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
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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
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Meditation
an impartial third party makes recommendations for reaching an agreement
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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
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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”
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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
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