MGT 422 - Exam 2 Vocab

MGT 422 - JSU - Exam 2 Vocab

Forecasting

The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be future labor shortages or surpluses.

leading indicator

An objective measure that accurately predicts future labor demand.

transitional matrix

A matrix showing the proportion or number of employees in different job categories at different times.

downsizing

The planned elimination of large numbers of personnel, designed to enhance organizational effectiveness.

outsourcing

An organization’s use of an outside organization for a broad set of services.

offshoring

A special case of outsourcing, in which the jobs that move leave one country and go to another.

workforce utilization review

A comparison of the proportion of workers in protected subgroups with the proportion that each subgroup represents in the relevant labor market.

human resource recruitment

The practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees.

due process policies

Policies by which a company formally lays out the steps an employee can take to appeal a termination decision.

Employment-at-will policies

Policies stating that either an employer or an employee can terminate the employment relationship at any time, regardless of cause.

direct applicants

People who apply for a job vacancy without prompting from the organization.

referrals

People who are prompted to apply for a job by someone within the organization.

liftout

the practice of trying to recruit a whole team of people

reliability

The consistency of a performance measure; the degree to which a performance measure is free from random error.

validity

The extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance.

Criterion-related validity

A method of establishing the validity of a personnel selection method by showing a substantial correlation between test scores and job-performance scores.

Predictive validation

A criterion-related validity study that seeks to establish an empirical relationship between applicants’ test scores and their eventual performance on the job.

Concurrent validation

A criterion-related validity study in which a test is administered to all the people currently in a job and then incumbents’ scores are correlated with existing measures of their performance on the job.

utility

The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in real organizations.

situational interview

An interview procedure where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job.

cognitive ability tests

Tests that include three dimensions: verbal comprehension, quantitative ability, and reasoning ability.

verbal comprehension

Refers to a person’s capacity to understand and use written and spoken language.

Quantitative ability

Refers to the speed and accuracy with which one can solve arithmetic problems of all kinds.

Reasoning ability

Refers to a person’s capacity to invent solutions to many diverse problems

question harvesting

captures the process whereby test takers used advanced technology to download questions or capture images of questions with cameras or other devices to tell future test takers the questions

assessment center

A process in which multiple raters evaluate employees’ performance on a number of exercises.

continuous learning

A learning system that requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job, and share what they have learned with other employees.

training

A planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees.

formal training

Training and development programs and courses that are developed and organized by the company.

Informal learning

Learning that is learner initiated, involves action and doing, is motivated by an intent to develop, and does not occur in a formal learning setting.

explicit knowledge

Knowledge that is well documented and easily transferred to other persons.

tacit knowledge

Knowledge based on personal experience that is difficult to codify.

Knowledge management

The process of enhancing company performance by designing and using tools, systems, and cultures to improve creation, sharing, and use of knowledge.

training design process

A systematic approach for developing training programs.

needs assessment

The process used to determine if training is necessary.

Organizational analysis

A process for determining the business appropriateness of training.

person analysis

A process for determining whether employees need training, who needs training, and whether employees are ready for training.

task analysis

The process of identifying the tasks, knowledge, skills, and behaviors that need to be emphasized in training.

task

A statement of an employees work activity within a specific job

job

A specific position requiring the completion of specific tasks

Readiness for training

Employee characteristics that provide them with the desire, energy, and focus necessary to learn from training.

motivation to learn

The desire of the trainee to learn the content of a training program.

microlearning

Training delivered in small pieces or chunks designed to engage trainees, motivate them to learn, and help facilitate retention.

transfer of training

The use of knowledge, skills, and behaviors learned in training on the job.

manager support

The degree to which trainees’ managers emphasize the importance of attending training programs and stress the application of training content to the job.

action plan

A document summarizing what the trainee and manager will do to ensure that training transfers to the job.

support network

Trainees who meet to discuss their progress in using learned capabilities on the job.

Opportunity to perform

The trainee is provided with or actively seeks experience using newly learned knowledge, skills, or behavior.

Performance support systems

Computer applications that can provide (as requested) skills training, information access, and expert advice.

Communities of practice

Groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished.

presentation methods

Training methods in which trainees are passive recipients of information.

Webconferencing

Instruction that is provided online through live broadcasts.

virtual classroom

Using a computer and the Internet to distribute instructor-led training to geographically dispersed employees.

hands-on-method

Training methods that require the trainee to be actively involved in learning.

On-the-job training (OJT)

Peers or managers training new or inexperienced employees who learn the job by observation, understanding, and imitation.

Apprenticeship

A work-study training method with both on-the-job and classroom training.

internship

On-the-job learning sponsored by an educational institution, or part of an academic program.

simulation

A training method that represents a real-life situation, allowing trainees to see the outcomes of their decisions in an artificial environment.

virtual reality

Computer-based technology that provides trainees with a three-dimensional learning experience. Trainees operate in a simulated environment that responds to their behaviors and reactions.

Augmented reality (AR)

A training method in which trainees see the physical world around them but their view includes virtual media.

serious games

Games in which the training content is turned into a game but has business objectives.

E-learning

Instruction and delivery of training by computers through the Internet or company intranet.

Massive open online courses (MOOCs)

Online learning designed to enroll large numbers of learners who have access to the Internet and composed of interactive coursework including video lectures, discussion groups, wikis, and assessment quizzes.

mobile learning

Training that provides trainees with anytime and anywhere access to instructional resources through a mobile device such as a smartphone, notebook computer, iPad, or even wearables such as Google Glasses.

blended learning

Delivering content and instruction with a combination of technology-based and face-to-face methods.

Learning management system (LMS)

Technology platform that automates the administration, development, and delivery of a company’s training program.

Group- or team-building methods

Training methods that help trainees share ideas and experiences, build group identity, understand the dynamics of interpersonal relationships, and get to know their own strengths and weaknesses and those of their co-workers.

Experiential programs

Training programs in which trainees gain knowledge and theory, participate in behavioral simulations, analyze the activity, and connect the theory and activity with on-the-job situations.

adventure learning

Learning focused on the development of teamwork and leadership skills by using structured outdoor activities.

Cross-training

Training in which team members understand and practice each other’s skills so that members are prepared to step in and take another member’s place should he or she temporarily or permanently leave the team.

Coordination training

Training a team in how to share information and decision-making responsibilities to maximize team performance.

team leader training

Training of the team manager or facilitator.

action learning

Training in which teams work on an actual business problem, commit to an action plan, and are accountable for carrying out the plan.

training outcomes

A way to evaluate the effectiveness of a training program based on cognitive, skill-based, affective, and results outcomes.

return on investment (ROI)

Refers to the estimated dollar return from each dollar invested in learning.

Cross-cultural preparation

The process of educating employees (and their families) who are given an assignment in a foreign country.

Repatriation

The preparation of expatriates for return to the parent company and country from a foreign assignment.

Managing diversity, equity, and inclusion

Involves creating an environment that allows all employees to contribute to organizational goals, feel a sense of belongingness and being fairly treated, and experience personal growth.

diversity training

Refers to learning efforts that are designed to change employees’ attitudes about diversity and/or develop skills needed to work with a diverse workforce.

Unconscious bias

A judgment outside of our consciousness that affects decisions based on background, culture, and personal experience.

ally training

Training that encourages employees to have conversations about difficult topics and perspectives without fear of blame or shame.

onboarding

Refers to the process of helping new hires adjust to social and performance aspects of their new jobs.

performance management

The means through which managers ensure that employees’ activities and outcomes are congruent with the organization’s goals.

Performance appraisal

The process through which an organization gets information on how well an employee is doing his or her job.

performance feedback

The process of providing employees information regarding their performance effectiveness.

Continuous performance management process

An approach that encourages ongoing conversations between managers, their direct reports, and teams focused on work progress, providing feedback, accomplishment and necessary adjustment of goals, and development needs.

Strategic congruence

The extent to which the performance management system elicits job performance that is consistent with the organization’s strategy, goals, and culture.

validity

The extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance.

Reliability

The consistency of a performance measure; the degree to which a performance measure is free from random error.

Acceptability

The extent to which a performance measure is deemed to be satisfactory or adequate by those who use it.

Specificity

The extent to which a performance measure gives detailed guidance to employees about what is expected of them and how they can meet these expectations.

simple ranking

Requires managers to rank those in their department from highest performer to lowest performer

forced distribution

Employees are ranked in groups

alternation ranking

When employees are listed and the manager start marking employees out starting with the best one

paired comparison

Requires managers to compare employees with every other employee in the group

graphic rating scale

List of traits are graded using a 5 point rating scale

Behaviorally Anchored Rating Scale (BARS)

a performance evaluation method that uses specific, observable behaviors to rate employee performance, linking each rating to concrete examples of behavior, rather than relying on vague or subjective traits

mixed standard scales

a behavior-based rating procedure used in employee evaluation where raters are presented with examples of good, average, and poor behaviors, and asked to rate the employee's performance as better than, the same as, or poorer than the described behaviors