Vocab Flashcards
The HR function that links workforce strategies with the strategic goals and objectives of the organization. forecasting staffing needs, helping to ensure that the organization has the right number of employees, with the right skills, at the right time.
“Workforce Planning”
The knowledge, skills, abilities, and behaviors that are essential for successful performance.
Competency
Refers to the process of determining the specific competencies associated with being a successful high performer in a particular occupation or industry.
Competency Modeling
A company’s ____________ consists of its standards for behavior and the values shared by its employees.
Culture
A course of instruction aimed at increasing the participants’ cultural awareness, knowledge, and skills.
Diversity Training
Federal law that dictates how electronic communication in the workplace is monitored. The ECPA restricts the interception and monitoring of oral, wire, and electronic communications.
Electronic Communications Privacy Act of 1986 (ECPA)
The process used to study the work done by employees.
Job Analysis
Identify the essential functions of a job and provide information concerning a job’s duties and responsibilities. They should explain what employees do, how they do it, and the conditions under which they do it.
Job Descriptions
Identifies the minimum acceptable qualifications required for an employee to perform a job adequately.
Job Specification
A business planning strategy that identifies what an organization is about, what it expects to do, and why it exists.
Long-range Business Strategy
A business planning strategy that formulates the specific organizational goals and objectives that the organization expects to achieve within the next two to five years.
Middle-range Business Planning
How the organization decides what is right and what is wrong.
Moral Philosophy
The failure to use reasonable care in the employee selection process, resulting in harm caused to others.
Negligent Hiring
The degree to which the applicant fits with the job for which he/she is applying.
Person-job Fit
The degree to which the applicant fits with the company.
Person-organization Fit
Agencies which specialize in helping employers find applicants to fill job openings.
Private Employment Agencies
The process of attracting potential job applicants.
Recruitment
The extent to which a test produces consistent results.
Reliability
A formal process in which the organization first identifies the tasks, duties, and responsibilities (TDRs) of the job, evaluates the applicant’s ability to perform the TDRs, and then finally offers the job to the most qualified applicant.
Selection
A business planning strategy involves developing short-term performance goals or annual operating plans.
Short-range Business Planning
Invokes the use of hypotheticals by asking candidates what they would do or how they would act in a certain situation.
Situational Interview
Agencies which help companies fill positions on a part-time basis without having to make a permanent hiring decision.
Temporary Staffing Agencies
Refers to whether a test measures what it is supposed to measure.
Validity
The HR function that links workforce strategies with the strategic goals and objectives of the organization. Workforce planning is about forecasting staffing needs, helping to ensure that the organization has the right number of employees, with the right skills, at the right time.
Workforce Planning
The number of applicants that make it from one stage of the selection process to the other.
Yield Ratio
List of prewritten questions asked to all applicants, allows no follow up questions
Structured Interview
Asks applicants questions and guides interview questions and discussions based on the interviewers interpretation of the applicant’s answers
non-directive interview
Applicants interviews with multiple employees who all ask questions and guide the interview from the answers. The applicant can get a better feel for corporate structure based on interacting with multiple employees.
Team Interview
motivate change, lay high performance foundation, sustain high performance behavior, and monitor and improve
Four steps for building a high-performing culture
Who is responsible for helping employees improve performance?
Human Resources
conflict between two people
Interpersonal
Conflict that occurs between two or more groups of people
intergroup
conflict within a group
intragroup
Number of grievances filed on time
Cost per grievances filed
Causes of grievances
Average close time
Return on investment
Metrics and Reporting for Conflict Resolution
Law that dictates how electronic communication is monitored in the workplace
ECPA of 1986
The monitoring or interception of written, oral, or electronic communication
ECPA Restrictions
Use referrals to try to reach a particular group
Develop external partnerships with new customer bases or companies
Design an initiative to set diversity goals
Engage senior leadership and other stakeholders in diversity initiative
Strategies to increase diversity
define and develop a scoreboard and establish accountability
HR’s role in managing diversity
Financial and nonfinancial information related to diversity initiatives
Diversity Scorecard
Makes a conscious effort to keep work and family life separate
Separator
Bring work home and bring home to work with no distinction or boundary.
Integraters
Both integrate home and work life and separate home and work life depending on their priorities at the time.
Volleyers
Strategic, Cultural, Employee-Employer work life
Benefits of managing work/life balance
Organization should enact changes that reflect the external environment. Create a culture that respects letting employees spend time with their families
Strategic benefit to work/life balance
Global employers needs to realize work/life cultures vary around the world. Cultural competence
Cultural benefit to work/life balance
employers and employees aligning how to achieve work/life balance - ex. creating flex times
Employer/Employee work/life balance
Number of days it took managers,
legal personnel, and HR to resolve the
problem
Average close time
Division of the reasons for grievances
into different categories.
Causes of grievances
Measure of efficiency of the conflict
resolution process
Cost per grievance filed
In ______________ method of resolving workplace conflicts, the aggrieved
employee presents his or her side of a dispute to a small panel of employees and
supervisors selected from a pool of employees trained in dispute resolution.
Peer review
Freedom from unauthorized intrusion from employers is a definition of:
Privacy
Increased retention
Increased flexibility in a changing environment
Increased creativity
Benefits of a diverse workforce
Enacting policies that reflect changes
in the external environment
Strategic
Being aware of different values placed
on family
Cultural
Working together to figure out what is
important in the work/family relationship
and how goals can be achieved
Employee-employer
work/life relationship
When creating a diversity program, each department should be
encouraged to _____________in order to increase “buy-in”
Create individual diversity plans
