Chapter 7: High-Performance Work Systems

A set of flashcards covering key concepts from Chapter 7 on high-performance work systems and related topics.

Employer attractiveness

Envisioned benefits that a potential employee sees in working for a specific organization.

Qualifications

A job applicant's knowledge, abilities, skills, and other characteristics.

Validated selection tools

Tools that have been shown to predict various aspects of performance.

Job application

Requests information about candidates' work experiences and education, along with a list of references.

Intelligence test

Assesses a candidate's cognitive skills.

Personality test

Assesses factors such as conscientiousness, extraversion, openness to experience, emotional stability, emotional intelligence, entitlement, narcissism, and agreeableness.

Structured interviews

All applicants are asked the same job-related questions.

Unstructured interviews

Interviews where managers create their own questions for each candidate.

Semi-structured interviews

A combination of structured and unstructured interview questions.

Legally defensible

Ensures that the appraisal awarded to the employee can be demanded in the court of law.

360-Degree performance appraisals

Include the ratings from two or more raters.

Incentive

A way to motivate an employee for the good services provided.

Lump-sum payment

An amount of money that does not change no matter how many hours are worked.

Piece-rate payment

Amount of money paid for every unit of the good or service produced.

Employment contract

An agreement between a business and an employee, specifying compensation for the provision of goods or services.

High-performance work systems (HPWS)

Strategies that positively impact the bottom line by maximizing the efficient use of available resources.

Factors of production

Land, labor, capital, and expertise considered in economics.

Employer attractiveness factors

Include compensation, location, intellectual challenge, company culture, reputation, corporate social responsibility, and brand perception.

Retaining the Best Talent

Involves legally defensible performance evaluations that are objective, unbiased, reliable, and valid.

Developing compensation packages

Consideration of external factors such as benchmarking and competition.