Chapter 8 Management
Job analysis
a tool for determining what is done on a given job and what should be done on that job
needs assessment
an analysis identifying the jobs, people, and departments for which training is necessary
union shop
an organization with a union and a union security clause specifying that workers must join the union after a set period of time
performance appraisal
assessment of an employee's job performance
assessment center
consists of 10 to 12 candidates who participate in a variety of exercises or situations
cafeteria benefit program
employees are given credits which they spend by selecting individualized packages of benefits, including medical and dental insurance, dependent care, life insurance, and so on
orientation training
familiarizes new employees with their jobs, work units, and the organization in general
360 degree appraisal
feedback is obtained from subordinates, peers, and superiors, every level involved with the employee
human resources management
focuses on activities that attract, develop, and motivate people at work
diversity training
focuses on building awareness of diversity issues and providing skills employees need to work with others who are different from them
management by objectives
involves a subordinate and a supervisor agreeing in advance on specific performance goals
development
involves teaching managers and professional employees broader skills needed for their present and future jobs
right to work
legislation that allows employees to work without having to join a union
training
refers to teaching lower level employees how to perform their present jobs
reliability
refers to the consistency of test scores over time and across alternative measurements
criterion related validity
refers to the degree to which a test actually predicts or correlates with job performance
team training
teaches employees the skills they need to work together and helps them interact
employment at will
the concept that if the employee may quit at any time, the employer is free to dismiss at any time
validity
the degree to which a selection test predicts or correlates with job performance
content related validity
the degree to which selection tests measure a representative sample of the knowledge, skills, and abilities required for the job
recruitment
the development of a pool of applicants for jobs in an organization
structured interview
the interviewer conducts the same interview with each application
termination interview
the manager discusses the company's termination decision with the employee
outplacement
the process of helping people who have been dismissed from the company to regain employment elsewhere
labor relations
the system of relations between workers and management
arbitration
the use of a neutral third party, typically jointly selected, to resolve a dispute
adverse impact
when a seemingly neutral employment practice has a disproportionately negative effect on a group protected by the Civil Rights Act
comparable worth
women who perform different jobs of equal worth as those performed by men should be paid the same wage
