Chapter 12
360 degree feedback
a process that uses multiple raters, including self-rating, as a way to increase awareness of strengths and weaknesses and guide employee development
Recruiting
activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied
nondirective interviews
allow the applicant a great deal of freedom in determining the course of the conversation, with the interviewer taking care not to influence the person's remarks
skill based pay
also called competency-based pay
Mentoring
an experienced employee guides and supports a newcomer or less-experienced employee.
On the Job training
an experienced employee is asked to take a new employee "under his or her wing" and show the newcomer how to perform job duties
Contingent workers
are people who work for an organization, but not on a permanent or full-time basis
biographical interviews
ask about the person's previous life and work experiences
behavioral interviews
ask people to describe how they have performed a certain task or handled a particular problem
Online checks
by seeing what the person has to say about him or herself on blogs and social networking sites
Performance appraisal
comprises the steps of observing and assessing employee perfor- mance, recording the assessment, and providing feedback to the employee
Selection
employers assess applicants' characteristics in an attempt to determine the "fit" between the job and applicant characteristics
Realistic job previews
gives applicants all pertinent and realistic information—positive and negative—about the job and the organi- zation
in-basket simulation
hich requires the applicant to play the role of a manager who must decide how to respond to ten memos in his or her in-basket within a two-hour period.
halo effect
in which a manager gives an employee the same rating on all dimensions even if his or her performance is good on some dimensions and poor on others
panel interviews
in which the candidate meets with several interviewers who take turns asking questions
exit interview
interview conducted with departing employees to determine reasons for their departure and learn about potential problems in the organization
Employer of choice
is a company that is highly attractive to potential employees because of human resources practices that focus not just on tangible benefits such as pay and profit sharing, but also on intangibles (such as work/life balance, a trust-based work climate, and a healthy corporate culture), and that embrace a long-term view to solving problems
Coaching
is a method of directing, instructing, and training a person with the goal to develop specific management skills
Corporate University
is an in-house training and education facility that offers broad-based learning opportunities for employees—and frequently for customers, suppliers, and strategic partners as well—throughout their careers
brain teaser
is being used by companies that put a pre- mium on innovativeness and problem solving
behaviorally anchored rating scale
is developed from critical incidents pertaining to job performance.
Human Resource Planning
is the forecasting of human resource needs and the projected matching of individuals with expected vacancies
interview
is used as a selection technique in almost every job category in nearly every organization
Employment tests
may include cognitive ability tests, physical ability tests, personality inventories, and other assessments
Pay-for-Performance
means tying at least part of compensation to employee effort and performance, whether it be through merit- based pay, bonuses, team incentives, or various gain-sharing or profit-sharing plans
Telecommuniting
means using computers and telecommunications equipment to do work without going to an office
Cognitive ability tests
measure an applicant's thinking, reasoning, verbal, and mathematical abilities
Physical ability tests
measure qualities such as strength, energy, and endurance may be used for jobs such as delivery drivers who must lift heavy packages, electric line workers who must climb ladders and carry equipment, and other positions that involve physical tasks
Discrimination
occurs when some applicants are hired or promoted based on criteria that are not job relevant; for example, refusing to hire a black applicant for a job he is qualified to fill or paying a woman a lower wage than a man for the same work are discriminatory acts.
Assessment centers
present a series of managerial situations to groups of applicants over a two- or three-day period
E-cruiting
recruiting job applicants online, dramatically extends the organization's recruiting reach, offering access to a wider pool of applicants and saving time and money.
Rightsizing
refers to intention- ally reducing the company's workforce to the point where the number of employees is deemed right for the company's current situation
Human Resource Management
refers to the design and application of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organizational goals
Human capital
refers to the economic value of the combined knowledge, experience, skills, and capabilities of employees
Job evaluation
refers to the process of deter- mining the value or worth of jobs within an organization through an examination of job content
compensation
refers to: (1) all monetary pay- ments and (2) all goods or commodities used in lieu of money to reward employees
talent acquisition
reflect the importance of the human factor in the or- ganization's success.
Training and development programs
represent a planned effort by an organization to facilitate employees' learning of job-related skills and behaviors
situational interviews
require people to describe how they might handle a hypothetical situation
Affirmative action
requires that an employer take positive steps to guarantee equal employment opportunities for people within protected groups.
Job analysis
systematic process of gathering and interpreting information about the essential duties, tasks, and responsibili- ties of a job, as well as about the context within which the job is performed.
skill based pay
systems encourage people to develop their skills and competencies, thus making them more valuable to the organization as well as more employable if they leave their current jobs
matching model
the organization and the individual attempt to match the needs, interests, and values that they offer each other.
personality tests
to assess such characteristics as openness to learning, agreeableness, responsibility, creativity, and emotional sta- bility
Structured interviews
use a set of standardized questions that are asked of every applicant so comparisons can easily be made
application form
used to collect information about the applicant's education, previous job experience, and other background characteristics
job description
which is a clear and concise summary of the specific tasks, duties, and responsibilities
job based pay
which means linking compensation to the specific tasks an employee performs.
stereotyping
which occurs when a rater places an employee into a class or category based on one or a few traits or characteristics—for example, stereotyping an older worker as slower and more difficult to train
job specification
which outlines the knowledge, skills, education, physical abilities, and other characteristics needed to adequately perform the job
work sample tests
which require an applicant to complete simulated tasks that are a part of the desired job