Human Resources Management

These flashcards cover key concepts in Human Resources Management, focusing on recruitment, selection, performance appraisal, motivation theories, and team dynamics.

Human Resources (HR)

The department responsible for planning, attracting, selecting, training, compensating, and retaining employees.

Recruitment

The process of attracting candidates to fill job vacancies, can be internal (referrals) or external (job fairs, online platforms).

Selection Process

The method used to identify the best candidates, including initial selection, substantive selection, and contingent selection.

Substantive Selection

Includes written tests, performance simulations, and various types of interviews to assess candidate suitability.

Compensation

The combination of base pay, incentives, and benefits provided to employees as remuneration for their work.

Performance Appraisal

A systematic evaluation of employee performance for decisions on promotion, training needs, and merit pay.

EEOC Laws

Laws ensuring workplace discrimination is addressed and prevented within employment practices.

Disparate Treatment

Intentional discrimination against individuals in a protected class.

Adverse Impact

Policies or practices that seem neutral but disproportionately disadvantage a protected group.

Sexual Harassment

Inappropriate behavior of a sexual nature at the workplace, including Quid pro quo and hostile work environment.

Personality

Stable psychological traits and behavioral attributes associated with a person.

Myers-Briggs Type Indicator (MBTI)

A personality framework that categorizes individuals into 16 types based on four dichotomies.

Big Five Personality Traits

A model identifying five key traits that influence behavior: conscientiousness, emotional stability, extraversion, openness, and agreeableness.

Values vs. Attitudes

Values are abstract ideals guiding behavior, while attitudes are specific beliefs and feelings about things.

Cognitive Dissonance Theory

A psychological theory suggesting discomfort arises when behavior is inconsistent with beliefs, leading to adjustments.

Job Satisfaction

A positive emotional state resulting from the appraisal of one's job experiences, affected by factors like work conditions.

Employee Engagement

The emotional commitment an employee has to their organization, affecting their performance and morale.

Organizational Commitment

The psychological attachment of an employee to their organization, often leading to lower turnover.

Perception & Distortions

Cognitive biases that affect how individuals perceive and interpret information in social settings.

Motivation

The internal drive that compels an individual to act to meet their needs.

Maslow’s Hierarchy of Needs

A motivational theory comprising five levels of human needs: physiological, safety, social, esteem, and self-actualization.

McClelland’s Acquired Needs Theory

A theory positing that individuals acquire needs from their life experiences, primarily achievement, affiliation, and power.

Self-Determination Theory

A theory that emphasizes the importance of autonomy, competence, and relatedness in fostering intrinsic motivation.

Herzberg’s Two-Factor Theory

A motivation theory differentiating between hygiene factors that prevent dissatisfaction and motivators that create satisfaction.

Equity Theory

A theory stating that people assess fairness in their work outcomes relative to their inputs compared to others.

Expectancy Theory

A motivational theory proposing that individuals are motivated when they believe their effort will lead to performance and rewards.

Groups vs. Teams

A group is two or more people sharing norms and goals; a team is a group with complementary skills and mutual accountability.

Social Loafing

A phenomenon where individuals exert less effort when working in a group compared to working alone.

Team Development Stages

The five stages of team development: forming, storming, norming, performing, and adjourning.