires communicate key information, set expectations, and answer question
Orientation
Assigns an experienced person to provide performance advice to a new hire
Coaching
Assigns early-career employees as long term protégés of more senior ones
Mentoring
Younger and newly hired employees mentor their seniors
Reverse mentoring
The process of formally assessing performance and providing feedback to a job holder
Performance review
performance appraisal
Uses a checklist of traits or characteristics to evaluate performance
Graphic rating scale
Uses specific descriptions of actual behaviors to rate various levels of performance
Behaviorally anchored rating scale (BARS)
Keeps a log of someone’s effective and ineffective job behaviors
Critical-incident technique
Includes superiors, subordinates, peers and even customers in the appraisal process
360 degree feedback
Rates and ranks one person’s performance against that of others
Multiperson comparison
The process of managing how a person grows and progresses in a career
Career development
The process of matching career goals and individual capabilities with opportunities for their fulfillment
Career planning
Involves balancing career demands with personal and family needs
Work-life balance
Hired on temporary contracts and are not part of the organization’s permanent workforce
Independent contractors
Work as needed and part-time, often on a longer-term basis
Contingency workers
Awards pay increases in proportion to performance contributions
Merit pay
Plans provide one-time payments based on performance accomplishments
Bonus pay
Distributes to employees a proportion of net profits earned by the organization
Profit sharing
Allows employees to share in cost savings or productivity gains realized by their efforts
Gain sharing
Give the right to purchase shares at a fixed price in the future
Stock options
Are nonmonetary forms of compensation such as health insurance and retirement plans
Fringe benefits
Help employees achieve better work-life balance
Family-friendly benefits
Programs allow choice to personalize benefits within a set dollar allowance
Flexible benefits
Help employees cope with personal stresses and problems
Employee assistance programs
An organization that deals with employers on the worker’s collective behalf
Labor union
A formal agreement between a union and an employer about the terms of work for union members
Labor contract
The process of negotiating, administering, and interpreting a labor contract
Collective bargaining
Pay new hires less than workers already doing the same jobs with more seniority
Two-tier wage systems
