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Organizing Chapter 9

management a practical introduction

360-degree assessment or 360-degree feedback appraisal i which employees are appraised not only by their mangerial superiors but also by peers, subordinates, and sometimes clients
affirmative action focuses on achieving equality of opportunity within an organization
base pay consits of the basic wage or salary paid employees in exchange for doing thier jobs
behavioral-description interview the interviwer exploers what applicants have actually done in the past
behaviorally anchored rating scale (BARS) which rates employee gradations in performance according to scales of specific behaviors
benefit or fringe benefits, are additional nonmonetary forms of compensation
collective bargaining consists of negotiations between management and employees about disputes over compensation, benefits, working conditions and job security
compensation has three parts 1) wages or salaries 2) incentivies and 3) benefits
computer-assisted instruction (CAI) which computers are used to provide addtional help or to reduce instructional time
development refers to educating professionals and managers in the skills they need to do their jobs in the futrure
discrimination occurs when people are hired or promoted-or denied hiring or promotion-for reason not relevant to the job.
employment tests are legally considered to consits of any procedure used in the employement selection decision provess
Equal Employment Opportunity (EEO) Commission whose job it is to enforce antidiscrimination and other employement-related laws
external recruiting means attracting job applicats from outside the organization
Fair Labor Standards Act of 1938 establshed minuimum living standards for workers engaged in interstate commerce, including provision of federal minimum wage
forced ranking performance review systems all employees within a busness unit are ranked aganinst one another and grades are distributed along some sprt of bell curve
formal appraisals are conducted at specific tim es throughout the year and are based on performance measures that have been established in advance
human resource (HR) management Consists of he activities managers perform to plan for, attract, develop, and reatin an effective workforce
informal appraisals are conducted on an unscheduled basis and consist of less rigorous ondications of employee performance
internal recruiting means making people already employed by the organization aware of job openings.
job analysis is to determine, by obervation and analysis, the basic elements of a job
job description summarizes what the holder of the jo does and how and why he or she does it
job posting placing information about job vacancies and qualifications on bulletin borads, in newsletters, and on the organization's intranet.
job specification which describes the minimum qualifiactions a person must have to perform the job successfully
National Labor Relation Board enforces procedures whereby employees may vote to have a union and for collective bargaining
objective appraisals AKA results appraisals are based on facts and are
orientation helping the newcomer fit smoothly into the job and the organization
performance appraisal which consist of 1) assessing employee's performance and 2) providng him/her with feedback
performance management the continous ccle of improving job performance through goal setting, feedback and coaching and rewards and postive reinforcement
realistic job preview which gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired
recruiting is the process of locating and attracting qualified application for jobs open in the organization
reliability the degree to which a test measures the same thing consistently
selection process the screening of job applicats to hire the best candidate
sexual harassment consists of unwanted sexual attention that creates an adverse work environment
situational interview the interviewer focuses on hypotetical situations
strategic human resource planning Consists of developming a systematic, comprehensive strategy for (a) understanding curren t employee needs and (b) predicting futrure employee needs
structured interview involves asking each applicant the same questions and comparing their responses to a standardized set of answers
subjective appraisals which are based on a manager's perceptions of an employee's 1) traits or 2) behaviors
training refers to educating technical and operationl employees in how to better do their current jobs
unstructured interview involves asking probing questions to find out what the applicant is like
validity the test measures what it purports to measre and is free of bias
human resource inventory a report listing your organization's employees by name, education, traning, languages, and other important information
assessment center which management candidates participate in activities for a few days while being assessed by evaluators
Created by: blearly
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