Term
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Definition
| The better you can work with people, the more successful you will be in your personal/professional lives. Organizations also want their new managers to have the ability to apply knowledge. |
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| the people within an organization (primary means of creating a competitive advantage, affects company performance) |
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Definition
| a combination of job satisfaction, ability, and willingness to perform for the organization at a high level and over an extended period of time |
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Term
| Ex of Employee Engagement |
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Definition
| Googles "Project Oxygen"- attempts to analyze what makes a better boss and use that info to train managers more consistent and interactive |
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Term
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Definition
| a revenuse center that enhances the profitability of the organization through enhancing the productivity of the people within the organization |
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Term
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Definition
| the amount of output than an organization gets per unit of input, with human input usually expressed in terms of units of time |
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Term
| Managers bring up the issues as being among important/difficult things that they deal with: |
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Definition
- productivity
- job satisfaction
- turnover
- absenteeism
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Term
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Definition
| the feeling of well being that we experience in our jobs- basically whether or not we like what we do and the immediate environment surrondings us and our jobs |
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Definition
| the permanent loss of workers from the organization |
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Definition
| the indivials who create, manage, and maintain the people and organizational processes that creat whatever it is that the business sells |
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Definition
| individuals who advise line managers in some field of expertise |
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Term
| Society for Human Resource Management (SHRM) |
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Definition
| the largest the most recognized of the HRM advocacy organizations in the United States |
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Term
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Definition
| what we expect to become as an organization at a particular point in time in the future |
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Term
| Expand on visions and missions |
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Definition
| This provides a focus point for the future, it tells the company where it is headed. A mission statement is what the various organization unites will do and what they hope to accomplish. This equals focus. |
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Term
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Definition
| Cost leadership, differentiation, and focus or niche |
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Term
| Expand on differentiation |
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Definition
| This is to create an impression of difference for the companys product of service in the mind of the customer |
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Term
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Definition
| This focuses on a specific portion of a larger market |
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Term
| What are the five forces of competitve analysis? |
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Definition
- rivalry among competitors
- threat of substitute products and services
- potential new entrants
- power of suppliers
- power of buyers
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Term
| Human Resorce Information Systems (HRIS) |
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Definition
| interacting database systems that aim at generating and delivering HR information and allow us to automate some human resource management functions |
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Term
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Definition
| Objective, Uniform in application, Consistent in effect, and Has job relatedness |
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Term
| What is the Equal Pay Act of 1963? |
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Definition
| This requires that women equal to men if they are doing the same |
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Term
| What is the Title VII of the Civial Rights Act of 1964 (CRA)? |
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Definition
| This prohibits discrimination on the basis of race, color, religion, sex, or national origin in all areas of the employement relationship |
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Definition
| when individuals in similar situations are intentionally treated different and its based on an individuals memebership ina protected class |
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Definition
| when an officially neutral employment practices disproportionately excludes the members of a protected group; it is generally considered to be unintention, but intent is irrelevant |
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Term
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Definition
| a physical/mental impairment that substantially limits one or more major life activities |
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| What is the Age Discrimination in Employment Act of 1967? |
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Definition
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Term
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Definition
| an accommodation made by an employer to allow someone who is disabled but otherwise qualifed to do these functions |
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Term
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Definition
| an accommodation made by an employer to allow someone who is disabled but otherwise qualifed to do these functions |
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Term
| What is Uniform Services and Employment and Reemployment Right act? |
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Definition
| It ensures the civilian reemployement rights of military members who were called away from their regular (nonmilitary) jobs by the US government orders |
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Term
| What does EEOC stand for? |
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Definition
| Equal Employment Opportunity Commission |
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Term
| If the EEOC cannot come to an agreement with the organization, theres two options: |
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Definition
- the agency may aid the alleged victim in bringing suit in federal court
- it can issue a "right to sue" letter to the alleged victim
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Term
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Definition
| a situation where the org. takes an "adverse employment action" against an employee because the employee brought discrimination charges against the org. or supported someone who brought discrimination charges against the company |
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Term
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Definition
| a series of policies, programs, and initiatives that have been instituted by various entities within both government and the private sector that are designer to prefer hiring of individuals from protected groups in certain circumstances, in an attempt to mitigate past discrimination |
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Term
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Definition
| unwelcome sexual advances, requests for sexual favors, and other verbal/physical conduct of a sexual natural constitutes harassemnt when submission to or rejection of this conduct explicitly |
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Term
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Definition
- quid pro quo
- hostile work environment
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Term
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Definition
| harassment that occues when some type of benefit/punishment is made contingent upon the employee submitting to sexual advances |
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Term
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Definition
| harassment that occurs when someones behavior at work creates an enviornment that is sexual in nature and that makes it difficult for someone of a particular sex to work in that environment |
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Term
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Definition
| identification of the major tasks, duties, and responsibilities that are components of a job |
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Term
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Definition
| identification of the qualifications of a person who should be capable of doing the job tasks noted in the job descriptions |
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Term
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Definition
| This includes O*Net, it gives you a general infor on these job titles, and you can then adjust that information for your companys specific circumstances |
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Term
| What is the Job Characteristics Model (JCM)? |
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Definition
| This can be used by individual managers or by members of a team. Includes five core: 1) skill variety, 2) task identity, 3) task significance, 4) autonomy, and 5) feedback |
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Term
| What does job expansion includes: |
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Definition
| Job rotation, enlargement, and enrichment |
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Term
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Definition
| This is performing different jobs in some sequence each one for a set period of time. Company examples: ford, motorola, and national steel |
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Term
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Definition
| involves adding tasks to broaden variety. Comany examples: AT&T, Chrysler, GM, IBM |
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Term
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Definition
| This is the process of building motivators into it to make it more interesting and challenging. Company example: Motorola, Travelers Insurance |
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Term
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Definition
| identifying the estimated supply and demand for the different types of human resources in the organizations over some future period, based on analysis of past and present demand |
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Term
| Quantitive forecasting includes: |
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Definition
| trend, ratio, regression analysis |
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Term
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Definition
| Bench marking and forecasting supply |
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Term
| Options for a labor surplus |
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Definition
| This includes: downsizing and layoffs; pay reduction, work sharing, natural attritation, hiring freezes, retraining, and transfers; early retirement |
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Term
| Options of a labor shortage |
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Definition
| This includes: overtime, temporary/contract workers, retraining workers, outsourcing, and turnover reduction, and new hires/technological innovation |
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Term
| Corporate Social Responsibility (CSR) |
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Definition
| the concept that organizations have a duty to all societal stakeholders to operate in a manner that takes each of their needs into account |
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Term
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Definition
| meeting the needs of the current generation without compromising the ability of future generations to meet their needs |
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Term
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Definition
| the process of hiring another organization to do work that was previously done within the host organization |
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Term
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Definition
| the process of creating a reasonable pool of qualified candidates for a job opening |
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Term
| What is Social Media Recruiting? |
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Definition
| Firms are heavily using social media sites to assit with their efforts. Can get message out to a larger group of petnetial candidates across the country. Ex. LinkedIn, Facebook, Jobvite, or Monster.com |
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Term
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Definition
| This means filling job openings with current employees or people the employees know |
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Term
| Internal Recruting Sources (2 common types) |
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Definition
- promotions from within job openings on physical or electronic bulletin boards in company letters (news), and etc.
- employee referrals
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Term
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Definition
| the process of engaging individuals from the labor market outside the firm to apply for a job |
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Term
| External Recruiting sources |
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Definition
- walk-ins
- educational institutions
- employment agencies
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Term
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Definition
| This includes local mass media, specialized publications, and the internet |
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Term
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Definition
- mirror image of internal- avoid creating/perpetuating resistance to change, allowing new innovative ways of operating
- find individuals with complex skill sets who are not available internally
- lower training costs by hiring someone with the requisite skills
- increases org. diversity
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Term
| Advertising disadvantages |
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Definition
- disruption of work team due to introducing different ways of opetating
- takes longer, costs more
- might effect current employees motivation/satisf. due to perceived inability to move up in the company
- higher orientation and trading costs
- candidate may look good on paper, but theres not org. history on the individual
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Term
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Definition
| total cost divided by the number of hires |
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Term
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Definition
| the process of choosing the best-qualified applicant who was recruited for a given job |
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Term
| Expand on personality job fit |
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Definition
- unique characteristics
- personality affects how they work, you have to make an attempt to identify the personality types and then put them in positions that will be enhanced by their particular personality traits
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Term
| Expand on ability job fit |
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Definition
- every individual has a certain set of intellectual and physical skills
- each of us is more skilled at some things than others
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Term
| Expand on person-organization fit |
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Definition
| This fit deals with the cultural and structural characteristics of the organization and how well the candidate will fit within that structutre and culture |
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Term
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Definition
| the extent to which a test measures what it claims to measure |
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Term
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Definition
| the consistency of a test measurement |
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Term
| What are the two major rules of thumb in the pre-employment inquires: |
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Definition
- every question asked should be job related- should have a purpose
- any general question that you ask is one you shoud ask of all candidates
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Term
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Definition
| an assessment instrument designed to determine if you have the ability to apply a particular knowledge set |
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Term
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Definition
| a test measuring the pyschological traits or characteristics of applicants to determine suitability for performance in a specific type of job |
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Term
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Definition
| an assessment of general intelligence or of some type of aptitude for a particular job |
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Term
| Types of physical skills tests |
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Definition
- work sample
- assessment center
- stimulation
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Term
| Four types of selection interview questions |
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Definition
- Closed-ended: require a limited response, often yes or no
- Open-ended: requires detailed responses, determines abilities/motivation
- Hypothetical: describe what they would do and say in a given situation
- Probing: requires a clarification response and are appropriate for improving the interviewers understanding
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Term
| Types of backgound checks |
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Definition
- credit checks
- criminal checks
- reference checks
- web searching (googling, stored comm. act- sca)
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Term
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Definition
- FCRA- fair credit reporting acts
- requires that employers disclose to the applican that they will use credit reports for employment decisions
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Term
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Definition
| the process of teaching employees the skills necessary to perform a job |
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Term
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Definition
| ongoing education to improve knowledge and skills for present and future jobs |
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Term
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Definition
| the process of introducing new employees to the organization and their jobs |
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Term
| Expand on new employee orientation |
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Definition
- have developed innovative orientation programs
- socialization process
- assimulating someone into a new culture, designed to answer all questions to integrate them into the "society" that they are entering
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Term
| Steps in the training process |
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Definition
- assessing needs
- selecting how to shape behavior
- designing training
- delivering training
- assessing training
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Term
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Definition
| the process of analyzing the difference between what is currently occuring within a job or jobs and what is required-either now or in the future- based on the organizations operations and strategic goals |
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Term
| What is on-the-job-training (OJT)? |
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Definition
| This is done at the work site with the resources the employee yses to perform the job |
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Term
| Expand on classroom training: |
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Definition
- common
- creates a training course
- good for consistently transferring general knowledge or theories about a topic to a large number of people
- not good for teaching specific hands on skills
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Term
| Expand on distance/elearning: synchronous |
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Definition
| trainees sign on to a particular website where intructor then interacts with them and teaches the topic for the day |
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Term
| Expand on distance/elearning: asynchronous |
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Definition
| process where the student can sign in to the training site at any point in time and materials are available for studies. No dedicated connection |
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Term
| Four levels of evaluation/assessment methods |
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Definition
- reaction
- learning
- behaviors
- results
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Term
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Definition
| the process of identifying, measuring, managing, and developing the performance of the human resources in an organization |
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Term
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Definition
| the ongoing process of evaluating employee performance |
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Term
| The performance appraisal process |
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Definition
- job analysis
- develop standard and measurement methods
- informal PA- coaching and disciplining
- prepare for and conduct the formal PA
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Term
| Critical Incidents Method |
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Definition
| a performance, in which a manager keeps a written record of the positive and negative performance of employees throughout the performance period |
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Term
| Expand on Critical Incidents Method |
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Definition
- formal reviews 1-2 yr, over an entire review period
- commonly used for developmental decisions
- clear standards and coaching, it can minimize disagreements over performance
- managers keep a file folder on employees
- are important employee actions, helps or hurts performance
- coaching is part of this ongoing process
- error managers tend to focus on the negative actions of employees
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Term
| Management by Objectives Method |
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Definition
| a process in which managers and employees jointly set objecctives for the employees, periodically evaluate performance and reward employees according to the results |
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Term
| Three step process in the management by objectives method: |
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Definition
- set individual object and plans
- give feedbacks and evaluate performance
- reward according to performance
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Term
| Expand on the management by objectives method |
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Definition
- includes a three step process
- referred to as work planning and review, goals management, goals and controls, and management by results
- the best method of developing employees
- not too commonly used as the sole assessment method
- more difficult and time-consuming
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Term
| Graphic Rating Scale Form |
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Definition
| a performance apprasial checklist form on which a manager simply rate performance on a continuum such as excellent, good, average, fair and poor (includes a numerical scale- lowest to highest) |
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Term
| Behaviorally Anchored Rating Scale |
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Definition
| a performance apprasial that provides a description of each assessment along a continuum |
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Term
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Definition
| a performance appraisal method that is used to evaluate employee performance from best to worst |
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Term
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Definition
| simply a personality-based tendacy, either toward or against soemthing |
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Term
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Definition
| occurs when the evaluator forms a generally positive impression of an individual and then artificially extends that general impression to many of that individual categories of performance to create an overally evaluation of the individual that is postitive |
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Term
| Three forms of distributional erros |
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Definition
- severity/strictness (below average)
- central tendency (medium)
- leniency (above average)
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