Management ch 12
Employer of choice
A company that is highly attractive to potential employees because of human resources practices that focus not just on tangible benefits but also intangibles (such as work-life balance)
360-degree feedback
A type of performance appraisal system that uses multiple raters as a way to include awareness about strengths and weaknesses and guide employee development
Recruiting
Activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied
Compensation
All monetary payment and goods or commodities used to reward employees
Nondirective interviews
Allow the applicant a great deal of freedom in determining the course of the conversation, with the interview not influencing the person's remarks
Mentoring
An experienced employee guides and supports a newcomer or less-experienced employee
On-the-job training (OJT)
An experienced employee is asked to take a new employee under his or her wing and show the newcomer how to perform job duties
Corporate university
An in-house training and education facility that offers broad-based learning opportunities for employees
Strategic approach
Approach to HRM wherein all managers are involved in HRM, employees are viewed as assets, and HRM is viewed as a matching process between human capital and organizational goals
Personality test
Assess such characteristics as openness to learning, agreeableness, responsibility, creativity, and emotional stability
Cafeteria-plan benefits package
Benefits package that allows employees to select the benefits of greatest value to them
Panel interviews
Candidate meets several interviewers who take turns asking questions
Job description
Clear and concise summary of the specific tasks, duties, and responsibilities
New social contract
Contract between an employee and an organization wherein the employee takes personal responsibility for employability and the organization give challenging assignments, lateral career moves, and creative development opportunities
Old social contract
Contract between an employee and the organization where the employee could contribute ability, education, loyalty, and commitment, and expect wages and benefits, work, advancement, and training in return
Equal Employment Opportunities Commission
Created by the Civil Rights Act of 1964; initiates investigations in response to complaints concerning discrimination
Human capital
Economic value of the combined knowledge, experience, skills, and capabilities of employees
Selection process
Employers asses applicants' characteristics in an attempt to determine the "fit" between the job and applicant characteristics
Human resource planning
Forecasting of human resource needs and the projected matching of individuals with expected vacancies
Realistic job previews
Gives applicants all pertinent information about the job and organization (both positive and negative)
Exit interview
Interview conducted with departing employees to determine why they are leaving
Physical ability test
Measure qualities such as strength, energy, and endurance may be used for jobs such as delivery drivers
Coaching
Method of directing, instructing, and training a person with the goal of developing specific management skills
Performance review ranking system
Method of performance evaluation that pits employees against one another to rank them
Discrimination
Occurs when some applicants are hired or promoted based on criteria that are not job-relevant
Job specification
Outlines the knowledge, skills, education, physical abilities, etc. needed to perform the job
Contingent workers
People who work for an organization but not on a permanent or full-time basis
Cross-training
Places an employee in a new position for some amount of time to enable to individual to develop new skills
Assessment centers
Present a series of managerial situations to groups of applicants over a two- or three-day period
Behaviorally anchored rating scale (BARS)
Rating technique which relates employee performance to specific behavioral incidents, allowing a rater to more accurately assess employee performance
E-cruiting
Recruiting job applicants online to offer broader access and save time/money
Rightsizing
Refers to intentionally reducing the company's workforce to the point where the number of employees is deemed proper for the company's current economic situation
Job evaluation
Refers to the process of determining the value or worth of jobs within an organization through an examination of job content
Training and development programs
Represent a planned effort by an organization to facilitate employees' learning of job-related skills and behaviors
Work sample tests
Require an applicant to complete simulated tasks that are a part of the desired job
Affirmative action
Requires that an employer take positive steps to guarantee equal employment opportunities for people within protected groups
In-basket situation
Requires the applicant to play the role of a manager who must decide how to respond to ten memos
Interview
Selection technique for almost every job category in every organization
Wage and salary surveys
Show what other organizations pay incumbents in jobs that match a sample of "key" jobs selected by the organization
Job analysis
Systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities of a job as well as about the context in which the job is performed
Human resources management
The design and application of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organizational goals
Performance appraisal
The steps of observing and assessing employee performance, recording the assessment, and providing feedback to the employee
Finding, developing, maintaining an effective workforce
Three broad goals of HRM
Pay-for-performance
Ties at least part of compensation to employee effort and performance; raises performance standards and cuts labor costs
Skill-based pay
Type of compensation technique in which employees with higher skill levels earn more than employees with lower skill levels (aka competency-based pay)
Job-based pay
Type of compensation that links employee earnings to the specific tasks he or she performs
Cognitive ability test
Type of employment test that measures an applicant's thinking, reasoning, verbal, and mathematical abilities
Halo effect
Type of rating error that occurs when a manager gives an employee the same rating on all dimensions even if actual performance is high on some levels and low on others
Stereotyping
Type of rating error that occurs when a rater places an employee into a class or category based on one of few traits or characteristics
Biographical interview
Type of structured interview that asks about a person's previous life and work experiences
Behavioral interview
Type of structured interview that asks people to describe how they have performed a certain task or handled a particular problem
Situational interview
Type of structured interview that requires people to describe how they might handle a hypothetical situation
Matching model
Underlies the organization's effort to attract employees; the organization and the individual attempt to match the needs, interests, and values that they offer to each other
Employment tests
Used to assess candidates on various factors considered important to the job to be performed
Application form
Used to collect information about the applicant's education, previous job experience, and other background characteristics
Structured interview
Uses a set of standardized questions that are asked of every applicant so comparisons can easily be made
Telecommunting
Using computers and telecommunications equipment to do work without going to an office