Chapter 7 (Human Resources) Flashcards Preview

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Flashcards in Chapter 7 (Human Resources) Deck (43)
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1

Human Resource Management

consists of all the actions that an organization takes to attract, develop, and retain quality employees

2

Human Resource Planning

the process of developing a plan for satisfying the organization’s human resource needs

3

Job Description

lists the duties and responsibilities of a position

4

Jon Specification

lists the qualifications—skills, knowledge, and abilities—needed to perform the job

5

Equal Employment Opportunity Commission (EEOC)

managers must comply with anti-discrimination laws

6

Orientation

the process of introducing new employees to their jobs and to the company

7

Ensuring a diverse workforce is good business because:

a diverse group of employees can bring fresh points of view that may be valuable in generating ideas and solving problems. Also it can help to connect to a ethnically diverse customer base

8

Job Rotation

allows employees to rotate from one job to another on a systematic basis

9

Job Enlargement

enhances a job by adding tasks at similar skill levels

10

Job Enrichment

adds tasks that increase both responsibility and opportunity for growth

11

Flextime

allows employees to designate starting and quitting times, compress workweeks, or perform part-time work

12

Job-sharing

two people share one full-time position

13

Telecommuting

working from home. Many employers also offer dependent care, paid leave for new parents, employee-assistance programs, and on-site fitness centers

14

Commissions

salaries based on sales or are paid for output, based on a piecework approach

15

Profit-Sharing Plans

use predetermined formulas to distribute a share of company profits among employees

16

Benefits

compensation other than salaries, wages, or financial incentives. Benefits may include paid time off, insurance, and retirement benefits

17

Three Steps to Performance Appraisals:

1. Setting goals and performance expectations and specifying the criteria for measuring performance
2. Completing written evaluations to rate performance according to predetermined criteria
3. Meeting with employees to discuss evaluations and ways to improve performance

18

Turnover

the permanent separation of an employee from a company

19

Five Steps for Retaining Employees:

1. Providing appropriate training and development
2. Helping employees achieve a satisfying work/non-work balance in their lives
3. Creating a positive work environment
4. Recognizing employee efforts
5. Involving employees in decision making

20

Downsize

to cut costs by eliminating jobs

21

Employment-at-Will

no written employment contract, an employer can end it at any time

22

Union Local

serve workers in a particular geographical area

23

National Unions

assist with local contract negotiations and negotiate industry-wide contracts

24

Labor Federation

provides assistance to member unions and serves as the principal political organ for organized labor (AFL-CIO)

25

Collective Bargaining

process when there’s a discrepancy between what workers want in terms of salary increases, benefits, working conditions, and job security and what management is willing to give

26

Meditation

an impartial third party makes recommendations for reaching an agreement

27

Arbitration

the third party imposes a binding agreement

28

Grievances

complaints over contract-related matters that are resolved by union representatives and employee supervisors

29

Labor Strike

workers leave their jobs until the issue is settled

30

Picketing

workers congregate outside the workplace to publicize their position

31

Boycotting

workers and other consumers are urged to refrain from buying an employer’s products

32

Lockout

closing the workplace to workers

33

Strikebreakers

nonunion workers who are willing to cross picket lines to replace strikers

34

Anti-Discrimination statutes (4):

1. Title VII of CRA of 1964
2. Equal Pay Act of 1963
3. Age Discrimination in Employment Act of 1964
4. Title I & Title V of the Americans with Disabilities Act of 1990

35

Contingent Workers

hired to supplement a company’s permanent workforce

36

Benefits to using contingent workers (5):

Hired/Fired Easily
Control of Labor Costs
Often Cheaper/No Benefits
Specialized Skills/Talents
“Try Out”

37

Disadvantages of using contingent workers (2):

Increased training costs
Decreased loyalty to the company

38

Expectancy Theory

proposes...employees will work hard to earn rewards...they value and...consider obtainable

39

Equity Theory

motivation…which focuses on our perceptions of how fairly we’re treated relative to others

40

360 degree feedback

Employees (mostly managers) get feedback from all directions

41

Upward Feedback

Manager’s subordinates participate

42

Functions of HR Managers (6):

-Plan for staff needs
• Recruit and hiring
• Train and motivate
• Evaluation
• Compensation
• Termination and Repositioning

43

Workforce Profile

database of all employees