Term
| What are the 4 steps involved in providing human resources and what do they entail? |
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Definition
1. Recruitment - initial attraction and screening of the prospective human resources available to fill a position. Must know the job they are trying to fill, where the human sources are located and how the law influences recruiting.
2. Selection- Choosing the individual to hire from those who have been recruited. Selection represents a series of stages through which job applicants must pass in order to be hired such as testing and assessment centers.
3. Training- Developing qualities in human resources that will enable them to be more productive towards the organizational goal. This includes the following:
1. Determining training needs
2. Design the training program
3. Administer the training program
4. Evaluate the training program
4. Performance appraisal - Process of reviewing individual's past productivity in order to evaluate their contribution to management objectives. Main purpose is to furnish feedback to organization members. |
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Term
| How would a "job description" differ from a "job specification"? What items would be included in a job description? in a job specification? |
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Definition
Job description - describes the activities that the job entails.
Job Specification - describes the characteristics of the person to be hired. |
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Term
| When filling a vacant position, what are the advantages of promoting a person from within an organization compared to recruiting a person from an outside organization? |
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Definition
| Recruiting from within builds morale, encourages employees to work harder, and entices employees to remain with an organization. |
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Term
| Management Inventory Card |
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Definition
| Contains an orgs history of the employee and indicates how they can be used in the future (what potential jobs he/she could be promoted/moved to. |
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Term
| Position Replacement Form |
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Definition
| Focuses on position centered info rather than people info. Helps identify what may happen to a position should it become vacant. |
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Term
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Definition
| Identifies the employee's strengths and weaknesses when trying to fill a vacant position. |
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Term
| What is a "succession plan"? Are there any examples of major corporations lacking succession plans? |
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Definition
| A succession plan is the process of outlining who will follow whom in various orgs positions. WALT DISNEY COMPANY does not have a succession plan. |
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Term
| If a vacant position can't be filled by promoting a person from within an organization, what sources exist outside the organization? For example, would the human resources of a competing org be a potential source? |
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Definition
| Competitors, employment agencies, readers of certain publications, educational institutions. |
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Term
| What's the purpose of EEOC? |
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Definition
Equal Employment Opportunity Commission
A product of the civil rights act that enforces federal law prohibiting discrimination based on race, color, religion, se, and national origin in recruitment, hiring, firing, layoffs, and all other employment practices. |
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Term
| What does "affirmative action" mean? |
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Definition
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Term
| What is the purpose of "affirmative action"? |
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Definition
| To eliminate barriers and increase opportunities for the purpose of increasing the utilization of underutilized and/or disadvantaged individuals. |
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Term
| What's the difference between aptitude, achievement, vocational interest, and personality tests? |
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Definition
Aptitude - potential of an individual to perform a task.
Achievement - level of skill/knowledge an individual possesses in a certain area.
Vocational Interest - individual's interest in performing various kinds of jobs.
Personality Test - Describes an individual's personality dimensions in such areas as emotional maturity, subjectivity, honesty, and objectivity. |
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Term
| What's the difference between the "validity" and "reliability" of a test? |
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Definition
Validity - valid if it measures what it is designed to measure.
Reliability - repeatedly measures similarly time after time. |
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Term
| What are the 4 steps of the training process: |
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Definition
Determine training needs
Design training program
Administer training program
Evaluate training program |
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Term
| What is probably the most widely used technique for transmitting information in training programs? |
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Definition
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Term
| What is programmed learning? |
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Definition
| Technique for instructing without the presence or intervention of a human instructor. |
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Term
| What types of training techniques would be used for "on-the-job training"? |
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Definition
Coaching
position rotation
special project committees |
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Term
| What is a performance appraisal? |
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Definition
| Process of reviewing individual's past productivity in order to evaluate their contribution to management objectives. Main purpose is to furnish feedback to org members. |
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Term
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Definition
| Performance appraisal method using a form containing employee qualities and characteristics to be evaluated. Each factor is rated on a scale. |
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Term
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Definition
| where employees are ranked against each other and only one can occupy a particular ranking. |
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Term
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Definition
| where the impression of the employee is written down in paragraph form. |
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Term
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Definition
| Performance appraisal method where appraisers write down good or bad events involving employees, these records are used to evaluate employee's performance. |
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Term
| Would it be possible for two employees to have the same ranking using any of the performance appraisal methods? |
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Definition
| Yes, with the exception of employee comparisons. |
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