Management 351 Test 3 Ch 12 and 15

A __________ selection device indicates that it measures the same thing consistently

Reliability

A ___________ selection device is characterized by a proven relationship between the selection device and some relevant criterion

Validity

Benefits

a pay system in which an individual's compensation is contingent on performance

Compensations

a pay system that rewards employees for the job skills they can demonstrate

Job specification

a written statement of the minimum qualifications a person must possess to perform a given job successfully

Job description

a written statement that describes a job

Human Resource Planning (HRP)

activities that managers engage in to forecast their current and future needs for human resources

Needs Assessment

an assessment of which employees need training or development and what type of skills or knowledge they need to acquire

Honesty in hiring

an honest assessment of the advantage and disadvantage of a job and organization

Unions

an organization that represents workers and seeks to protect their interest through collective bargaining

Traditional View of Conflict

argues that conflict must be avoided—that it indicates a problem within the group

Development

building the knowledge and skills of organizational members so they are prepared to take on new responsibilities and challenges

Human Relations View of Conflict

conflict is a natural and inevitable outcome in any group

Performance Management system

establishes performance standards used to evaluate employee performance

Norms

expected behaviors of group members

What are the stages of group development?

forming, storming, norming, performing, adjourning

homogeneous teams

good at action(cohesive)

Heterogeneous teams

good at innovation

DECRUITMENT OPTIONS: Reduced worksheets

having employments work fewer hours per week, share jobs, or perform their jobs on a part-time basis

Voluntary benefits

health insurance, time off, retirement, day care, sleep pods, coffee bar

Job Analysis

identifying the tasks, duties, and responsibilities that make up a job and the knowledge, skills, and abilities needed to perform the job

DECRUITMENT OPTIONS: Transfers

moving employees either laterally or downward; usually does not reduce costs but can reduce intraorganizational supply-demand imbalances

DECRUITMENT OPTIONS: Attrition

not filling openings created by voluntary resignations or normal retirements

What are some other factors that affect performance?

optimal group size, advantages of small groups, and disadvantages pf large groups

Social Facilitation

people tend to perform better on simple tasks when in the presence of others

Conflict

perceived incompatible differences that result in interference or opposition

DECRUITMENT OPTIONS: Early retirements

providing incentives to older and more senior employees for retiring before their normal retirement date

Legally Required Benefits

social security, workers' compensation, unemployment insurance

DECRUITMENT OPTIONS: Layoffs

temporary involuntary termination; may last only a few days or extend to years

Cohesiveness

the degree to which members are attracted to their group. Its like glue, holding the group together

Laws

the equal right of all citizens to the opportunity to obtain employment regardless of their gender, age, race, country of origin, religion, or disabilities

Demography

the oldest, most experienced workers

Selection

the process that managers use to determine the relative qualifications of job applicants and their potential for performing well in particular job

Roles

the set of norms that a group member is expected to perform because of his or her position in the group

The Ringelmann effect (Social Loafing)

the tendency for individual members of a group to become increasingly less productive as the size of their group increases

Interactionist view of conflict

the view that some conflict is necessary for a group to perform effectively

What is an advantage of Conformity?

when everyone pays attention to the norms becomes cohesive

What id an advantage of Deviance?

you do not follow the norms

What is one advantage and disadvantage of decision-making?

-Advantage- Generate more complete information and knowledge -Disadvantage- Take more time

Benefits of internal recruiting

-Internal applicants are already familiar with the organization -Managers already know candidates -Can help boost levels of employee motivation and morale

What are 3 major consequences of Cohesiveness?

-Level of participation -Level of conformity to group norms -Emphasis on group goal accomplishment

RECRUITING SOURCES: Profession recruiting organizations (advantages and disadvantages)

-advantages- good knowledge of industry challenges and requirements -disadvantages- little commitment to specific organizations

RECRUITING SOURCES: College recruiting (advantages and disadvantages)

-advantages- large centralized body of candidates -disadvantages- limited to entry-level positions

RECRUITING SOURCES: Internet (advantages and disadvantages)

-advantages- reaches large numbers of people and can get immediate feedback -disadvantages- generates many unqualified candidates

RECRUITING SOURCES: Company website (advantages and disadvantages)

-advantages- wide distribution -disadvantages- generates many unqualified candidates

RECRUITING SOURCES Employee referrals (advantages and disadvantages)

-advantages-knowledge about the organization provided by current employee -disadvantages- may not increase the diversity and mix of employees

Advantages of external recruiting

-applicants may have specialized knowledge and experience -applicants may have fresh viewpoints -applicants will be better competition

What is the HRM prcess

1. Human Resource Planning 2. Recruitment 3. Selection 4 Identify and select competent employees 5. Orientation 6. Training 7. Provide employees with up-to-date skills and knowledge 8. Performance Management 9. Compensation and Benefits 10. Career Development 11. Retain competent and high-performing employees

What are three characteristics of groups?

1. Interact 2. Relationship/roles 3. Common goal

What are some traditional training methods?

1. On-the-job 2. Job rotation 3. Mentoring and coaching 4. Experiential exercises 5. Workbooks/manuals 6. Classroom lectures 7. CD-ROM/DVD/ videotapes/audiotapes/ podcasts 8. Videoconferencing/ teleconferencing/satellite TV 9. E-learning 10. Mobile learning

What are some Performance Appraisal Methods?

1. Written Essay 2. Critical incident 3. Graphic Rating Scale 4. BARS (Behaviorally Anchored Rating Scale) 5. Multiperson Comparison 6. 360-Degree Appraisal

Group Tasks

It's the complexity and interdependence of tasks that influence a group's effectiveness.

CHAPTER 15 Groups

2 or more people who interact with each other to accomplish certain goals or meet certain needs

Gen Yers makeup almost ____ of the workforce

24%

Gen Xers makeup almost ____ of the workforce

29%

Baby boomers makeup _____ of the workforce

41.5%

What is the best size for a group?

5-9 people

Those who were born before 1946 may up ______ of the workforce

6%

CHAPTER 12 Human Resource Management (HRM)

Activities that managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organizational goals.

Recruitment

Activities that managers engage in to develop a pool of candidates for open positions.

What are the creative Group Decision Making?

Electric Message, Increased Creativity, Brainstorming, Normal Group Technique (NGT)

Supply forecasts

Estimates the availability and qualifications of current employees now and in the future, as well as the supply of qualified workers in the external labor market.

Demand Forecast

Estimates the qualifications and numbers of employees the firm will need given its goals strategies.

What are the group member resources?

Knowledge, abilities, skills, and personality traits

External recruiting

Looking outside the organization for people who have not worked at the firm previously

DECRUITMENT OPTIONS: Firing

Permanent involuntary termination

DECRUITMENT OPTIONS: Job sharing

Having employees share one full-time position

Internal recruiting

Managers turn to existing employees to fill open positions

What are the types of Conflicts?

Task Conflict, Relationship Conflict, Process Conflict

Training

Teaching organizational members how to perform their current jobs and helping them acquire the knowledge and skills they need to be effective performers.

Strategic Human Resource Management

The process by which managers design the components of an HRM system to be consistent with each other, with other elements of organizational architecture, and with the organization's strategy and goals.