MGMT Chapter 12

Job Description

A clear and concise summary of the specific tasks, duties, and responsibilities

Employer of Choice

A company that is highly attractive to potential employees becomes of human resource practices that focus not just on tangible benefits such as pay and profit sharing, but also on intangibles (work/life balance, healthy corporate culture, etc), and that embrace a long term view to solving problems.

Halo Effect

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

Coaching

A method of directing, instructing, and training a person with the goal to develop specific management skills; usually applies to higher-level managers

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

Job Analysis

A systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities of a job, as well as about the context within which the job is performed.

Nondirective Interviews

Allow the applicant a great deal of freedom in determining the course of the conversation

Health Insurance Portability Accountability Act (1996)

Allows employees to switch health insurance plans when changing jobs and get the new coverage regardless of preexisting health conditions; prohibits group plans from dropping a sick employee.

Mentoring

An experience employee guides and supports a new coming or less experience employee

On The Job Training

An experienced employee is asked to take a new employee under their wing and show the newcomer how to perform job duties; fastest and most effective

Corporate University

An in-house training and education facility that offers broad based learning opportunities for employees throughout their careers

Exit Interview

An interview conducted with departing employees to determine why they are leaving

Social Contract

Based on the notion of employability and personal responsibility rather than lifelong employment by an organization.

Sexual Harassment

Behavior such as unwelcome advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature becomes sexual harassment when it is tied to continued employment or advancement

Performance Appraisal

Comprises of the step of observing and assessing employee performance, recording the assessment, and providing feedback to the employee

The Equal Employment Opportunity Commission

Created by the Civil Rights Act of 1964 and initiates investigations in response to complaints concerning discrimination

Recruiting

Defined as "activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied"; talent acquisition.

Behaviorally Anchored Rating Scale (BARS)

Developed from critical incidents pertaining to a job performance.

Selection

Employers' assess applicant characteristics in an attempt to determine the "fit" between the job and applicant characteristics

Occupational Safety and Health Act

Establishes mandatory safety and health standards in organizations.

Realistic Job Reviews

Gives applicants all pertinent and realistic information - positive and negative - about the job and the organization

Patient Protection and Affordable Care Act (2010)

Imposes a fee on firms with 50 or more employees in the government subsidizes their employee's health care coverage.

Internal Recruiting

Less costly and generates higher employee commitment, development, and satisfaction

Cross-Training

May place an employee in a new position for a short time

Stereotyping

Occurs when a rater places an employee into a class or category based on one or a few traits or characteristics

Discrimination

Occurs when some applicants are hired or promoted based on criteria that are not job related

Personality Inventories

Openness to learning, agreeableness, responsibility, creativity, and emotional stability

Job Specification

Outlines the knowledge, skills, education, physical abilities, and other characteristics needed to adequately perform the job

Contingent Workers

People who work for an organization, but not on a permanent or full-time basis (26% of the workforce).

Assessment Centers

Present a series of managerial situations to groups of applicants over a two to three day period

Age Discrimination in Employment Act (1967)

Prohibits age discrimination and restricts mandatory retirement

Americans with Disabilities Act (1990)

Prohibits discrimination against qualified individuals by employers on the basis of disability and demands that "reasonable accommodations" be provided for the disabled to allow performance of duties

Vocational Rehabilitation Act (1973)

Prohibits discrimination based on physical or mental disability and requires that employees be informed about affirmative action plans

Civil Rights Act, Title VII (1964)

Prohibits discrimination in employment on the basis of race, religion, color, sex, or national origin

Equal Pay Act (1963)

Prohibits sex differences in pay for substantially equal work.

Civil Rights Act (1991)

Provides for possible compensatory and punitive damages pays traditional back pay for cases of intentional discrimination brought under the title VII of the 1964 Civil Rights Act. Shifts the burden of proof to the employer.

E-cruiting

Recruiting applicants online

Compensation

Refers to all monetary payments and all goods or commodities used in lieu of money to reward employees

Rightsizing

Refers to intentionally reducing the company's workforce to the point where the number of employees is deemed to be right for the company's current situation

Human Resource Management

Refers to the design and application of formal systems to ensure the effective and efficient use of human talent to accomplish organizational goals. Includes activities undertaken to attract, select, and maintain an effective workplace.

Human Capital

Refers to the economic value of the combined knowledge, experience, skills, and capabilities of employees

Job Evaluation

Refers to the process of determining the value or worth of jobs within an organization through examination of job content

Work Sample Tests

Require an applicant to complete simulate tasks that are part of the desired job

Consolidated Omnibus Budget Reconciliation Act (1985)

Requires continued health insurance coverage (paid by employee) following termination.

Family and Medical Leave Act (1993)

Requires employees to provide up to 12 weeks unpaid leave for childbirth, adoption, or family emergency.

Affirmative Action

Requires that an employer take positive steps to guarantee equal employment opportunities for people within protective groups

Computer Based Interviews

Series of multiple-choice questions tailored to the specific job

Wage and Salary Surveys

Show what other organizations pay incumbents in jobs that match a sample of key jobs selected by the organization

Physical Ability Tests

Strength, energy, and endurance

Panel Interviews

The candidate meets with several interviewers who take turns asking questions

Human Resource Planning

The forecasting of human resource needs and the projected matching of individuals with expected vacancies

Matching Model

The organization and the individual attempt to match the needs, interests, and values that they offer each other.

Cognitive Ability Tests

Thinking, reasoning, verbal, and mathematical ability

Pay for Performance (Incentive Pay)

Tying at least part of compensation to employee effort and performance - bonuses, team incentives, gain sharing/profit sharing plans

Structured Interviews

Use a set of standardized questions that are asked of every applicant so comparisons can be easily made

Application Form

Used to collect information about the applicants' education, previous job experience, and other background characteristics

Telecommunicating

Using computers and telecommunications equipment to do work without going to an office.