Management- Chapter 12 Flashcards
Human Resource Management (HRM)
Refers to the design and application of formal systems to ensure the effective and efficient use of human talent to accomplish organizational goals.
Human Capital
Refers to the economic value of the combined knowledge, experience, skills and capabilities of employees.
Discrimination
The hiring or promoting of applicants based on criteria that are not job relevant.
Affirmative Action
Requires that employers take positive steps to guarantee equal employment opportunities for people within protected groups.
Contingent Workers
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.
Telecommuting
Using computers and telecommunications equipment to perform work from home or another remote location.
Human Resource Planning
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.
Matching Model
A human resources approach in which the organization and the individual attempt to match each others needs, interests, and values.
Recruiting
Refers to activities or practices that define the desired characteristics of applicants for specific jobs.
Job Analysis
The systematic process of gathering and interpreting information about the essential duties, tasks and responsibilities of a job.
Job Description
Managers prepare a job description for each open position, which is a concise summary of the specific tasks and responsibilities of that job.
Job Specification
Outlines the knowledge, skills, education, physical abilities and other characteristics needed to adequately perform a specific job.
Realistic Job Previews
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.
Selection
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
Application Form
A selecion device that collects information about the applicant’s education, previous wok experience, and other background characteristics.
Structured Interview
Uses a set of standardized questions that are asked of every applicant so comparisons van easily be made.
Nondirective Interview
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.
Panel Interview
An interview in which the candidate meets with several interviewers who take turns asking questions.
Employment Tests
Asses candidates on various factors considered important for the job to be performed and include cognitive ability tests, physical ability tests and personality tests.
Assessment Center
Used to select indiviuals with high managerial potential based on their performance on a series of simulated managerial tasks.
Work Sample Tests
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.
Stereotyping
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
Halo Effect
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.
Behaviorally Anchored Rating Scale
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.
Compensation
Refers to all monetary payments and all nonmonetary goods or benefits used to reward employees.
Job Evaluation
The process of determining the value of jobs within an organization through an examination of job content.
Wage and Salary Surveys
show what other organizations pay incumbents in jobs that match a sample of key jobs selected by the organization.
Pay-for-Performance
Also called incentive pay, means tying at least a portion of compensation to employee effort and performance.
Rightsizing
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.
Exit Interview
An interview conducted with departing employees to determine reasons for their departure and learn about potential problems in the organization.
