Ch.11

Typical Selection Process

1. Obtaining complete application forms 2. Conducting initial and follow up interviews 3. Giving employment tests 4. Conducting background investigations 5. Obtaining results from physical exams 6. Establishing trial (probationary) periods.

5 Steps of Human Resource Planning Process

1. Preparing a human resource inventory of the organization's employees 2. preparing a job analysis 3. assessing future human resource demand 4. Assessing future labor supply 5. Establishing a strategic plan

6 steps to performance appraisal

1. establish performance standards 2. communicating those standards 3. evaluating performance. 4. discussing results with employees 5. taking corrective action 6. using the results to make decisions.

Contingent Workers

Employees that include part-time workers, temporary workers, seasonal workers, independent contractors, interns, and co-op students; receive few benefits; popular in an uncertain economy.

Training

Focuses on short term skills

Human Resource Management (HRM)

The process f determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals

Selection

The process of gathering information and deciding who should be hired, under legal guidelines, to serve the best interest of the individual and the organization.

Workers and Employees

The ultimate Resource; People develop ideas that ultimately become products. creative minds drive a business forward; qualified employees are much scarcer with the shift towards high tech manufacturing industries.

Apprentice Programs

a learner works alongside an experienced employee to master the skills and procedures of a craft.

Job Analysis

a study of what employees do who hold various job titles; necessary in order to recruit and train employees with the necessary skills to do the job

Training and Development

all attempts to improve productivity by increasing an employee's ability to perform; leads to higher retention rates, increased productivity, and greater job satisfaction.

Performance appraisal

an evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training, or termination.

Mentor

an experienced employee who supervises, coaches, and guides lower-level employees by introducing them to the right people and generally being their organizational sponsor.

Online Training

demonstrates how technology is improving the efficiency of many off the job training programs.

Affirmative Action

designed to "right past wrongs" by increasing opportunities for minorities and women. led employers to actively recruit and give preference to minorities and women.

Reverse Discrimination

discriminating against members of a dominant or majority group usually as a result of policies designed to correct previous discrimination against minority or disadvantaged groups.

Cafeteria style fringe benefits

employees can choose the benefits they want up to a certain dollar amount

Development

focuses on long term abilities

Flextime Plan

gives employees some freedom to choose which hours to work, as long as they work the required number of hours or complete their assigned tasks.

Fringe Benefits

include sick leave ay, vacation pay, pension plans, and health plans that provide additional compensation to employees beyond base wages

On the job training

lets the employee learn by doing, or be watching others for a while and then imitating them, right at the workplace. Ex. New salespeople often shadow their superiors.

job sharing

lets two or more part time employees share one full time job.

360 degree review

management gathers opinions from all around the employee, including those under, above, and on the same level, to get an accurate comprehensive idea of the worker's abilities.

vestibule training

near the job training; done in classrooms with equipment similar to that used on the job so that employees learn proper method and safety procedures before assuming a specific job assignment.

Off the job training

occurs away from the workplace and consists of internal or external programs to develop any of a variety of skills or to foster personal development

Job Description

specifies the objectives of the job, the type of work; the responsibilities and duties, working conditions, and the job;s relationship to other functions. About the job.

Orientation

the activity that initiates new employees into the organization; to fellow employees; to their immediate supervisors; and to the policies, practices, and objectives of the firm.

Core Time

the period when all employees are expected to be at their job stations. ex. 9-11 am and 2-4 pm

Management development.

the process of training and educating employees to become good managers, and then monitoring the progress of their managerial skills over time.

Recruitment

the set of activities used to obtain a sufficient number of the right employees at the right time.

Job simulation

the use of equipment that duplicates job conditions and tasks so that trainees can learn skills before attempting them on the job. It differs from vestibule training in that it duplicates the exact combination of conditions that occur on the job; given to astronauts.

Compressed Workweek

work schedule that allows an employee to work a full number of hours per week but in fewer days

Job Specifications

written summary of the minimal education and skills to do a particular job. About the person who DOES the job