Chapter 13 Human Resource Management

Mentoring

a form of coaching in which early-career employees are formally assigned as proteges to senior, veteran job holders. Gives new employees regular access to advice on developing skills and getting better informed about the organization.

Employee Value Propositions EVP

align people with organizational strategies and objectives

Human Resource Management HRM

all about attracting, developing, and maintaining a talented and energetic workforce.

Rank Ordering

all employees are rated and arranged in order of performance achievement

Job Rotation

allows people to spend time working in different jobs or departments or even geographical locations, and thus expand the range of their job capabilities.

Coaching

an experienced person provides performance advice to a newcomer or less experience co-worker.

Work Sampling

applications do actual job tasks while being graded by observers on their performance

Situational Interviews

ask applicants how they would react when confronted with specific work situations they would likely experience on the job.

Behavioral Interviews

ask job candidates about their past behavior, focusing specially on actions that are likely to be important in the work environment

Employment at Will

assumes that employers can terminate employees at any time for any reason. Employees may leave a job at any time for any reason.

Critical Incidence Technique

behavior based approach that can diminish recency bias. Running log of employees' effective and ineffective job behaviors.

Selection

choosing individuals to hire from a pool of qualified job applicants

Multi-Person Comparisons

compares one person's performance with that of others.

Job Descriptions

describe the specific job duties and responsibilities

Behaviorally Anchored Rating Scale BARS

describes actual behaviors for various levels of performance achievement in a job.

Forced Distribution

each employee placed into frequency distribution which requires that a certain % of employees fall into specific performance classifications.

Permatemps

employed in a temporary status for an extended period of time.

Social Recruiting

employees browse social media sites looking for prospective job candidates

Bona Fide Occupational Qualifications

employment criteria justified by the capacity to do a job. Cannot be based on race and color are not allowed but sex, religion, age, able-bodiedness and national origin are possible. Companies take care to avoid this.

Assessment Center

evaluates candidates potential by observing their performance in experiential activities designed to stimulate daily work.

Gain Sharing

extend the profit-sharing concept by allowing groups of employees to share in any savings or gains realized when their efforts or ideas result in measureable cost reductions or productivity increases.

Onboarding/Orientation

familiarizes new hires with the organization's mission and culture, their job and co-workers, and performance expectations.

360 Degree Feedback

feedback is gathered from multiple sources in order to provide a more comprehensive evaluation of employee's performance.

Labor Contracts

formal agreement between a union and an employer about the terms of work for union members.

Management Development

formal training designed to improve a person's knowledge and skill in the fundamentals of management.

Stock Options

give the right to buy shares of stock at future dates at a fixed price. Linked to performance or part of hiring package.

Early Retirement Incentive Programs

give workers financial incentives to retire early. Include lower payroll costs, replacing high wage earners with lower wage, etc.

Profit Sharing

gives employees a proportion of the net profits earned by the organization during a performance period.

Wrongful Discharge

gives workers legal protection against discriminatory firings, and employers must have bona fide job related cause to terminate the employees.

Equal Employment Opportunity

giving everyone the right to employment without regard to sex, race, color, ethnicity, national origin, able-bodiedness, or religion.

Family-Friendly Benefits

help employees balance work and non-work responsibility. Include child care, elder care, flexible schedule, parental leave, and part time employment.

Employee Assistance Programs

help employees deal with personal troublesome problems.

Employee Stock Ownership Plans ESOPS

help employees purchase stock in their employing companies, sometimes in special discounted rates.

Independent Contractors

hired as needed and are not part of the organization's permanent workforce.

Work-Life Balance

how people balance the demands of their careers with their personal and family needs.

Job Specification

identify the qualifications- such as education, prior experience, and skills- needed by someone hired for a given job.

Base Compensation

in the form of a market-competitive salary or hourly wage helps in hiring the right person.

Employee Benefits

include nonmonetary forms of compensation that are intended to improve the work and personal lives of employees.

Unstructured Interviews

interviewer doesn't work from a formal and pre-established list of questions that is asked of all interviewees.

Quid Pro Quo Sexual Harassment

job decisions are made based on whether the employee submits to or rejects sexual advances.

Validity

means that there is a clear relationship between what the selection device is measuring and eventual job performance.

Strategic HRM

mobilizing human capital through the HRM process to best implement organizational strategies.

Termination

most extreme replacement decision. Involuntary and permanent dismissal of an employee.

Hostile Work Environment Sexual Harassment

occurs when any unwelcome form of sexual conduct creates an intimidating, hostile, or offensive work setting

Job Discrimination

occurs when organizations deny someone employment or a promotion for reasons unrelated to their performance potential.

Labor Unions

organizations to which workers belong and that deal with employers on the workers' behalf.

Comparable Worth

persons performing jobs of similar importance should be paid at comparable levels.

Flexible Benefits

plans allow employees to choose a set of benefits with a certain $ amount.

Performance Assessment/Review

process of formally assessing employees' work accomplishments and providing feedback. Serves both evaluation and development purposes. Evaluation purpose focuses on past performance and measures results against standards. Development purposes focuses on future performance.

Socialization

process through which new members learn and adapt to the ways of the organization. Sets foundations for high performance, job satisfaction, and work enthusiasm.

Bonus Pay

provide one time or lump sum payments to employees who meet specific performance targets or make some other extraordinary contribution.

Realistic Job Preview

provides candidates with all pertinent information about the job and organization without distortion and before the job is accepted. Leads some applicants to realize the job is not for them, but doesn't create bad expectations.

Performance Coaching

provides frequent and developmental feedback for how a worker can improve job performance.

Sexual Harassment

remains an important workplace concern. Behavior of a sexual nature that affects a person's employment situation.

Internal Recruitment

seeks job applicants from inside the organization

External Recruitment

seeks job applicants from outside the organization. Company websites, social media, job fairs, recruiting sites, and personal contacts.

Recruitment

set of activities designed to attract a talented pool of job applicants to an organization.

Training

set of activities that helps people acquire and improve their job-related skills. Applies to employee's initial training and to upgrading skills to meet changing job requirement.

Performance Management System

sets standards, assesses results, and plans for performance improvements.

Affirmative Action

setting goals and having plans that ensure equal employment opportunity for members of protected groups, those historically underrepresented in the workforce.

Recency Bias

tendency for evaluations to focus on recent behaviors rather than on behavior occurring throughout the evaluation period.

Human Capital

the economic value of people with job-relevant knowledge, skills, abilities, experience, ideas, energies, and commitments. Best employers put people first and benefit from doing so.

Traditional Recruitment

the emphasis is on selling the job and organization to applicants. Focus on communicating the most positive features of the position, perhaps to the point where negatives are downplayed or even concealed. Costly turnover if employee gets hired then quits

Person-Job Fit

the extent to which an individual's knowledge, skills, experiences, and personal characteristics are consistent with the requirements of their work.

Person-Organization Fit

the extent to which an individual's values, interests, and behavior are consistent with the culture of the organization.

Human Resource Planning

the process of analyzing an organization's staffing needs and determining how to best fill them

Collective Bargaining

the process through which labor and management representatives negotiate, administer, and interpret labor contracts. Face-to-face meetings with representatives. Time consuming and expensive. "win-win" is ideal.

Workplace Privacy

the right of an individual to privacy on the job

Reliability

the selection technique is consistent with regard to how it measures something. Returns same results time after time.

Job Analysis

the systematic evaluation of job facets to determine what is done when, where, how, why, and by whom.

Leniency

the tendency for supervisors to rate employees more favorably than they deserve in order to avoid the unpleasant task of giving negative feedback.

Graphic Rating Scale

uses a checklist for rating individuals on traits or performance characteristics such as quality of work, job attitude, and punctuality. Poor reliability and validity.

Biodata Methods

usually take the form of multiple choice, self report questionnaires. Collect hard biographical evidence and also include soft items that inquire about more abstract characteristics, such as value judgments, aspirations, motivations, attitudes, and expectations. Increases reliability and validity.

Reverse Mentoring

younger employees mentor seniors to improve their technology skills.

Merit Pay System

your pay increases will be based at least in part on some assessment of how well you perform.