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Intro to Business > Chapter 8 > Flashcards

Chapter 8 Flashcards

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1
Q

Human Resource (HR) Management

A

the process of hiring developing, motivating, & evaluating employees to achieve organizational goals

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2
Q

Job Analysis

A

a study of the tasks required to do a job well

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3
Q

Job Description

A

tasks and responsibilities of a job

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4
Q

Job Specification

A

the skills, knowledge, & abilities a person must have to fill a job

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5
Q

HR Demand Forecast

A

forecasting an organization’s human resource needs

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6
Q

Internal Supply Forecast

A

estimating the # of people currently employed by the organization who will be available to fill various jobs at some future time

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7
Q

Succession Planning

A

the performance of managers is reviewed to identify people who can fill vacancies and be promoted

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8
Q

Contingent Worker

A

someone who wants to work but not on a permanent, continuous basis

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9
Q

Internal Labor Market

A

consists of employees currently employed by the firm

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10
Q

External Labor Market

A

pool of potential applicants outside the firm

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11
Q

Recruitment

A

the process of attracting qualified people to form an applicant pool

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12
Q

Job Fair (Corporate Open House)

A

usually, a 1-2 day event at which applicants are briefed about job opportunities, given tours, & encouraged to apply for jobs

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13
Q

Recruitment Branding

A

presenting an accurate & positive image of the firm to those being recruited

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14
Q

Selection

A

the process of determining which people in the applicant pool possess the qualification necessary to be successful on the job

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15
Q

Training & Development

A

learning situations in which the employee acquires additional knowledge or skills to increase job performance

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16
Q

Orientation

A

entails getting the new employee ready to perform on the job

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17
Q

Formal Orientation

A

provides information about the company history, values, expectations, policies, & the customers the company serves

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18
Q

Informal Orientation

A

the specific job orientation by the employee’s supervisor concerning work rules, equipment, and expectations

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19
Q

Job Training

A

takes place at the job site or work station and is directly related to the job

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20
Q

Job Rotation

A

the reassignment of workers to several different jobs over time

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21
Q

Apprenticeship (On-the-Job)

A

combines specific on-the-job instruction with classroom training

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22
Q

Mentoring (On-the-Job)

A

involves a senior manager or other experienced employee providing job and career-related information to a mentee

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23
Q

Programmed Instruction (Off-the-Job)

A

online, self-paced, and highly structured training method that presents trainees with concepts and problems using a modular format

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24
Q

E-Learning & E-Training

A

involve online computer presentation of information for learning new job tasks

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25
Simulation
web-based training allows for more direct transfer of learning to the job
26
Performance Appraisal
a comparison of actual performance with expected performance to determine an employee's contributions to the organization and to make decisions about training, compensation, promotion, and other job changes
27
Direct Pay
wage or salary received by the employee
28
Indirect Pay
consists of various employee benefits and services
29
Hourly Rate of Pay/Monthly Salary (Direct)
considered base pay, an amount of pay received by the employee regardless of output level
30
Incentive Pay (Direct)
additional pay earned by an employee as a result of a commission
31
Profit-Sharing (Direct)
employees may receive a portion of the firm's profit
32
Unemployment Compensation (Indirect)
provides former employees with money for a certain period while they are unemployed
33
Worker's Compensation (Indirect)
pays employees for lost work time caused by work-related injuries and may also cover rehabilitation after a serious injury
34
Social Security (Indirect)
provides disability and survivor benefits and benefits for people undergoing kidney dialysis and transplants
35
Medicare (Indirect)
health care for seniors
36
Medicaid (Indirect)
health care for the poor
37
Paid Time Off (Indirect)
vacations, holidays sick days, even jury duty
38
Supplemental Benefits (Indirect)
disability, life, pet insurance, legal benefits
39
Labor Union
an organization that represents workers in dealing with management over disputes involving wages, hours, and working conditions
40
Collective Bargaining
process of negotiating a labor agreement that provides for compensation and working arrangements mutually acceptable to the union and to management
41
Local Union
a branch or union of a national union that represents workers at a specific plant or specific geographical area
42
Shop Steward
elected union official who represents union members to management when workers have complaints
43
National/International Unions
ranges in size from a few thousand members (Screen Actors Guild) to more than a million (Teamsters)
44
Federation
a collection of unions banded together to further organize public relations, political, and other mutually agreed up purposes of the member unions
45
NLRB
National Labor Relation Board
46
Bargaining Unit
employees who are eligible to vote and who will be represented by the particular union if it is certified; supervisors and managers cannot vote
47
Decertification Election
allows workers to vote out the union
48
Union Shop
whereby non-union workers can be hired by the firm, but then they must join the union within 30-60 days
49
Agency Shop
does not require to join the union, but to remain employees, workers must pay the union fee (agency fee) to cover the union's expenses in representing them
50
Taft-Hartley Act of 1947
a state can make any and all forms of union security illegal by enacting a right-to-work law
51
Open Shop
employees can work at a unionized company without having to join the union
52
Management Rights Clause
resists union involvement in management matters
53
Seniority
the length of an employee's continuous service with the firm
54
Grievance
a formal complaint by an employee or the union that management has violated some part of the contract
55
Arbitration
the process of settling a labor-management dispute by having a third party - a single arbitrator or or a panel - make a decision
56
Strike
occurs when an employee refuses to work
57
Selective Strike Strategy
a strategy of conducting a strike at a critical plant that supplies parts to other plants
58
Occupational Safety and Health Administration (OSHA)
sets workplace safety and health standards, provides safety training, and inspects places of work to determine employee compliance with safety regulations
59
Equal Employment Opportunity Commission (EEOC)
created by the 1964 Civil Rights Act
60
Protected Class
women, African Americans, and Hispanics
61
Affirmative Action Programs
expand job opportunities for women and minorities
62
Conciliation
the specialists assist management and the union with focusing on the issues in dispute and acts as a go-between, or communication channel through which the union and employer send messages to and share information with each other
63
Mediation
specialists, suggesting compromises to the disputing organization
64
HR Outsourcing
when another firm can perform a task better and more efficiently
65
Corporate Culture
core values and beliefs that support the mission and business model of the firm and guide employee behavior
66
SEIU
Service Employee International Union

Intro to Business (12 decks)

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