Management- Chapter 12

Question 1

Human Resource Management (HRM)

Answer 1

Refers to the design and application of formal systems to ensure the effective and efficient use of human talent to accomplish organizational goals.

Question 2

Human Capital

Answer 2

Refers to the economic value of the combined knowledge, experience, skills and capabilities of employees.

Question 3

Discrimination

Answer 3

The hiring or promoting of applicants based on criteria that are not job relevant.

Question 4

Affirmative Action

Answer 4

Requires that employers take positive steps to guarantee equal employment opportunities for people within protected groups.

Question 5

Contingent Workers

Answer 5

People who work for an organization, but not on a permanent or full-time basis, including temporary placements, independent contractors, freelancers, and part-time employees.

Question 6

Telecommuting

Answer 6

Using computers and telecommunications equipment to perform work from home or another remote location.

Question 7

Human Resource Planning

Answer 7

Finding the right people stars with HR planning which refers to the forecasting of human resource needs and the projected matching of individuals with anticipated job vacancies.

Question 8

Matching Model

Answer 8

A human resources approach in which the organization and the individual attempt to match each others needs, interests, and values.

Question 9

Recruiting

Answer 9

Refers to activities or practices that define the desired characteristics of applicants for specific jobs.

Question 10

Job Analysis

Answer 10

The systematic process of gathering and interpreting information about the essential duties, tasks and responsibilities of a job.

Question 11

Job Description

Answer 11

Managers prepare a job description for each open position, which is a concise summary of the specific tasks and responsibilities of that job.

Question 12

Job Specification

Answer 12

Outlines the knowledge, skills, education, physical abilities and other characteristics needed to adequately perform a specific job.

Question 13

Realistic Job Previews

Answer 13

Managers use realistic job previews in recruiting to give applicants all pertinent and realistic information, both positive and negative about a job and the organization.

Question 14

Selection

Answer 14

The process of assessing the skills, abilities and other attributes of applicatns in an attempt to determine the fit between the job and each applicant’s characteristics

Question 15

Application Form

Answer 15

A selecion device that collects information about the applicant’s education, previous wok experience, and other background characteristics.

Question 16

Structured Interview

Answer 16

Uses a set of standardized questions that are asked of every applicant so comparisons van easily be made.

Question 17

Nondirective Interview

Answer 17

In which the interviewer asks broad,open-ended questions and permits the applicant to talk freely with minimal interruption, in an attempt to brink to light information, attitudes and behavioral characteristics that might be concealed when answering structured questions.

Question 18

Panel Interview

Answer 18

An interview in which the candidate meets with several interviewers who take turns asking questions.

Question 19

Employment Tests

Answer 19

Asses candidates on various factors considered important for the job to be performed and include cognitive ability tests, physical ability tests and personality tests.

Question 20

Assessment Center

Answer 20

Used to select indiviuals with high managerial potential based on their performance on a series of simulated managerial tasks.

Question 21

Work Sample Tests

Answer 21

Managers may administer work sample tests to applicants for front-line positions to evaluate their performance in completing simulated tasks that are a part of the job.

Question 22

Stereotyping

Answer 22

A performance evaluation error that occurs when a manager plaves an employee into a class or category based on one or a few trait or characteristics

Question 23

Halo Effect

Answer 23

Occurs when a manager gibes an employee the same rating on all dimensions of the job even though performance may be good on some dimensions and poor on others.

Question 24

Behaviorally Anchored Rating Scale

Answer 24

One way to overcome evaluation errors is to use a behaviorally anchored rating scale, which is a performance evaluation technique that relates an employee’s performance to specific job-related incidents.

Question 25

Compensation

Answer 25

Refers to all monetary payments and all nonmonetary goods or benefits used to reward employees.

Question 26

Job Evaluation

Answer 26

The process of determining the value of jobs within an organization through an examination of job content.

Question 27

Wage and Salary Surveys

Answer 27

show what other organizations pay incumbents in jobs that match a sample of key jobs selected by the organization.

Question 28

Pay-for-Performance

Answer 28

Also called incentive pay, means tying at least a portion of compensation to employee effort and performance.

Question 29

Rightsizing

Answer 29

Also called downsizing, refers to intentionally reducing the company’s workforce to the point where the number of employees is deemed right for the company’s current situation.

Question 30

Exit Interview

Answer 30

An interview conducted with departing employees to determine reasons for their departure and learn about potential problems in the organization.