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Mgmt. Chap 6 Vocab
Vocab from Chapter 6
| Question | Answer |
|---|---|
| Human Resource Management | The management function concerned with getting, training, motivating, and keeping competent employees |
| Affirmative Action Program | Programs that ensure that decisions and practices enhance the employment, upgrading, and retention of members of prtected groups |
| Work Councils | Groups of nominate or elected employees who must be consulted when management makes decisions involving personnel |
| Board reps | Employees who sit on a company's board of directors and represent the interest of employees |
| Employment planning | The process by which managers ensure they have the right numbers and kinds of people in the right places at the right time |
| Human resources inventory | A report listing important information about employees such as name, education, training, skills, languages, and so forth |
| Job Analysis | An assessment that defines job and the behaviors necessary to perform them |
| Job Description | A written statement that describes a job |
| Job Specification | A written statement of the minimum qualifications that a person must possess to perform a given job successfully |
| Recruitment | Locating, identifying, and attracting capable applicants |
| Selection Process | Screening job applicants to ensure that the most appropriate candidates are hired |
| Reliability | The degree to which a selection device measures the same thing consistently |
| Validity | The proven relationship between a selection device and some relevant criterion |
| Performance simulation tests | Selection devices based on actual job behaviors |
| Realistic Job Preview | A preview of a job that provides both positive and negative information about the job and the company |
| Orientation | Introducing a new employee to the job and organization |
| Employee training | A learning experience that seeks a relatively permanent change in employees by improving their ability to perform the job |
| Performance management system | A system that establishes performance standards that are used to evaluate employee performance |
| 360 degree appraisal | an appraisal device that seeks feedback from a variety of sources for the person being rated |
| Discipline | Actions taken by a manager to enforce an orgs. standards and regulations |
| Employee counseling | A process designed to \help employees overcome performance related problems |
| Compensation administration | The process of determining a cost effective pay structure that will attract and retain employees, provide an incentive for them to work hard, and ensure pay levels will be perceived as fair |
| Skill based pay | A pay system that rewards employees for the job skills they demonstrate |
| Variable pay | A pay system in which an individuals compensation is contingent on performance |
| Employees benefits | Non financial rewards designed to enrich employees live |
| Downsizing | The planned elimination of jobs in an org. |
| Layoff-survivor sickness | a set of attitudes perceptions and behaviors of employees who survive layoffs |
| Sexual harrasment | Any unwanted action or activity of a sexual nature that explicitly affects an individuals employment, performance, or work enviroment |
| Workplace spirituality | A spiritual culture where organized values promote a sense of purpose through meaningful work that takes place in the context of community |
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