Term
| human resource management |
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Definition
| the set of organizational activites directed at attracting, developing and maintaining an effective workforce |
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Definition
| reflects the organization's investment in attracting, retaining, and motivating an effective workforce |
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| Title VII civil rights act of 1964 |
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Definition
| forbids discrimination on the basis of sex, race, color, religion, or national origin in all areas of the employment relationship |
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Definition
| when minority group members pass a selection standard at a rate less than 80 percent of the pass rate of majority group members |
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Term
| equal employment opportunity commission |
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Definition
| charged with enforcing Title VII |
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Term
| age discrimination in employment act |
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Definition
| outlaws discrimination against people older than 40 yrs; passed 1967, amended ini 1978 and 1986 |
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Definition
| intentionally seeking and hiring qualified or qualifiable employees from racial, sexual, and ethnic groups that are underreprsented in the organization |
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Term
| Americans with Disabilities Act |
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Definition
| prohibits discriminations against ppl with disabilities |
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Definition
| amends the original Civil Rts Act, making it easier to bring discrimination lawsuits while also limiting punitive damages |
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Definition
| systematized procedure for collecting and recording info about jobs within an organization |
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Definition
| lists each important managerial position in the organization, who occupies it, how long he will probably remain in the position, and who is or will be a qualified replacement |
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Term
| employee info system (skills inventory) |
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Definition
| contains info on each employee's education, skills, experience, and career aspirations; usually computerized |
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Definition
| the process of attracting individuals to apply for jobs that are open |
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Definition
| considering current employees as applicants for higher-level jobs in the organziation |
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Term
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Definition
| getting people from outside the organization to apply for jobs |
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Term
| realistic job preview (RJP) |
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Definition
| provides the applicant with a real picture of what it would be like to perform the job that the organization is trying to fill |
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Term
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Definition
| determining the extent to which a selection device is really predictive of future job performance |
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Definition
| teaching operational or technical employees how to do the job for which they were hired |
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Definition
| teaching managers and professionals the skills needed for both present and future jobs |
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Definition
| a formal assessment of how well an employee is doing his or her job |
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Term
| behaviorally anchored rating scale (BARS) |
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Definition
| a sophisicated rating method in which supervisors construct a rating scale associated with behavioral anchors |
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Definition
| performance appraisal system in which managers are evaluated by everyone around them--their boss, peers, subordinates |
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Definition
| financial remuneration given by the organization to its employees in exhange for their work |
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Definition
| an attempt to assess the worth of each job relative to other jobs |
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Definition
| things of value other than compensation that an organization provides to its workers |
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Definition
| characteristic of group or organization whose members differ from one another along one or more important dimensions, such as age, gender or ethnicity |
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Term
| diversity and mulitcultural training |
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Definition
| training that is specifically designed to better enable members of an organization to function in a diverse and multiculural workforce |
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Definition
| process of dealing with employees who are represented by a union |
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Definition
| the process of agreeing on a satisfactory labor contract b/w management and a union |
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Definition
| the means by which a labor contract is enforced |
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Definition
| workers whose contributions to an organization are based on what they know |
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