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MAN3025
Ch 9
| Question | Answer |
|---|---|
| 360-Degree Assessment | Is when employees are appraised not only by their managerial superiors but also by peers, subordinates, and sometimes clients |
| Affirmative Action | The focus on achieving equality of opportunity within an organinzation |
| Assessment Center | Company department where management candidates participate in activities for a few days while being assessed by evaluators |
| Base Pay | Consists of the basic wage or salary paid to employees in exchange for doing their jobs |
| Behavioral-Description Interview | Type of structured interview in which the interviewer explores what applicants have done in the past |
| Behavioral Anchored Rating Scale (BARS) | Employee gradations in performance rated according to scales of specific behaviors |
| Benefits | Additional nonmonetary forms of compensation |
| Collective Bargaining | Negotiations between management and employees regarding disputes over conpensation, benefits, working, conditions and job security |
| Compensation | Payment comprising three parts: wages, incentives and benefits |
| Computer-Assisted Instruction (CAI) | Training in which computers are used to provide additional help or to reduce instructional time |
| Development | The education of professionals and managers in the skills they will need to do their jobs |
| Discrimination | Prejudicial outlook; when people are hired/promoted or denied for reasons not related to their job |
| Employment Tests | Test legally considered to consist of any procedure used in the employment selection process |
| Equal Employment Opportunity Comission | U.S panel whose job it is to enforce antidiscrimination and other employment-related laws |
| External Recruiting | Attracting job applicants from outside the organization |
| Fair Labor Standards Act | Legislation passed in 1938 that established minimum living standards for workers engaged in interstate commerce, including provision of a federal minimum wage |
| Forced Ranking Performance Review System | Performance review systems whereby all employees within a business unit are ranked against one another, and grades are distributed aling some sort of bell curve, like students being graded in a college course |
| Formal Appraisals | Appraisals conducted at specific times throughout the year and based on performance measures that have been established in advance |
| Human Resource Inventory | A report listing an organization's employees by name, educations, training, languages, and other important information |
| Human Resource Management | The activities managers perform to plan for , attract, develop, and retain a workforce |
| Informal Appraisals | Appraisals conducted on an unscheduled basis and consisting of less rigorous indications of employee performance than those used in formal appraisals |
| Internal Recruiting | Hiring from the inside, or making people already employed by the organization aware of job openings |
| Job Analysis | The determination of the basic elements of a job |
| Job Description | A summary of what the holder of the job does and how and why he or she does it |
| Job Posting | Placing information about job vacancies and qualifications on the bulletin boards, in newsletters, and on the organizations's intranet |
| Job Specification | Description of the minimum qualifications a person must have to perform a job successfully |
| National Labor Relations Board | U.S comission that enforces the procedures whereby employees may vote to have unionand collective bargaining |
| Object Appraisals | Form of performance evaluation that is based on facts and that is often numerical |
| Orientation | Process of helping a newcomer fit smoothly into the job and the organization |
| Performance Appraisal | Assessment of an employee's performance and the provision of feedback |
| Performance Management | The continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and psitive reinforcement |
| Realistic Job Preview | A picture of both positive and negative features of the job and organization given to a job candidate before he or she is hired |
| Recruiting | The process of locating and attracting qualified applicants for jobs open in the organization |
| Reliability | Degree to which a test measures the same thing consistently, so that an individual's score remains about the same over time, assuming the characteristics being measured also remain the same |
| Selection Process | The screening of job applicants to hire the best candidate |
| Sexual Harrasment | Unwanted sexual attention that creates an adverse work environment |
| Situational Interview | A structured interview in which the interviewer focuses on hypothetical situations |
| Strategic Human Resource Planning | The development of a systematic, comprehensive strategy for (1) understanding current employee needs and (2) predicting future employee needs |
| Structured Interview | Interview in which the interviewer asks each applicant the same questions and then compares the responses to a standardized set of answers |
| Subjective Appraisals | Form of performance evaluation based on a manager's perceptions of an employee's traits or behaviors |
| Training | Educating technical and operational employees in how to better do their current jobs |
| Unstructured Interview | Interview in which the interviewer asks probing questions to find out what the applicant is like |
| Validity | Extent to which a test measures what it purports to measure and extent to whichit is free of bias |
Created by:
johnny1329
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