| Question | Answer |
| human resource management | the management function concerned with getting, training, motivating, and keeping competent employees |
| affirmative action programs | programs that ensure that decisions and practices enhance the employment, upgrading, and retention of members of protected groups |
| work councils | groups of nominated of elected employees who must be consulted when management makes decisions involving personnel |
| board representatives | 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 resource inventory | a report listing important information about employees such as name, education, training, skills, languages spoken, and so forth |
| job analysis | an assessment that defines jobs 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 candiates 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 the organization |
| employee training | a learning experience that seeks a relatively permanent change in employees by improving their ability to perform on 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 organization's standards and regulations |
| compensation administration | the process determination cost-effective pay structure that will attract and retain employees provide an incentive for them to work hard, and ensure that pay levels will be perrecived as fair |
| skill-based pay | a pay system that rewards employees for the employees for the job skills they demonstrate |
| variable pay | a pay system in which an individual's compensation is contingent in performance |
| employee benefits | nonfinancial rewards designed to enrich employees' lives |
| downsizing | the planned elimination of jobs in an organization |
| layoff-survivor sickness | a set of attitudes, perceptions, and behaviors of employees who survive layoffs |
| sexual harassment | any unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual's employment, performance, or work enviroment |
| workplace spirituality | a spiritual culture where organizational values promote a sense of purpose through meaningful work that takes place in the context of community |
