Principles of Management Chapter 12 (Final Exam) Flashcards Quizlet 111 PDF

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4/29/2021

Principles of Management Chapter 12 (Final Exam) Flashcards | Quizlet

Principles of Management Chapter 12 (Final Exam) Terms in this set (54) Refers to the design and application of formal systems in an organization to ensure the effective Human Resources

and efficient use of human talent to accomplish

Management (HRM)

organizational goals. Includes activités undertaken to attract, select, develop, and maintain an effective workforce.

Refers to the economic value of the combined Human Capital

knowledge, experience, skills, and capabilities of employees.

-Hiring the right people to become more competitive on a global basis. Some current strategic issues

-Hiring the right people for improving quality,

of particular concern to

innovation, and customer service.

managers include the

-Knowing the right people to retain after mergers,

following:

acquisitions, or downsizing -Hiring the right people to apply new information technology for e-business

Occurs when hiring and promotion decisions are made based on criteria that are not job-relevant; for Discrimination

example, refusing to hire a black applicant for a job he is qualified to fill and paying a woman a lower wage than a man for the same work are discriminatory acts.

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Requires that an employer take positive steps to Affirmative Action

guarantee equal employment opportunities for people within protected groups.

A violation of Title VII of the Civil Rights Act, a behavior such as unwelcome advances requests for sexual favors, and other verbal and physical Sexual Harassment

conduct of a sexual nature becomes sexual harassment when submission to the conduct is tied to continued employment or advancement or when the behavior creates an intimidating, hostile, or offensive work environment.

Is a similar to a product brand except that it Employer Brand

promotes the organization as a great place to work, rather than promoting a specific product or service.

Are people who work for an organization, but not Contingent workers

on a permanent or full-time basis, including temporary placements, independent contractors, freelancers, and part-time employees.

Means using computers and telecommunications Telecommuting

equipment to perform work from home or another remote location.

Based on the notion of employability and personal Social Contract

responsibility rather than lifelong employment by an organization

Is a human resources approach in which the Matching Model

organization and the individual attempt to match each other's needs interests, and values.

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Human Resource Planning

Is the forecasting of HR needs and the projected matching of individuals with expected vacancies.

Activities or practices that define the characteristics Recruiting

of applicants to whom selection procedures are ultimately applied.

A systematic process of gathering and interpreting Job Analysis

information about the essential duties, tasks, and responsibilities of a job, as well as about the context within which the job is performed.

Job Description

A concise summary of the specific tasks and responsibilities of that job.

Outlines the knowledge, skills, education, physical Job specification

abilities, and other characteristics needed to perform a specific job adequately.

Managers use this in recruiting to give applicants all Realistic Job Previews

pertinent and realistic information, both positive and negative, about a job and the organization.

Is an arrangement whereby an intern usually a high school or college student, exchanges free or lowInternship

cost labor for the opportunity to explore whether a particular career is appealing or to gain valuable work experience in a particular field.

Is the process of assessing the skills, abilities, and Selection

other attributes of applicants in an attempt to determine the fit between the job and each applicant's characteristics.

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Is used to collect information about the applicant's Application Form

education, previous job experience, and other background characteristics.

Use a set of standardized questions that are asked Structured Interviews

of every applicant so comparisons can easily be made.

Biographical Interviews

Ask about the person's previous life and work experiences.

Which ask people to describe how they have Behavioral Interviews

performed a certain task or handled a particular problem.

Situational Interviews

Which require people to describe how they might handle a hypothetical situation.

The interviewer asks broad, open-ended questions Non-directive Interview

and permits the applicant to talk freely, with minimal interruption.

Panel Interviews

Employment Tests

Cognitive Ability Tests

The candidate meets with several interviewers who take turns asking questions.

Include cognitive ability test, physical ability tests, personality inventories, and other assessments.

Measure an applicant's thinking, reasoning, verbal, and mathematical abilities.

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Measure qualities such as strength, energy and endurance may be used for jobs such as delivery drivers who must lift heavy packages, electric line Physical Ability Tests

workers who must climb ladders and carry equipment, and other positions that involve physical tasks.

Assess such characteristics as openness to learning, Personality Tests

agreeableness, conscientiousness, creativity, and emotional stability.

Assessment Centers

Present a series of managerial situations to groups of applicants over a two- or three-day period.

Requires the applicant to play the role of a manager In-Basket-Simulation

who must decide how to respond to ten memos in his or her in-basket within a two hour period.

Work Sample Tests

Require an applicant to complete simulated tasks that are part of the desired job.

Used to test job candidates' ability to handle Extreme Interviewing

problems, cope with change, and work well with others.

Training and Development Programs

Development

Represent a planned effort by an organization to facilitate employees' learning of job-related skills and behaviors.

Sometimes distinguished from the general term training.

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An experienced employee is asked to take a new On-The-Job Training (OTJ)

employee "under his or her wing" and show the newcomer how to perform job duties.

Basically means learning informally from others by Social Learning

using social media tools, including mobile technologies, social networking, wikis and blogs, virtual games, and so forth.

Is an in-house training and education facility that offers broad-based learning opportunities for Corporate University

employees-and frequently for customers, suppliers, and strategic partners as well-throughout their careers.

Refers to observing and assessing employee Performance Appraisal

performance, recording the assessment, and providing feedback to the employee.

A process that uses multiple raters, including self360-Degree Feedback

rating, as a way to increases awareness of strengths and weaknesses and guide employee development.

Is a performance evaluation error that occurs when Stereotyping

a manager places an employee into a class or category based on one or a few traits or characteristics.

Occurs when a manager gives an employee the Halo Effect

same rating on all dimensions of the job, even though performance may be good on some dimensions and poor on others.

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Behaviorally Anchored Rating Scale (BARS)

Performance Review Ranking Systems

Which is a performance evaluation technique that relates an employee's performance to specific job related incidents.

Are increasingly being criticized because they tend to pit employees against one another rather than promoting cooperation and teamwork.

Refers to all monetary payments and all non Compensation

monetary goods or benefits used to reward employees.

Job-Based Pay

Which means linking compensation to the specific tasks an employe performs.

Are increasingly popular in both large and small Skill-Based Pay Systems

companies, Employees with higher skill levels receive higher pay than those with lower skill levels.

Skill based pay systems encourage people to Competency-Based Pay

develop their skills and competencies, thus making them more valuable to the organization, as well as more employable if they leave their current jobs.

Refers to the process of determining the value or Job Evaluation

worth of jobs within an organization through an examination of job content.

Show what other organizations pay incumbents in Wage and Salary Surveys

jobs that match a sample of key jobs selected by the organization.

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Means tying at least part of compensation to Pay-for-Performance

employee effort and performance, whether it be

(Incentive Pay)

through merit-based pay, bonuses, team incentives, or various gain-sharing or profit-sharing plans.

Refers to reducing the company's workforce Rightsizing (Downsizing)

intentionally to the point were the number of employees is deemed to be right for the company's current situation.

Exit Interview

An interview conducted with departing employees to determine why they are leaving the company.

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