Human Resources (Chp. 11) Flashcards
(50 cards)
The specialized function of planning how to obtain employees, oversee their training, evaluate them, and compensate them
Human Resources (HR) management
what are the contemporary staffing challenges?
Aligning the workforce, fostering employee loyalty, monitoring workloads and avoiding employee burnout, and managing work-life balance.
Efforts to help employees balance the competing demands of heir personal and professional lives
Work-life Balance
An overall environment that results from job and work conditions
Quality of work life
Steps in Human Resource Planning
Perform job analysis->write job description->write job specifications->estimate demand for employees->estimate supply of employees
A statement of the tasks involved in a given job and the conditions under which the holder of the job will work (Focused on the job)
Job description
A statement descibing the kind of person who would be best for a given job–including the skills, education, and previous experience that the job requires. (Focused on people)
job specification
The percentage of workforce that leaves every year
turnover rate
Workfoce planning efforts that identify possible replacement for specific employees, usually senior executives.
Succession planning
Efforts to keep current employees
Employee retention
Nonpermanent employees, including temporary workers, independent contracts, and full-time employees hired on a probationary basis
Contingent employees
Three forms of alternative work arrangements
Flextime, Telecommuting, and job sharing
1925 to 1945–People in this group are beyond what was once considered the traditional retirement age of 75, but many want or need to continue working
The Radio Generation
1946 to 1964–This large segment of the workforce, which now occupies many mid and upper level managerial positions, got its name from the population boom in the years following WW2. The older members of this generation are just now reaching retirement age but many will continue work beyond 63–meaning that younger workers waiting for some of their management spots to open up might have to wait a little longer.
The Baby Boomers
1965 to 1980–This relatively small “MTV generation” is resonsible for many of trhe innovations that have shaped communication habits today but sometimes feels caught between the large mass of Baby Boomers ahead of them and the younger Generation Y employees entering the workforce . When Generation X does finally getr the chance to take over starting in 2015 or 2020 it will be managing in a vastly different business landscape, one in which virtual and networked organizations replace much of the hierarchy inherited from the baby boomers.
Generation X
1981 to 1995–Also known as millennials, this youngest generation currently in the workforce is noted for its entrepenurial instincts and tech savvy. This generation’s comfort level with social networks and other Web 2.0 tools in helping to change business communcation practices, but it is also a source for managers worried about information leads and emmployee productivity
Generation Y
After 1995 Generation I for internet or Net generation. First full generation to be born after the World Wide Web was invented .
Generation Z
Discrimination based on sex
Sexism
An invisible bartrier attributable to subtle discrimination that keeps women an dminorities out of the top positions in business
Glass Ceiling
Unwelcome sexual advance, request for sexual favors, or other verbal or physical conduct of a sexuial nature within the owkplace
Sexual harrassment
Programs and policies that help companies support diverse workforces and markets
Diversity Initiatives
The recruiting process
Assemble Candidate Pool, Screen Candidates, Interview candidates, compare candidates, investigate candidates, make an offer
The process of attracting appropriate applicants for an organization’s jobs.
recruiting
The process of getting rid of an employer through layoff or firing
termination
