Chapter Eleven
Management 300 with Sevier at University of Southern Mississippi
About this deck
By: Grace Williams
Textbook:
MGMT 3 (with Review Cards and Marketing CourseMate with eBook Printed Access Card)
Created: 2011-05-08
Size: 48 flashcards
Views: 12
Textbook:
MGMT 3 (with Review Cards and Marketing CourseMate with eBook Printed Access Card)Created: 2011-05-08
Size: 48 flashcards
Views: 12
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Human Resource management
the process of finding, developing, and keeping the right people to form a qualified work force
Bona fide occupational qualification
an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are reasonably necessary to the normal operations of the business
Disparate treatment
intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious belief
Adverse impact
unintentional discrimination because members of a group are hired, promoted, or trained at substantially lower rates than others
Sexual harassment
a form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one's job
Quid pro quo sexual harassment
a form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one's job, depend on whether an individual submits to sexual harassment
Hostile work environment
a form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment
Recruiting
the process of developing a pool of qualified applicants
Job analysis
a purposeful, systematic process for collecting information on the important work related aspects of a job
Job description
a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job
Job specifications
a written summary of the qualifications needed to successfully perform a particular job
Internal recruiting
the process of developing a pool of qualified job applicants from people who already work in the company
External recruiting
process of developing a pool of qualified job applicants from outside the company
Selection
the process of gathering information about job applicants to decide who should be offered a job
Validation
the process of determining how well a selection test or procedure predicts future job performance. the better or more accurate the prediction of future job performance, the more valid a test is said to be
Employment references
sources such as previous employers or coworkers who can provide job-related information about job candidates
Background checks
procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative job related background information not provided by applicants
Specific ability tests (aptitude tests)
tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well
Cognitive ability tests
tests that measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude
Biographical data (bio data)
extensive surveys that ask applicants questions about their personal backgrounds and life experiences
Work sample tests
tests that require applicants to perform tasks that are actually done on the job
Assessment centers
a series of managerial simulations, graded by trained observers, that are used to determine applicants' capability for managerial work
Interviews
a selection tool in which company representatives ask job applicants job-related questions to determine whether they are qualified for the job
Unstructured interviews
interviews in which interviews are free to ask the applicants anything they want
Structured interviews
interviews in which all applicants are asked the same set of standardized questions, usually including situational, behavioral, background, and job-knowledge questions
Training
developing the skills, experience, and knowledge employees need to perform their jobs or improve their performance
Needs assessment
the process of identifying and prioritizing the learning needs of employees
Performance appraisal
the process of assessing how well employees are doing their jobs
Objective performance measures
measures of job performance that are easily and directly counted or quantified
Behavioral observation scales (BOS)
rating scales that indicate the frequency with which workers perform specific behaviors that are representative of the job dimensions critical to successful job performance
Rater training
training performance appraisal raters in how to avoid rating errors and increase rating accuracy
360-degree feedback
a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves
Compensation
the financial and non-financial rewards that organizations give employees in exchange for their work
Employee separation
the voluntary or involuntary loss of an employee
Job evaluation
a process that determines the worth of each job in a company by evaluating the market value of the knowledge, skills, and requirements needed to perform it
Piecework
a compensation system in which employees are paid a set rate for each item they produce
Commission
a compensation system in which employees earn a percentage of each sale they make
Profit sharing
a compensation system in which a company pays a percentage of its profits to employees in addition to their regular compensation
Employee stock ownership plan (ESOP)
a compensation system that awards employees shares of company stock in addition to their regular compensation
Stock options
a compensation system that gives employees the right to purchase shares of stock at a set price, even if the value of the stock increases above that price
Wrongful discharge
a legal doctrine that requires employers to have a job-related reason to terminate employees
Downsizing
the planned elimination of jobs in a company
Outplacement services
employment-counseling services offered to employees who are losing their jobs because of downsizing
Early retirement incentive programs
programs that offer financial benefits to employees to encourage them to retire early
Phased retirement
employees transition to retirement by working reduced hours over a period of time before completely retiring
Employee turnover
loss of employees who choose to voluntarily leave the company
Functional turnover
loss of poor-performing employees that voluntarily choose to leave a company
Dysfunctional turnover
loss of high-performing employees who voluntarily choose to leave a company
About this deck
By: Grace Williams
Textbook: MGMT 3 (with Review Cards and Marketing CourseMate with eBook Printed Access Card)
Created: 2011-05-08
Size: 48 flashcards
Views: 12
Textbook:
MGMT 3 (with Review Cards and Marketing CourseMate with eBook Printed Access Card)Created: 2011-05-08
Size: 48 flashcards
Views: 12
About StudyBlue
STUDYBLUE makes things that make you better at school.
Things like online flashcards with photos and audio.
Things like personalized quizzes and friendly reminders about when (and what) to study next.
Think of it as a digital backpack™: access to all of your study materials online and on your phone.
STUDYBLUE exists to make studying efficient and effective for every student, for free. Join us.
“Simply amazing. The flash cards are smooth, there are many different types of studying tools, and there is a great search engine. I praise you on the awesomeness.”
Dennis
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