Chapter 9 Vocabulary Flashcards Preview

MGMT Exam #4 > Chapter 9 Vocabulary > Flashcards

Flashcards in Chapter 9 Vocabulary Deck (53):
1

The process of attracting, developing, and maintaining high-quality workforce

Human resource management (hrm)

2

The talent people offer organizations in the form of abilities, knowledge, experience, ideas, energies, and commitments

Human capital

3

Aligns human capital with organizational strategies and objectives

Strategic human resource management

4

The extend to which an individual’s knowledge, skills, experiences and personal characteristics are consistent with job requirements

Person-job fit

5

The extent to which an individual’s values, interests, and behavior are consistent with the culture of the organization

Person-culture fit

6

Packages of opportunities and rewards that make diverse and talented people want to belong to and work for the organization

Employee value propositions

7

Occurs when someone is denied a job or job assignment for non-job-relevant reasons

Job discrimination

8

The right to employment and advancement without regard to race, sex, religion, color, or national origin

Equal employment opportunity (EEO)

9

An effort to give preference in employment to women and minority group members

affirmative action

10

Employment criteria justified by capacity to perform a job

Bona fide occupational qualifications

11

Occurs when men and women are paid differently for doing equal work

Pay discrimination

12

Penalized a woman in a job or as a job applicant for being pregnant

Pregnancy discrimination

13

Penalizes an employee in a job or as a job applicant for being over the age of 40

Age discrimination

14

The right to privacy both on and off the job

Employee privacy

15

The exchange of value between the individual and the organization in the employment relationship

Psychological contract

16

Set of activities designed to attract a qualified pool of job applicants

Recruitment

17

Provide job candidates with all pertinent information about a job and organization

Realistic job previews

18

Choosing whom to hire from a pool of qualified job applicants

Selection

19

Means that a test gives consistent results over repeated measures

Reliability

20

Means that scores on a test are good predictors of future job performance

Validity

21

Evaluates job candidates in simulated work situations

Assessment center

22

Evaluates job candidates as they perform actual work tasks

Work sampling

23

A trial hire where the job candidate is given a short-term employment contract to demonstrate performance capabilities

Job audition

24

Influences he expectations, behavior, and attitudes of new members of groups and organizations

Socialization

25

A program of activities that introduce a new hire to the policies, practices, expectations, and culture of the organization and its teams.

On boarding

26

Sessions for new hires communicate key information, set expectations, and answer question

Orientation

27

Assigns an experienced person to provide performance advice to a new hire

Coaching

28

Assigns early-career employees as long term protégés of more senior ones

Mentoring

29

Younger and newly hired employees mentor their seniors

Reverse mentoring

30

The process of formally assessing performance and providing feedback to a job holder

Performance review
performance appraisal

31

Uses a checklist of traits or characteristics to evaluate performance

Graphic rating scale

32

Uses specific descriptions of actual behaviors to rate various levels of performance

Behaviorally anchored rating scale (BARS)

33

Keeps a log of someone’s effective and ineffective job behaviors

Critical-incident technique

34

Includes superiors, subordinates, peers and even customers in the appraisal process

360 degree feedback

35

Rates and ranks one person’s performance against that of others

Multiperson comparison

36

The process of managing how a person grows and progresses in a career

Career development

37

The process of matching career goals and individual capabilities with opportunities for their fulfillment

Career planning

38

Involves balancing career demands with personal and family needs

Work-life balance

39

Hired on temporary contracts and are not part of the organization’s permanent workforce

Independent contractors

40

Work as needed and part-time, often on a longer-term basis

Contingency workers

41

Awards pay increases in proportion to performance contributions

Merit pay

42

Plans provide one-time payments based on performance accomplishments

Bonus pay

43

Distributes to employees a proportion of net profits earned by the organization

Profit sharing

44

Allows employees to share in cost savings or productivity gains realized by their efforts

Gain sharing

45

Give the right to purchase shares at a fixed price in the future

Stock options

46

Are nonmonetary forms of compensation such as health insurance and retirement plans

Fringe benefits

47

Help employees achieve better work-life balance

Family-friendly benefits

48

Programs allow choice to personalize benefits within a set dollar allowance

Flexible benefits

49

Help employees cope with personal stresses and problems

Employee assistance programs

50

An organization that deals with employers on the worker’s collective behalf

Labor union

51

A formal agreement between a union and an employer about the terms of work for union members

Labor contract

52

The process of negotiating, administering, and interpreting a labor contract

Collective bargaining

53

Pay new hires less than workers already doing the same jobs with more seniority

Two-tier wage systems