CHAPTER 5 Planning for and Recruiting Human Resources Flashcards Preview

Managing Human Resources > CHAPTER 5 Planning for and Recruiting Human Resources > Flashcards

Flashcards in CHAPTER 5 Planning for and Recruiting Human Resources Deck (17)
Loading flashcards...
1

core competency

A set of knowledges and skills that make the organization superior to competitors and create value for customers.

2

direct applicants

People who apply for a vacancy without prompting from the organization.

3

downsizing

The planned elimination of large numbers of personnel with the goal of enhancing the organization’s competitiveness.

4

due-process policies

Policies that formally lay out the steps an employee may take to appeal the employer’s decision to terminate that employee.

5

employment at will

Employment principle that if there is no specific employment contract saying other- wise, the employer or employee may end an employment relationship at any time, regardless of cause.

6

forecasting

The attempts to determine the supply
of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses.

7

job posting,

The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees.

8

leading indicators

Objective measures that accurately predict future labor demand.

9

nepotism,

The practice of hiring relatives.

10

outsourcing

Contracting with another organization (vendor, third-party provider, or consultant) to provide services.

11

realistic job preview

Background information about a job’s positive and negative qualities.

12

recruiting,

Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees.

13

referrals

People who apply for a vacancy because someone in the organization prompted them to do so.

14

transitional matrix

A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.

15

trend analysis,

Constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year.

16

workforce utilization review,

A comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market.

17

yield ratio,

A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.