Human Resource Management: Key Terms and Concepts, Quizzes of Human Resource Management

Download Human Resource Management: Key Terms and Concepts and more Quizzes Human Resource Management in PDF only on Docsity! TERM 1 HRM DEFINITION 1 Refers to policies, practices and systems that influence employees' behaviors, attitudes, and performance.The management of the employee relationship for the good of the organization, the employees, and society. TERM 2 Job Analysis DEFINITION 2 Work analysis; job design, job descriptions TERM 3 Recruiting & Selection DEFINITION 3 Job postings, interviewing, testing, coordinating use of temporary labor. TERM 4 Compensation DEFINITION 4 Wage and salary administration; incentive pay; insurance; retirement plans; profit sharing; stock plans. TERM 5 Performance Management DEFINITION 5 Preparation and administration of performance appraisals; discipline. TERM 6 Compliance with laws DEFINITION 6 Policies to ensure lawful behavior; reporting; posting information; safety inspections; accessibility accommodations. TERM 7 Traditional HRM DEFINITION 7 Manage employee recordsProcess sick & FMLA requestsBenefit enrollmentTraining administration & record keepingPayroll TERM 8 Contemporary HRM DEFINITION 8 Strategic business partneringPractice developmentCore administrative rolesDevelopment of employeesVoice of employees TERM 9 Change in the Labor Force DEFINITION 9 An aging workforceA diverse workforceSkill deficiencies of the Workforce TERM 10 Skill Deficiencies in Workforce DEFINITION 10 Use of computers to do routine tasks has changed the kinds of skills needed by employees.It is much more important to have a college degree now.U.S. production jobs require intelligence and skills as much as strength. TERM 21 Simple (1-5) or Alternation (1 then 10) Ranking DEFINITION 21 Advantage: easy to assign rewardsDisadvantage:1. sometimes difficult to rank employees, especially those who perform similarly2. lack of concrete guidance (can be biased) TERM 22 Forced Distribution: X% high, X% medium, X% low DEFINITION 22 Advantage:1. easy to assign rewards, 2. can let employee's know their standingsDisadvantage:1. may be unfair to marginal performers2. not suitable for small firms TERM 23 Attribute Approach DEFINITION 23 Focuses on the extent to which individuals have certain attributes or competencies believed desirable for their company's success.Graphic Rating Scale TERM 24 Graphic Rating Scale (scaled rating; absolute) (*1-5&performance dimensions*) DEFINITION 24 Advantage:1. easy to use2. easy to compare employees' scores3. cheap4. opportunity to tap multiple dimensionsDisadvantage:1. subjective ratings by supervisor on some criteria (might lack reliability & validity)2. hard to defend legally 3. anchors are ill defined TERM 25 Behavioral Approach DEFINITION 25 Purpose is to identify the important behaviors for effective performance.Critical IncidentsBARS TERM 26 Results Approach DEFINITION 26 Focuses on managing the objective, measurable results of a job or work group. Results are what's importantManagement by Objective (MBO) TERM 27 (MBO) Management by Objectives DEFINITION 27 Writing specific, difficult, and achievable goals/expectations.Advantage: eliminate subjectivityDisadvantage: may be more suitable to team work or project-based evaluations (there has to be a progression) TERM 28 Sources for Performance Information (1. Supervisors/Managers) DEFINITION 28 **Most often used source**Advantage: the group that knows the best; they have the best vantage pointDisadvantage:1. biased by liking/disliking2. opportunities to observe actual performance varies3. self interests/politics TERM 29 Sources for Performance Information (2. Peers) DEFINITION 29 Advantage:1. high opportunity to observe2. they know the job well3. good for developmentDisadvantage:1. biased by liking/disliking2. may lower others' ratings to make themselves look good TERM 30 Sources for Performance Information (3. Subordinates) DEFINITION 30 **Usually for development purposes only**Disadvantage:1. again biased by liking/disliking2. gives employees power over managers TERM 31 Sources for Performance Information (4. Self) DEFINITION 31 Advantage:1. developmental (strengths&weaknesses)2. More involvementDisadvantage:1. self-serving bias2. leads to inflating score TERM 32 Sources for Performance Information (5. Customers) DEFINITION 32 Advantage:1. quite fair (for some jobs)Disadvantage:1. burden for customers2. expensive TERM 33 Strategic Congruence DEFINITION 33 Extent to which the performance management system elicits job performance that is constant with the organization's strategy, goals, and culture. TERM 34 Validity DEFINITION 34 Extent to which a performance measure assess all the relevant- and only the relevant- aspects of job performance. TERM 35 Reliability DEFINITION 35 Consistency of a performance measure; degree to which a performance measure is free from random error.