Management 1000 - Chapter 11

early retirement incentive programs

ERIP

work sample test

also called performance test. asks applicants to perform tasks that are usually done on the job. directly measures applicants capabilities for the job

internal recruitment

also called promotion from within. is the process of developing a pool of qualified job applicants from people who already work in the company

bfoq

an exeption in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are reasonably necessary to the normal operation of that particular business

job evaluation

determines the worth of each job by determining the market value of the knowledge, skills, and requirements needed to perform it.

external recruitment

developing a pool of qualified job applications from outside the company

training and performance appraisal

developing qualified employees (2)

profit sharing

employees receive a portion of the organizations profit over and above their compensation

realistic job previews

ensure that new applicants are provided with sufficient information to arrive at an informed decision. lead to higher performance, lower attrition, more accurate expectations of the job and more positive effective reactions.

human resources planning

ensures that the organization has the appropriate human resources to implement its chosen strategy

biographical data

extensive surveys that ask applicants questions about their personal background and life experiences. shows that past behavior can predict future behavior and job performance

hostile work environment

form of harassment in which unwelcomed and demeaning behavior creates an intimidating and offensive work environment

outplacement services

help employees find work after down sizing

phased retirement

helps employees ease into retirement by reducing hours worked

compensation

includes both financial and non financial rewards that organizations provide to employees for exchange for their work.

cognitive ability test

measures and applicants verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude. predicts job performance for all kinds of jobs. almost always the best predictions for job performance. if you can only use one test, this would be the one.

specific ability test

measures the extent to which an applicant possesses the particular abilities needed to do the job well. also called aptitude test

part 2

sets out occupational health and safety rights is what part of the Canadian Labor Code?

part 3

sets out standards for hours, wages, vacations, and holidays is what part of the Canadian Labor Code?

structured

situational, behavioral, background, and job knowledge questions are asked in what kind of interview?

employee references

sources such as previous employers or coworkers who can provide job related information about the applicant

human resource management

the process of finding, developing, and keeping the right people to form a qualified workforce. Is one of the more difficult and important management tasks

needs assessment

the process of identifying and prioritizing the learning needs of employees

hierarchical and compressed

2 kinds of pay structure

job posting and career path

2 methods of internal recruitment

unstructured, structured, semi structured

3 kinds of interviews

planning, recruiting, and selection

Attracting qualified employees (3)

sexual harassment

a form of discrimination in which unwelcomed sexual advances, requests of sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing ones job.

job analysis

a purposeful, systematic process for collecting information on the important work related aspects of a job.

job description

a written description of the basic tasks, duties and responsibilities required of an employee holding a particular job

job specification

a written summary of the qualifications needed to successfully perform a particular job to enable the organization to reach its organizational objectives

central tenancy

all workers are rated as being "average"

leniency error

all workers are rated as performing at a high level

halo error

all workers are rated as performing at the same level in all parts of their jobs is what time of rating error?

objective performance measures

are measures of performance that are easily counted or quantified

employment discrimination

can be intentional and unintentional. is easy to see when it comes to race, religion, and ethical origin. falls under the Canadian Charter of Rights and Freedoms. leads to investigation.

selection test

can tell decision makers who will likely do well in the job and who will not

interviews

company representatives ask applicants job related questions to determine whether they are qualified for the job

succession planning

is critical as employees in an organization must develop the correct strategic attributes and skills if they are to move ahead in an organization

performance appraisal

is the process of assessing how well employees are doing their jobs. performance reviews

validation

is the process of determining how well a selection test or procedure predicts future job performance (more accurate = more valid the test)

recruiting

is the process of developing a pool of qualified job applications

selection

is the process of gathering information about the job applicants to decide who should be offered the job

compensation and employee separation

keeping qualified employees (2)

wrongful discharge

legal doctrine that requires employers to have a job related reason to terminate employees

piece work

paid a set rate for each item that produce

workplace harassment

prohibited by several laws, bot federal and provincial. does not have to be sexual. can mean someone is bullying you about your work, or tormenting you.

training

providing opportunities for employees to develop the job specific skills, experience, and knowledge they need to do their jobs or improve performance

evaluate training

reacting, learning, behavior, results are 4 ways to do what?

behavioral observation scale

requires raters to rate the frequency with which workers perform specific behavior that are representatives of the job (BOS)

part 1

sets out industrial relations is what part of the Canadian Labor Code?

background checks

used to verify the truthfulness and accuracy of the info applicants provide about themselves and uncover negative, job related information that the applicant don't provide. 96% of co.'s conduct these

assessment centers

uses a series of job specifications, which are then graded by multiple trained observers to determine applicants ability to perform managerial work.

360 degree feedback

when feedback comes from 4 sources: boss, subordinates, peers, and coworkers, an employees them selves