Chapter 6: Managing Human Resources / Staffing

Vocabulary practice flashcards generated from lecture materials on Managing Human Resources (Chapter 6).

High-Performance Work Practices

Work practices that lead to both high individual and high organizational performance by involving employees, improving their skills, increasing motivation, and enhancing retention of quality employees.

Human Resource Management (HRM) Process

An eight-activity process designed to identify and select competent employees, provide them with up-to-date knowledge and skills, and retain high-performing workers.

Human Resource Planning

The process by which managers ensure that they have the right number and kinds of capable people in the right places and at the right times to avoid sudden people shortages and surpluses.

Job Analysis

An assessment that defines a job and the specific behaviors, minimal knowledge, skills, and abilities necessary to adequately perform it.

Job Description

A written statement describing a job, typically including job content, environment, and conditions of employment.

Job Specification

A written statement stating the minimum qualifications, knowledge, skills, and attitudes that a person must possess to successfully perform a given job.

Recruitment

The process of locating, identifying, and attracting capable job applicants using information gathered through job analysis.

Recruiting Sources

Various channels used to find potential job candidates, including internet, employee referrals, company websites, college recruiting, and professional recruiting organizations.

Decruitment

Techniques used to reduce an organization's workforce when HR planning indicates a surplus of employees.

Selection

The process of screening job applicants to determine who is best qualified for the position and predicting applicant success.

Selection Decision Outcomes

The four potential outcomes of a selection decision: correct acceptance, correct rejection, reject error, and accept error.

Reject Error

A selection decision error made when an applicant who would have performed successfully on the job is rejected during screening.

Accept Error

A selection decision error made when an applicant who ultimately performs poorly on the job is hired.

Validity

A characteristic of a selection device showing a proven relationship between the selection tool and a relevant job performance criterion.

Reliability

The degree to which a selection device measures the same characteristic consistently over time for any individual.

Selection Tools

Methods used to evaluate and screen job applicants, such as application forms, written tests, performance-simulation tests, interviews, background investigations, and physical exams.

Realistic Job Preview (RJP)

A selection approach that provides an applicant with both positive and negative information about the job and company to build realistic expectations and lower turnover.

Work Unit Orientation

An orientation that familiarizes the new employee with the goals of their specific work unit, clarifies job contributions, and introduces new coworkers.

Organization Orientation

An orientation that informs a new employee about the company's goals, history, philosophy, procedures, rules, and relevant HR policies.

Types of Training

Classifications of employee training, encompassing general skills (e.g., communication, computer systems, management) and specific skills (e.g., safety, ethics, customer education).

Training Methods

Traditional and technology-based formats used to deliver training, such as on-the-job training, job rotation, mentoring, classroom lectures, e-learning, and podcasts.

Performance Management System

A process that establishes performance standards used to evaluate whether employees are performing their jobs efficiently and effectively.

Performance Appraisal Methods

Evaluative techniques used to assess employee work performance, including written essays, critical incidents, graphic rating scales, BARS, multiperson comparisons, MBO, and 360-degree appraisals.

Level of Compensation and Benefits

The total financial and non-financial rewards given to employees, determined by factors such as employee tenure, job type, company size, profitability, location, and unionization.

Skill-Based Pay

A compensation system that rewards employees for the job skills and competencies they demonstrate rather than their job title.

Variable Pay

A compensation system in which an individual's pay is contingent on performance metrics.

Downsizing

The planned elimination of jobs in an organization due to economic downturns, declining market share, aggressive growth, or poorly managed operations.

Tips for Managing Downsizing

Management practices designed to ease trauma for laid-off employees and survivors, such as open communication, providing support counseling, and boosting morale.

Sexual Harassment

Any unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual's employment, performance, or work environment.

Presenteeism

A state in which employees are present at work but fail to perform at full capacity, often due to health or mobility issues.