AFM 131 CHAPTER 12 HRM
Determine HR needs
1) preparing a human resource inventory of the organization's employees 2) Prepare Job analysis 3) Assessing future HR demand 4) Assessing future HR supply 5) Establishing a strategic plan
A benefit plan that allows employees to choose the package of benefits they want up to a certain dollar amount is called a __________ plan. A. cafeteria-style B. variable lifestyle C. 401K D. flexible spending
A
A firm would be most likely to implement a policy of holding exit interviews if it wanted to: A. find out why so many of its good employees were quitting. B. implement a golden handshake policy. C. allow immediate supervisors one more chance to convince retiring workers to stay on the job. D. make sure workers who agreed to telecommute understood their new responsibilities.
A
A major advantage of a piecework pay system is that it: A. creates a powerful incentive to work efficiently. B. requires a minimum of paperwork and record keeping. C. encourages cooperation and teamwork among employees. D. is a system that is strongly supported by both unions and management.
A
Betty is a human resource manager with ABC Industries. Her current assignment is to revise and update ABC's employment testing procedures. Betty should: A. design tests that are directly related to an applicant's ability to perform the job. B. write tests that are so difficult that only a small fraction of qualified workers can pass them. C. design tests that measure general aptitudes rather than ability to do the job. D. inform her superiors that such tests are now illegal.
A
Donnie is an office manager with a financial company. His company recently announced that it will soon implement a flextime plan. Under this new system, Donnie is likely to find that: A. he will have to work longer hours. B. workers tend to forget their work schedules. C. almost all of his workers decide to change to an earlier schedule. D. he will have to work harder to maintain high morale among the employees in his office.
A
Employers have looked for scheduling flexibility for what reason? A. Workplace trends B. Teamwork C. Management training purposes D. Piece work
A
Humphrey Communications uses a flextime plan. In their system, all employees must be on the job from 10:00 a.m. until 2:00 p.m. These hours are referred to as the: A. core time. B. mandatory attendance time. C. shared facilities time. D. compressed time.
A
Julie recently began working in an entry-level management position. She has already shown great promise, so the company has decided to groom her for an upper level position. Marilyn, one of the more senior women managers in the company, has agreed to help Julie by introducing her to the right people, and by providing her with the guidance and advice she needs to be successful within the firm. Marilyn is acting as Julie's: A. mentor. B. assimilation assistant. C. transfer agent. D. network captain.
A
Melanie's company has cut back on the number of offices; therefore she is assigned a desk on-line. This is called: A. hotelling B. hot-desking C. job sharing D. mobile working
A
One implication of today's flatter corporate structures is that: A. employees are more likely to be transferred than promoted. B. firms are becoming less interested in hiring contingent workers. C. a greater number of workers are now classified as middle managers. D. workers are expecting more of their pay in the form of stock options.
A
Promotions and transfers are __________ sources available to human resource managers in their recruiting efforts. A. internal B. external C. passive D. redundant
A
Roy just accepted a job as a supervisor at a small manufacturing plant. His pay starts at $635 per week. Roy is paid on a(n): A. salary system. B. commission plan. C. rolling rate system. D. income averaging plan.
A
Sick-leave pay, vacation pay, pension plans, and health plans that provide additional compensation to employees are called: A. employee benefits. B. off-schedule salary. C. bonus sharing. D. nonmonetary salaries.
A
The first step in the selection process is usually: A. obtaining complete application forms. B. placing a help wanted ad. C. the initial interview. D. aptitude testing.
A
The most likely reason a firm would pay its sales representatives a commission rather than a salary is that it wants to: A. provide sales representatives with a strong incentive to generate more sales for the company. B. keep the pay system as simple as possible. C. be able to deduct the cost of compensating the sales representatives from its taxable income. D. give the sales representatives a stronger incentive to collaborate with each other and act as a team.
A
The newest form of performance appraisal is called the ___________ because it encourages feedback from all directions. A. 360 degree review B. roundabout assessment C. environmental review D. multilevel assessment
A
Today, human resource management has become so important that in many firms it has become: A. a function of managers in all areas of an organization. B. the sole responsibility of the firm's legal staff. C. a function handled only by specialists in a human resource department. D. a function handled only by the firm's top management.
A
Which of the following statements about human resource management opportunities and challenges is most accurate? A Shifts in the economy have led to a huge pool of skilled and unskilled workers from declining . industriesthatareeitherunemployedorareunderemployed. B Workers now would rather have more income rather than more leisure. Therefore, many employees . nowwanttoworkmorethan40hoursperweek. CSo many people have sought training in high tech areas such as biotechnology and computers that there . is likely to be a huge surplus of labour in high tech industries. DWorkers now desire more stability and predictability in their careers, so they now give their employers . more loyalty and expect more loyalty from their employers in return.
A
Which of the following statements about recruiting is most accurate? A It is important for a firm to recruit and hire people who are not only skilled but who also fit in with the . firm's culture and leadership style. B. Recruiting internally will almost always result in better qualified applicants than recruiting externally. C. Small firms generally have a strong advantage when it comes to recruiting. D One advantage to using external sources when recruiting is that this approach tends to result in higher . moraleamongthefirm'sexistingemployees.
A
Which of the following would be used by a manager who wanted to fill a position using an internal source? A. promotion of a current employee B. public employment agencies C. help wanted ads D. private employment agencies
A
Willie was recently hired to an entry level management position at ABC Resorts, a real estate development company. His superiors believe Willie has potential to move into a top management position within the organization. They have begun assigning Willie to a different department every few months so he can obtain the broad perspective needed by top managers. Willie's experiences are an example of: A. job rotation. B. multitasking. C. an understudy position. D. cross-functional management.
A
__________ is done in schools where employees are taught on equipment similar to that used on the job. A. Vestibule training B. Orienteering C. Apprenticeship training D. Mentoring
A
___________ is the process of training and educating employees to become good managers and then developing their managerial skills over time. A. Management development B. Vestibule training C. Pre-mentoring D. Self-actualization training
A
____________ refers to short-term, skills-oriented attempts to improve workers' job performance. A. Training B. Development C. Contingency planning D. Job enrichment
A
_____________ workers do not have the expectation of regular, full time employment. A. Contingent B. Apprenticed C. Indentured D. Underemployed
A
Compensation Employees
A carefully managed benefit program can accomplish several objectives: - attract employees - provide incentive to work - keep valued employees - maintain competitive position - financial security through fringe benefits
Which of the following statements best describes the current view of the role of human resource management within a firm? A Human resource management is largely a clerical function that involves keeping records, processing . payroll,andmakingsurethatfederalregulationsaremet. B Human resource management has become so complex that only highly trained human resource specialistsshouldmakehumanresourcedecisions. C.Human resource management functions have become so important that in many firms all managers now perform them. D. Changes in technology have largely done away with the need for a separate human resource department.
AXC
Training and Developing
All attempts to improve productivity by increasing an employee's ability to perform.
performance appraisal
An evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training or termination. 1) Establishing performance standards 2) communicating standards 3) evaluating performance 4) discussing results 5) taking corrective action 60 using the results to make decision
A ____ is a study of what is done by employees who hold various job titles. A. Pre-selection B. Job analysis C. Job description D. Job specification
B
A ___________ plan gives employees some ability to adjust when they work, as long as they work the required number of hours. A. cafeteria-style plan B. flextime C. VeriTime D. Gantt scheduling
B
A _________________ is a check of a potential employee's work record, academic record, credit history and recommendations. A. personality profile B. background investigation C. fidelity appraisal D. character review
B
A major reason workers tend to receive fewer promotions than in the past is that: A most firms now believe hiring people outside the organization is a better way to fill management . positions because it brings in "new blood." B. there has been a movement toward flatter organizational structures, so there are fewer opportunities to move upward. C. firms have found that promoting employees can create jealousy and resentment among the workers who are not promoted. D.very few of today's supervisors and lower-level managers have the qualifications needed to move into higher management positions.
B
At ABC and Associates, Gina works daily as an administrative assistant from 9:00 a.m. until 1:00 p.m., when she is replaced by Cassie, who works from 1:00 until 5:00 p.m. The arrangement Gina and Cassie have with ABC and Associates is known as job: A. enlargement. B. sharing. C. rotation. D. allocation.
B
Companies that take the initiative to develop female and minority managers understand what? A. The potential costs are greater than the potential benefits B. It lets businesses serve their female and minority customers better C. That most senior managers today are female D. That the salaries of these managers are greater than their fringe benefits
B
During the employee selection process, the initial interview is often conducted by: A. the current workers in the applicant's department. B. a member of the human resources department staff. C. a selection committee consisting of managers from all departments within the organization. D. the company's affirmative action officer.
B
Fringe benefits account for approximately ______ percent of total payroll costs. A. 6 B. 10 C. 24 D. 50
B
Job rotation helps lower-level managers prepare for higher-level positions by: A. letting them assume upper management positions for a limited time period. B.exposing them to different functions within the organization, thus giving them the broad perspective needed by top managers. C. helping them hone their highly specialized technical skills. D giving them the opportunity to learn about every aspect of work performed in their department by . spending a day doing the job of each person within the department.
B
Major companies have been able to use _________ to cut costs by reducing the number of offices and desks for employees. A. job sharing B. telecommuting C. flextime plans D. compressed work schedules
B
One of the key functions of human resource management is: A. departmentalizing. B. recruiting. C. budgeting. D. auditing.
B
Sally is a human resource manager with ABC Cooking Supplies who needs to recruit people to fill several positions within her company. Sally is most likely to rely on external recruiting sources if she: A. wants to eliminate the need to meet affirmative action regulations. B. believes that ABC's current employees do not have the qualifications necessary to successfully fill the positions. C. places a great deal of importance on maintaining high morale for current workers. D. needs to keep the cost of her recruiting efforts to a minimum.
B
Steely Percussion Inc. briefly tried to implement a flextime system only to abandon it after a few months. Which of the following is the most likely reason Steely would drop its flextime plan? A. It caused an increase in traffic congestion. B. It often made communication among employees more difficult. C. The employees resented being required to come to work early or stay late. D. Workers tend to be less productive when they have to work longer hours in a single day.
B
The ABC Corporation wants to reduce its labour force, but is concerned about the impact downsizing will have on its remaining employees. One policy that might allow ABC to reduce its labour force without adversely affecting morale is to: A. develop an affirmative action plan. B. offer early retirement benefits. C. implement a job sharing program. D. make more extensive use of job rotation.
B
The first step in establishing training and development programs is to: A. establish appropriate simulation parameters. B. assess the needs of the organization and the skills of the employees. C. conduct pre-employment tests. D. establish an adequate training budget.
B
The first step in the performance appraisal process is to: A. perform a human resource inventory. B. establish performance standards. C. analyze the jobs to see what tasks must be performed. D. meet with employees and discuss the overall objectives of the firm.
B
The two most common compensation methods for teams are: A. cash bonuses and cashless bonuses. B. skills-based pay and gain-sharing. C. piecework pay and commissions. D. salaries and capital gains.
B
This year, labour and management at ABC Tool & Die negotiated a new benefits system that gives employees the flexibility to choose among different benefit options, as long as the total cost of the benefits does not exceed a certain amount. The new benefits plan at ABC Tool & Die is known as a(n): A. flexiplan. B. cafeteria-style benefits plan. C. democratic benefits package. D. open options benefits plan.
B
Unlike a traditional performance appraisal, a 360 degree review: A. is performed by experts from outside the organization. B. provides feedback from all directions within the organization. C. uses only objective measures of performance. D. compares the performance of each worker to every other worker.
B
Which of the following statements about early retirement is most accurate? A. Traditional early retirement plans are no longer legal because they represent age discrimination. B.An advantage of early retirement as a method of downsizing is that early retirement offers increase the morale of remaining workers. C.Federal law requires firms to offer early retirement benefits to any worker who voluntarily offers to retire before the age of 60. D Workers who receive an offer for early retirement are likely to gain by refusing the firm's first offer and holding out for a better deal.
B
Which of the following workers would be the best example of a contingent worker? A. An assembly line worker who belongs to a union and has 17 years of seniority. B. A worker hired to help work at a manufacturing plant for a few weeks during the firm's peak production season. C. An elementary school teacher who just received tenure. D An electrical engineer who frequently travels out of the country to the various manufacturing facilities . owned and operated by his firm.
B
XYZ Electronics has recently switched to a schedule in which employees work ten hour shifts four days a week, and then have a three day weekend. XYZ is using a: A. flextime system. B. compressed workweek. C. job rotation system. D. constrained workweek.
B
_________ is the set of activities used to legally obtain a sufficient number of the right people at the right time and to select those who best meet the needs of the organization. A. Pre-selection B. Recruitment C. Networking D. Preemptive hiring
B
__________ is a type of training that attempts to duplicate the exact combination of conditions that occur on the job. A. Modular training B. Job simulation C. Dress rehearsal training D. Performance feedback
B
Al is a human resource manager who recently has spent much of his time trying to obtain a sufficient number of the right types of people at the right time to allow the company to select those who best meet its needs. Al has been involved in: A. recruiting. B. human resource allocating. C. organizing. D. job orienteering.
BXA
Which of the following is the most important advantage of using internal sources to hire from within? Hiring from within: A. eliminates the need to meet affirmative action regulations. B. ensures that the best qualified person gets the job. C. helps maintain employee morale. D. allows the firm to effectively use the "employment at will" strategy.
BXC
Hay System (Edward Hay)
Based on job tiers, tach of which has a strict pay range. Set up based on: 1) know-how 2) problem solving 3) accountability
A common way of compensating teams is a ___________ system, in which bonuses are based on improvements over a previous performance baseline. A. commission B. stock option C. gain-sharing D. piecework
C
A major characteristic of a compressed work week is that: A. workers receive the same pay for fewer hours of work. B. the pace of work is increased so that workers perform the same amount of work in fewer hours. C. employees work fewer days each week, but work more hours each workday. D. two or more part-time workers are hired to fill each full-time position.
C
A management training program that gives managers assignments in a variety of departments in order to expose them to different functions within the organization is called: A. job enlargement. B. vestibule training. C. job rotation. D. an apprenticeship program.
C
A(n) __________ is a financial incentive a firm offers to encourage employees to accept an early retirement offer. A. ESOP B. green fair-way C. golden handshake D. silver lining
C
ABC Department Store typically sells over a third of all its merchandise in the last two months of the year. Management has found that it must hire __________ workers during this period of increased business to supplement its permanent employees. A. nontenured B. codependent C. contingent D. journeymen
C
At Friendly Financial Consulting, Wayne is allowed to choose what time he starts his workday, and can come to work any time from 7:00 a.m. until 10:00 a.m. He must be on the job from 10:00 a.m. to noon and from 1:00 p.m. until 3:00 p.m. He also must work a total of 8 hours a day, so the earlier he arrives, the earlier he can leave. Wayne works under a system of: A. job sharing. B. job enlargement. C. flextime. D. compressed work weeks.
C
Corporate managers who supervise, coach, and guide lower-level employees and serve as their organizational sponsors are called: A. networkers. B. role models. C. mentors. D. corporate guides.
C
Employment testing: A. was declared illegal by the EEOC in 1989, because it was often used to discriminate against women and minorities. B. is legal, but has been shown to be a very poor predictor of worker performance. C. should be directly related to the job. D. should focus on the most basic and general skills rather than on skills directly related to the job.
C
Howie recently earned his license to sell real estate in Indiana, and has interviewed with several agencies in an attempt to find a job. All have told him that his income will be based on a percentage of his real estate sales for the month. Howie will be A. a monthly salary. B. a piecework rate. C. on a commission basis. D. through a profit sharing plan.
C
In a _____________ arrangement two part-time employees fill one full time job. A. job enlargement B. multitasking C. job sharing D. split shift
C
In coming years, high tech growth areas such as computers, biotechnology, and green technologies are likely to experience a: A. surplus of labour. B. significant decline in market demand, leading to a stagnant labour market. C. shortage of skilled labour. D. stable equilibrium in the labour market.
C
Internet-based training courses are sometimes also called: A. contingency training. B. synchronized training. C. distance learning. D. vestibule training.
C
Jeanie is talking to a group of family and friends at a party. She has just mentioned that she recently received an offer for a substantial golden handshake from her employer. Which of the following statements is she most likely to make next? A. That will teach those guys to discriminate against me. B. It's great to work for a company that encourages employees to further their education. C. I've already looked into using some of the money to go on a trip to Europe when I retire. D Of course, I would have really preferred to receive money, but just knowing that top executives will . take the time to recognize my accomplishments makes me feel better about my work.
C
The __________ system is a pay system that is based on job tiers, with each tier having a strict pay range. A. Steiner B. Gantt C. Hay D. Gilbreath
C
The time when all employees must be present in a flextime plan is referred to as: A. compressed time. B. shared time. C. core time. D. company time.
C
Two advantages of using ___________ to fill an opening in a company are that it improves the morale of current employees, and the person filling the position is already familiar with the organization's culture and procedures. A. discouraged workers B. apprenticed workers C. promotions D. external sources
C
What is the second of five steps in the human resource planning process? A. Prepare a human resources inventory B. Assess future human resource demand C. Prepare a job analysis D. Establish a strategic plan
C
Which of the following statements about performance appraisal is the most accurate? A.The most difficult step of a performance appraisal almost always is the actual evaluation of the employee's performance. B. Performance standards do not have to be measurable in order to be effective. C The discussion of the results of a performance evaluation with an employee should allow the employee . an opportunity to make suggestions about how to improve on current procedures. D Most employees have a good understanding of the standards they are expected to meet, even if their managers do not explicitly communicate the standards.
C
Which of the following statements about team pay is the most accurate? A. Most managers are very satisfied with the team-based pay programs that are currently in place. BMost managers have concluded that team pay methods are so complex and difficult to administer that . they have gone back to pay plans based on rewarding workers for their individual achievements. CAlthough individuals who make an outstanding contribution should be recognized and rewarded, a pay . system based strictly on individual performance can undermine the cohesiveness teams need to meet their goals. DTeam pay plans should emphasize individual rewards since the team can succeed only if all individuals . arehighlymotivatedtoworkashardaspossible.
C
Workopolis and Monster are: A. web browsers. B. career interest surveys. C. Internet services firms can use to recruit employees. D. magazines that list job opportunities by skill requirements and geographic location.
C
____________ introduces new employees to the organization, their fellow workers, their supervisors, and to the policies, practices, and objectives of the firm. A. Vestibule training B. Employee initiation C. Employee orientation D. Job specification
C
_____________ is the process of evaluating human resource needs, finding the people to fill those needs, and getting the best work out of each employee by providing the best incentives and job environment, all with the goal of meeting the organization's objectives. A. Staffing B. Performance evaluation and response C. Human resource management D. Job analysis
C
______________ is the easiest type of training to implement. A. Vestibule training B. Job simulation C. On-the-job training D. An employee boot camp
C
A disadvantage of flextime plans is that they often: A. confuse workers. B. lead to a higher level of absenteeism. C. cause worker morale to decline. D. require supervisors and managers to work longer hours.
D
A firm that wants to reduce its office costs, broaden its base of available talent and improve job satisfaction could achieve all of these goals by: A. recruiting only from internal sources. B. make greater use of scientific management techniques. C. implement the Hay system of compensation. D. allow more workers to telecommute.
D
A firm would be most likely to conduct __________ if it wanted to find out why valuable employees were leaving the company. A. performance appraisals B. job inventories C. job simulations D. exit interviews
D
A problem with the Hay system of compensating workers is that: A. because it is relatively new, most workers and managers are unfamiliar with it. B. the EEOC has declared it illegal because it discriminates against older workers. C it is difficult and expensive to administer because of the extensive paperwork needed to compute wages . and salaries each pay period. D it can lead to resentment because more productive employees may earn less than employees who do not . perform as well but have worked for the company longer.
D
All of the following are external recruitment sources except: A. college placement bureaus. B. public and private employment agencies. C. applicants who show up at the office and apply. D. recommendations of employees.
D
For many types of service organizations such as hospitals, banks and airlines, the primary cost of operations is: A. establishing and maintaining a presence on the Internet. B. insurance and legal expenses. C. coping with obsolescence that results from the rapid pace of technological change. D. labour costs.
D
Help wanted ads, public and private employment agencies, and college placement bureaus are all ________ sources that human resource managers can use in their recruiting efforts. A. secondary B. passive C. back-up D. external
D
In a(n) ______________ an inexperienced worker learns by working alongside an experienced employee to master the skills and procedures of a craft. A. orientation period B. simulation period C. indentureship program D. apprenticeship program
D
In human resource management, _____________ is the process of deciding who should be hired, under legal guidelines, for the best interests of the individual and the organization. A. interviewing B. applicant analysis C. performance appraisal D. selection
D
Offering _________ can be a useful way for a firm to downsize without causing a serious decline in the morale of the remaining employees. A. affirmative action B. job sharing C. flextime D. early retirement
D
One of the reasons many firms have chosen to use temporary employees rather than rehire full-time employees is that: A. the government provides strong tax incentives to hire temporary workers. B. such workers usually are more loyal to the firm. C. most labour laws only apply to full-time workers, so there are fewer legal hassles associated with hiring temporary workers. D. it enables them to avoid the prohibitively high costs associated with terminating employees.
D
Ruby Bethune works for ElekTek, a firm producing sophisticated electronic equipment used in state-of- the-art security systems. Ruby is happy to see that the value of ElekTek's stock has reached $47 per share, because her company allows many of its employees, including Ruby, to buy a given number of shares of its stock for $30 per share for the next year regardless of how high the market price goes. ElekTek is offering its employees a stock: A. annuity plan. B. reinvestment plan. C. dividend. D. option plan.
D
The information contained in performance appraisals helps managers: A. write job descriptions. B. compute the firm's overall performance in terms of a rate of return on investment. C. evaluate job applicants. D. make decisions about promotions, compensation, training, and firing.
D
The last step in performance appraisal is to: A. talk to the employee being appraised. B. evaluate the employee's performance. C. take any corrective action that the appraisal indicates is necessary. D. use the results to make decisions about compensation, promotions, and additional training.
D
The ultimate resource of a firm is its: A. business plan. B. marketing mix. C. capital budget. D. employees.
D
When workers are a part of a team their compensation should be: A.based strictly on their individual performance in order to encourage each worker to exert his or her maximum effort. B. based strictly on the achievements of their team in order to encourage teamwork and cooperation. C a stated wage or salary that is not based on either team or individual performance, because it is very . difficult to measure individual performance in a team environment. D. based on team performance, with additional rewards for those workers who make outstanding individual contributions.
D
Which of the following firms would have the strongest incentive to adopt a job sharing plan? A. The ABC Company wants to simplify its hiring and training procedures. B. The CDE Corporation wants to offer employees more flexibility in the types of fringe benefits they receive. C. EFG Clothiers wants to reduce the span of control of its supervisors. D. GHI Health Services wants to reduce absenteeism and tardiness.
D
Which of the following statements about contingent workers is most accurate? A. More than 75 percent of contingent workers are employed in office-clerical work. B. The number of contingent workers in Canada has steadily declined over the past decade. C Canadian labour laws require firms to offer contingent employees the same wages and benefits as other . employeesperformingsimilarwork. D. The most common reason firms give for hiring contingent workers is a varying need for employees.
D
Which of the following statements about telecommuting is most accurate? A Although home-based work may become very popular in the future, only a small percentage of . workers currently work at home on a regular basis. B. Telecommuting offers big advantages for many workers, but is likely to increase costs for employers significantly. C Home-based work tends to increase the productivity of almost all workers, since people tend to be . more productive when they are comfortable and can work flexible hours. D Home-based work allows workers to choose their own hours and interrupt work for child care and . other tasks, but this freedom and flexibility can create problems for some workers.
D
_________ is a popular form of distance learning. A. Job rotation B. Vestibule training C. Role playing D. Online training
D
__________ is the process of establishing and maintaining contacts with key managers in one's own organization and in other organizations, and using those contacts to establish strong relationships that serve as informal development systems. A. Training and development B. Social integration C. Orienteering D. Networking
D
__________ workers have a higher skill level than their current job requires. A. Structurally unemployed B. Frictionally unemployed C. Contingent D. Underemployed
D
A worker who successfully completes an apprenticeship program is known as a: A. master craftsman. B. journeyman. C. senior artisan. D. probationary craftsman.
DXB
Which of the following statements about human resource management opportunities and challenges is most accurate? A. The age composition of the labour force is becoming younger. B. Workers are becoming less loyal to their firms, resulting in higher turnover. C. Workers are now demanding that more of their compensation be in wages and salaries and less in fringe benefits. D.The number of workers who have received training in high tech fields far exceeds the number of job openings in these areas.
DXB
T&D: off-the-job training
Internal or external training programs away from the workplace that develop any of a variety of skills or foster personal development (MBA)
T&D: orientation
The activity that introduces new employees to the organization; to fellow employees; to their immediate supervisors; and to the policies, practices, and objectives of the firm.
Selection
The process of gathering information and deciding who should be hired, under legal guidelines, to serve the best interests of the individual and the organization. 1) Obtaining complete application forms 2) Conducting initial & follow up interviews 3) Giving employment tests 4) Conducting background investigations 5) Establishing prohibition period
Management development
The process of training and educating employees to become good managers and then monitoring the progress of their managerial skills over time. - On the job coaching - Understudy positions - Job rotation - Off the job
Recruitment
The set of activities used to obtain a sufficient number of the right people at the right time -Internal -External
T&D: On-the-job training
Training at the workplace that lets the employee learn doing or y watching others for a while and then imitating them
T&D: apprentice programs
Training programs during which a learner works alongside an experienced employee to master the skills and procedures of a craft.
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 minimum qualifications required of workers to do a particular job
Gain-sharing system
base bonuses on improvements over previous performance
Skill-based pay rewards
growth of both the individual and the team. Base pay is raised when team members learn and apply new skills.
fringe benefits
payments to employees other than wages or salary
Human Resource management
the process of determining human resource needs and then: - recruiting - selecting - developing - motivating - evaluating - compensating - scheduling employees to achieve organizational goals
Job Analysis
the process of getting detailed information about jobs
T&D: vestibule training
training done in schools where employees are taught on equipment similar to that used on the job (computer training)
Contingent Workers
workers who do not have regular, full-time employment
