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BUSN11 CH10
Managing Human Resources
| Question | Answer |
|---|---|
| Human resource management (HRM) | All the activities involved in determining an organization's human resources needs, as well as acquiring, training, and compensating people to fill those needs |
| Job analysis | The determination, through observation and study, of pertinent information about a job-including specific tasks and necessary abilities, knowledge, and skills |
| Job description | A formal, written explanation of a specific job, usually including job title, tasks, relationship with other jobs, physical and mental skills required, duties, responsibilities, and working conditions |
| Job specification | A description of the qualifications necessary for a specific job, in terms of education, experience, and personal and physical characteristics |
| Recruiting | Forming a pool of qualified applicants from which management can select employees. |
| Selection | The process of collecting information about applicants and using that information to make hiring decisions |
| Title VII of the Civil Rights Act | Prohibits discrimination in employment and created the Equal Employment Opportunity Commission |
| Orientation | Familiarizing newly hired employees with fellow workers, company procedures, and the physical properties of the company |
| Training | Teaching employees to do specific job tasks through either classroom development or on-the-job experience |
| Mentoring | Involves supporting, training, and guiding an employee in his or her professional development |
| Development | Training that augments the skills and knowledge of managers and professionals |
| Turnover | Occurs when employees quit or are fired and must be replaced by new employees |
| Promotion | A persuasive form of communication that attempts to expedite a marketing exchange by influencing individuals, groups, and organizations to accept goods, services, and ideas |
| Transfer | A move to another job within the company at essentially the same level and wage |
| Separations | Employment changes involving resignation, retirement, termination, or layoff |
| Wage/salary survey | A study that tells a company how much compensation comparable firms are paying for specific jobs that the firms have in common |
| Wages | Financial rewards based on the number of hours the employee works or the level of output achieved |
| Commission | An incentive system that pays a fixed amount or a percentage of the employee's sales |
| Salary | A financial reward calculated on a weekly, monthly, or annual basis |
| Bonuses | Monetary rewards offered by companies for exceptional performance as incentives to further increase productivity |
| Profit sharing | A form of compensation whereby a percentage of company profits is distributed to the employees whose work helped to generate them |
| Benefits | Non-financial forms of compensation provided to employees, such as pension plans, health insurance, paid vacation and holidays, and the like |
| Labor unions | Employee organizations formed to deal with employers for achieving better pay, hours, and working conditions |
| Collective bargaining | The negotiation process through which management and unions reach an agreement about compensation, working hours, and working conditions for the bargaining unit |
| Labor contract | The formal, written document that spells out the relationship between the union and management for a specified period of time- usually 2 or 3 years |
| Picketing | A public protest against management practices that involves union members marching and carrying anti-management signs at the employer's plant |
| Strikes | Employee walkouts, one of the most effective weapons labor has |
| Boycott | An attempt to keep people from purchasing the products of a company |
| Lockout | Management's version of a strike, wherein a work site is closed so that employees cannot go to work |
| Strikebreakers | People hired by management to replace striking employees; called "scabs" by striking union members |
| Conciliation | A method of outside resolution of labor and management differences in which a third party is brought in to keep the two sides talking |
| Mediation | A method of outside resolution of labor and management differences in which the third part's role is to suggest or propose a solution to the problem |
| Arbitration | Settlement of a labor/management dispute by a third party whose solution is legally binding and enforceable |
| Diversity | The participation of different ages, genders, races, ethnicities, nationalities, and abilities in the workplace |
| Affirmative action programs (1/2) | Legally mandated plans that try to increase job opportunities for minority groups by analyzing the current pool of workers, |
| Affirmative action programs (2/2) | identifying areas where women and minorities are underrepresented, and establishing specific hiring and promotion goals, which target dates, for addressing the discrepancy. |
Created by:
SpanishAccount33
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