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Management > Chapter 11 Managing Human Resource Systems > Flashcards

Chapter 11 Managing Human Resource Systems Flashcards

1
Q

human resource management (HRM)

A

the process of finding, developing, and keeping the right people to form a qualified workforce

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2
Q

bona fide occupational qualification (BFOQ)

A

an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are “reasonably necessary to the normal operation of that particular business”

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3
Q

disparate treatment

A

intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, sexual orientation, gender identity, age, ethnic group, national origin, or religious beliefs

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4
Q

adverse impact

A

unintentional discrimination that occurs when members of a particular race, sex, sexual orientation, gender identity, age, ethnic group, national origin, or religious beliefs are unintentionally harmed or disadvantaged because they are hired, promoted, or trained at substantially lower rates than others

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5
Q

four-fifths rule (80% rule)

A

rule of thumb used to determine whether there is evidence of adverse impact

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6
Q

sexual harassment

A

form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one’s job

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7
Q

what are the two types of sexual harassment?

A

quid quo pro sexual harassment and hostile work environment

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8
Q

quid quo pro sexual harassment

A

form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one’s job, depend on whether an individual submits to sexual harassment

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9
Q

hostile work environment

A

form of sexual harassment in which unwelcome and demeaning sexual related behavior creates an intimidating and offensive work environment

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10
Q

recruiting

A

the process of developing a pool of qualified job applicants

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11
Q

job analysis

A

a purposeful, systematic process for collecting information on important work-related aspects of a job

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12
Q

job description

A

written description of basic tasks, duties, and responsibilities required of an employee holding a particular job

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13
Q

job specification

A

written summary of the qualifications needed to successfully perform a particular job

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14
Q

internal recruiting

A

process of developing a pool of qualified job applicants from people who already work in the company

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15
Q

external recruiting

A

process of developing a pool of qualified job applicants from outside the company

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16
Q

selection

A

the process of gathering information about job applicants to decide who should be offered a job

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17
Q

validation

A

the process of determining how well a selection test or procedure predicts future job performance

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18
Q

human resource information system (HRIS)

A

computerized system for gathering, analyzing, storing, and disseminating information related to the HRM process

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19
Q

employment references

A

sources such as previous employers or coworkers who can provide job-related information about job candidates

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20
Q

background checks

A

procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves to uncover negative, job-related background information not provided by applicants

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21
Q

specific ability tests (aptitude tests)

A

tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well

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22
Q

cognitive ability tests

A

tests that measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude

23
Q

biographical data (biodata)

A

extensive surveys that ask applicants questions about their personal backgrounds and life experiences

24
Q

personality test

A

an assessment that measures the extent to which an applicant possesses different kinds of job-related personality dimensions

25
Q

work sample tests

A

tests that require applicants to perform tasks that are actually done on the job

26
Q

assessment centers

A

a series of managerial simulations, graded by trained observers, that are used to determine applicants’ capability for managerial work

27
Q

interview

A

a selection tool in which company representatives ask job applicants job-related questions to determine whether they are qualified for the job

28
Q

unstructured interviews

A

interviews in which interviewers are free to ask the applicants anything they want

29
Q

structured interviews

A

interviews in which all applicants are asked the same set of standardized questions, usually including situational, behavioral, background, and job-knowledge questions

30
Q

training

A

developing the skills, experience, and knowledge employees need to perform their jobs or improve their performance

31
Q

needs assessment

A

the process of identifying and prioritizing the learning needs of employees

32
Q

performance appraisal

A

process of assessing how well employees are doing their jobs

33
Q

objective performance measures

A

measures of job performance that are easily and directly counted or quantified

34
Q

subjective performance measures

A

measures of job performance that require someone to judge or assess a worker’s performance

35
Q

behavior observation scales (BOS)

A

rating scales that indicate the frequency with which workers perform specific behaviors that are representative of the job dimensions critical to successful job performance

36
Q

rater training

A

training performance appraisal raters in how to avoid rating errors and increase rating accuracy

37
Q

360-degree feedback

A

a performance appraisal in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves

38
Q

compensation

A

financial and nonfinancial rewards that organizations give employees in exchange for their work

39
Q

employee separation

A

the voluntary or involuntary loss of an employee

40
Q

job evaluation

A

a process that determines the worth of each job in a company by evaluating the market values of the knowledge, skills, and requirements needed to perform it

41
Q

piecework

A

a compensation system in which employees are paid to set a rate for each item they produce

42
Q

commission

A

a compensation system in which employees earn a percentage of each sale they make

43
Q

profit sharing

A

a compensation system in which a company pays a percentage of its profits to employees in addition to their regular compensation

44
Q

employee stock ownership plan (ESOP)

A

a compensation system that awards employees shares of the company stock in addition to their regular compensation

45
Q

stock options

A

a compensation system that gives employees the right to purchase shares of stock at a set price, even if the value of the stock increases above that price

46
Q

wrongful discharge

A

a legal doctrine that requires employers to have a job-related reason to terminate employees

47
Q

downsizing

A

the planned elimination of jobs in a company

48
Q

outplacement services

A

employment-counseling services offered to employees who are losing their jobs because of downsizing

49
Q

early retirement incentive programs (ERIP)

A

programs that offer financial benefits to employees to encourage them to retire early

50
Q

phased retirement

A

employees transition to retirement by working reduced hours over a period of time before completely retiring

51
Q

employee turnover

A

loss of employees who voluntarily choose to leave the company

52
Q

functional turnover

A

loss of poor-performing employees who voluntarily choose to leave the company

53
Q

dysfunctional turnover

A

loss of high-performing employees who voluntarily choose to leave the company

Management (11 decks)

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