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Principles of Management > Chapter 9: Human Resource Management > Flashcards

Chapter 9: Human Resource Management Flashcards

1
Q

Human resource management (HRM)

A

The activities managers perform to plan for, attract, develop, and retain a workforce

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2
Q

Strategic human resource management

A

The process of designing and implementing systems of policies and practices that align an organization’s human capital with its strategic objectives

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3
Q

Human capital

A

Economic or productive potential of employee knowledge, experience, and actions

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4
Q

Social capital

A

Economic or productive potential of strong, trusting, and cooperative relationships

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5
Q

Talent management

A

Approach to strategic HRM that matches high-potential employees with an organization’s most strategically valuable positions

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6
Q

High-performance work system (HPWS)

A

Approach to strategic HRM deploys bundles of internally consistent HR practices in order to improve employee ability, motivation, and opportunities across the entire organization

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7
Q

Recruiting

A

The process of locating and attracting qualified applicants for jobs open in the organization

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8
Q

Internal recruiting

A

Hiring from the inside, or making people already employed by the organization aware of job openings

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9
Q

External recruiting

A

Attracting job applicants from outside the organization

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10
Q

Employee referrals

A

Tap into existing employees’ social networks to fill open positions with outside applicants

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11
Q

Boomerangs

A

Former employee who return to the organization

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12
Q

Person–job (P–J) fit

A

The extent to which a worker’s competencies and needs match with a specific job

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13
Q

Selection process

A

The screening of job applicants to hire the best candidate

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14
Q

Legal defensibility

A

The extent to which the selection device measures job-related criteria in a way that is free from bias

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15
Q

Reliability

A

Degree to which a test measures the same thing consistently, so that an individual’s score remains about the same over time, assuming the characteristics being measured also remain the same

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16
Q

Validity

A

Extent to which a test measures what it purports to measure and extent to which it is free of bias

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17
Q

Unstructured interviews

A

Interviews in which the interviewer asks probing questions to find out what the applicant is like

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18
Q

Structured interviews

A

Interviews in which the interviewer asks each applicant the same questions and then compares the responses to a standardized set of answers

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19
Q

Situational interview

A

A structured interview in which the interviewer focuses on hypothetical situations

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20
Q

Behavioral-description interview

A

Type of structured interview in which the interviewer explores what applicants have done in the past

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21
Q

Employment tests

A

Tests legally considered to consist of any procedure used in the employment selection process

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22
Q

Assessment center

A

Company department where management candidates participate in activities for a few days while being assessed by evaluators

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23
Q

Compensation

A

Payment comprising three parts: wages or salaries, incentives, and benefits

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24
Q

Base pay

A

Consists of the basic wage or salary paid employees in exchange for doing their jobs

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25
Q

Benefits (or fringe benefits)

A

Additional nonmonetary forms of compensation

26
Q

Onboarding

A

Programs that help employees to integrate and transition to new jobs by making them familiar with corporate policies, procedures, culture, and politics by clarifying work-role expectations and responsibilities

27
Q

Performance management

A

The continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and positive reinforcement

28
Q

Performance appraisal

A

A management process that consists of (1) assessing an employee’s performance and (2) providing him or her with feedback; also called a performance review

29
Q

Objective appraisals

A

Also called results appraisals; performance evaluations that are based on facts and that are often numerical

30
Q

Subjective appraisals

A

Performance evaluations based on a manager’s perceptions of an employee’s traits or behaviors

31
Q

Behaviorally anchored rating scale (BARS)

A

Employee gradations in performance rated according to scales of specific behaviors

32
Q

360-degree assessment/feedback appraisal

A

A performance appraisal in which employees are appraised not only by their managerial superiors but also by peers, subordinates, and sometimes clients

33
Q

Forced ranking performance review systems

A

Performance review systems whereby all employees within a business unit are ranked against one another, and grades are distributed along some sort of bell curve, like students being graded in a college course

34
Q

Transfer

A

Movement of an employee to a different job with similar responsibility

35
Q

Exit interview

A

A formal conversation between a manager and a departing employee to find out why he or she is leaving and to learn about potential problems in the organization

36
Q

Nondisparagement agreement

A

Is a contract between two parties that prohibits one party from criticizing the other; it is often used in severance agreements to prohibit former employees from criticizing their former employers

37
Q

Employment at will

A

Governing principle of employment in the great majority of states, that anyone can be dismissed at any time for any reason at all-or for no reason

38
Q

National Labor Relations Board (NLRB)

A

Legislated in 1935, U.S. commission that enforces procedures whereby employees may vote to have a union and for collective bargaining

39
Q

Collective bargaining

A

Negotiations between management and employees regarding disputes over compensation, benefits, working conditions, and job security

40
Q

Social Security Act of 1935

A

Established the U.S. retirement system

41
Q

Fair Labor Standards Act of 1938 (FLSA)

A

Legislation passed in 1938 that established minimum living standards for workers engaged in interstate commerce, including provision of a federal minimum wage

42
Q

Equal Employment Opportunity Commission (EEOC)

A

U.S. panel whose job it is to enforce anti-discrimination and other employment related laws

43
Q

Workplace discrimination

A

Type of discrimination that occurs when people are hired or promoted—or denied hiring or promotion—for reasons not relevant to the job

44
Q

Adverse impact

A

Effect an organization has when it uses an employment practice or procedure that results in unfavorable outcomes to a protected class (such as Hispanics) over another group of people (such as non-Hispanic whites)

45
Q

Disparate treatment

A

Results when employees from protected groups (such as disabled individuals) are intentionally treated differently

46
Q

Affirmative action

A

The focus on achieving equality of opportunity

47
Q

Sexual harassment

A

Unwanted sexual attention that creates an adverse work environment

48
Q

Bullying

A

Repeated mistreatment of one or more persons by one or more perpetrators. It’s abusive, physical, psychological, verbal, or nonverbal behavior that is threatening, humiliating, or intimidating

49
Q

Labor unions

A

Organizations of employees formed to protect and advance their members’ interests by bargaining with management over job-related issues

50
Q

Union security clause

A

Part of a labor–management agreement that states that employees who receive union benefits must join the union, or at least pay dues to it

51
Q

Right-to-work laws

A

Statutes that prohibit employees from being required to join a union as a condition of employment

52
Q

Two-tier wage contracts

A

Contracts in which new employees are paid less or receive lesser benefits than veteran employees have

53
Q

Cost-of-living adjustment (COLA) clause

A

Clause in a union contract that ties future wage increases to increases in the cost of living

54
Q

Givebacks

A

Negotiation tactic in which the union agrees to give up previous wage or benefit gains in return for something else

55
Q

Grievance

A

Complaint by an employee that management has violated the terms of the labor–management agreement

56
Q

Mediation

A

The process in which a neutral third party, a mediator, listens to both sides in a dispute, makes suggestions, and encourages them to agree on a solution

57
Q

Arbitration

A

The process in which a neutral third party, an arbitrator, listens to both parties in a dispute and makes a decision that the parties have agreed will be binding on them

58
Q

Defensiveness

A

Occurs when people perceive they are being attacked or threatened

59
Q

Self-compassion

A

Gentleness with yourself

60
Q

Psychological capital

A

Positive state of psychological development that is characterized by high levels of hope, resiliency, optimism, and self-efficacy

61
Q

Microlearning

A

Also called bite-size learning, which segments learning into bite-size content, enabling a student to master one piece of learning before advancing to anything else

Principles of Management (10 decks)

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