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Ch. 11
Management FINAL
| Term | Definition |
|---|---|
| People-Centered Practices | - protection of job security - rigorous hiring process - employee empowerment; help employee feel accountable - compensation linked to performance - comprehensive training - reduction of status difference - sharing of key info |
| HR Model | Center of Model; translating human potential into desired performance Left of Model; attracting + hiring gets them into the company Right of Model; after they're in the company so compensation, appraisal, training all parts are interdependent |
| Recruiting Technique Success Rates | - Number #1 way applicants search for jobs is through corporate web sites - Number #1 way applicants get jobs is through referrals |
| Tips for Recruiting | - use social networks of existing employees + friends - use personal contacts - be specific when targeting and carefully proofread all ads |
| Characteristics of Good Training | - clarify objectives + use them to select methods - maximize similarity between the training and the job - convey general principles and provide examples - provide practice + feedback - use questions to guide + encourage active thought |
| Managers as Teachers | - explain basic concepts (TELL) - demonstrate performance (SHOW) - solicit practice (WATCH) - Provide constructive feedback (ENCOURAGE) |
| Development Options | - Education - Assessment + Feedback; pay for additional certifications/assessments so that employee gains value - Work Experiences; rotate through different job assignments to get more experience - Relationships; mentors help guide employees |
| Structured Interviews | preplanned w/ standardized set of questions asked in the same order to every applicant |
| Types of Questions Used In Structured Interviews | - Behavioral; use past behavior - Hypothetical; situational - Background - Job Knowledge; perform a real job task - Case Interview; out of pocket questions |
| Job Analysis | purposeful, systematic process for collecting information on the important work-related aspects of a job |
| Job Description | written description of the basic tasks, duties, and responsibilities, required of an employee holding a particular job |
| Job Specifications | summary of the qualifications needed to successfully perform the job |
| Appraisal | evaluating employee performance relative to standards |
| Appraisal Options | Best = objective measures Good = Behavioral Observation Scale aka list of behaviors that you observe in someone doing a good job and rate someone in whether they do it or not Worst = Graphic rating scale so scale of 1 to 5 but no criteria provided |
Created by:
Zetiris
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