NTD416 - Quiz 2 (Staffing)
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Created by:
gotjoosy on February 23, 2012
Subjects:
foodservice systems management, staffing
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35 terms
Terms | Definitions |
|---|---|
 definition | the recruitment, selection, orientation, training and development of people who will be most effective in helping the organization meet its goals |
| characteristics | performed continuously, primarily by personnel department; line managers responsible for taining and development |
| steps | pre staffing: organizational objectives and policies, human resource planning (1) recruitment and selection (2) orientation, training and development; post staffing: performance appraisal + compensation; work force maintenance feeds into all of these |
| steps: recruitment and selection | developing a pool of job applicants, evaluating and choosing among them |
| steps: orientation, training, development | processes designed first to acquaint newcomers with the organization, its goals, and policies, and to inform them of their responsibilities; later, training is designed to improve job skills and development prepares employees for increased responsibilities |
| human resource planning + job analyses involve: | forecasting (determines number, type and qualifications of individuals who will be needed; guided by benchmarks/indices), analysis of labor market conditions (applicant pool) |
| organizations can recruit people in 2 ways: | internal vs. external supply |
| federal laws affecting equal employment opportunity: equal pay | 1963; equal pay for equal work regardless of gender |
| federal laws affecting equal employment opportunity: title vii of the civil rights act | 1964: forbids discrimination on the basis of race, color, religion, gender or national origin; discrimination invlves either favorable or unfavorable actions. includes sexual harassment |
| federal laws affecting equal employment opportunity: age discrimination in employment | 1967: forbids discrimination against employees 40-69 years of age |
| federal laws affecting equal employment opportunity: equal employment opportunity | (part of civil rights act); 1972; extends coverage of title vii to include government employees, higher education faculty and other employers and employees |
| federal laws affecting equal employment opportunity: pregnancy discrimination | 1978; broadens gender discrimination to include pregnancy, childbirth, or related medical conditions |
| federal laws affecting equal employment opportunity: americans with disabilities | 1990: prohibits discrimination against persons with physical or mental disabilities or the chronically ill |
| federal laws affecting equal employment opportunity: family and medical leave | 1993: gives employees up to 12 weeks unpaid and job-protected leave per year for themselves or a spouce, parent, or child with a serious health condition |
| federal laws affecting equal employment opportunity: others to be aware of | immigration reform and control act, worker adjustment and retraining act, uniformed services employment and reemploymnet rights act, health insurance protability and accountability act (HIPAA) |
| sexual harassment | within civil rights act; involves sexually oriented annoyances (staring, gesturing, touching, joking, pressures for dates/intimacy); often unreported but unlawful under certain conditions (requires submission to sexual advances as a condition of employment, part of employment decisions, causes interruption of or interference with performance of duties or creates an offensive working environment |
| sexual harassment: the types | quid pro quo (superior demands sexual favors for a job benefit or threatens negative consequences of not following through) vs. hostile work environment (imposes liability on the employer if the workplace is rendered offensive by acts of sexual harassment that the employer knew about or should have known about) |
| immigration reform and control act | refers to the I-9 form |
| americans with disabilities act | defines into 3 categories: physical/mental impairment that substantially limits one or more major life activities; record of impairment but recovered or are recovering; regarded by others as having an impairment; also protects people associated with these groups |
| affirmative action | a conscious and proactive effort by organizations with government contracts to ensure employment of qualified minorities and women in proportion to their representation in that organization's relevant labor market |
| recruitment | the process of attempting to locate and encourage potential applicants to apply for existing or anticipated job openings; can be internal or external |
| selection | the process that follows recruitment and encompasses a comparison of applicant skills, knowledge, and education with job requirements that are identified in the job specification; (1) application & screening (2) background & reference checks (3) interviewing (4) hiring (5) physical examination |
| there are ___ types of interviews: | 2: structured (specific questions asked of all interviewees), unstructured (questions asked based on importance of situations; not uniform for all applicants) |
| hiring | make a concerted effort to take minority candidates; consider equal employment opportunity law and affirmative action; includes physical examination |
| orientation | the formal process of familiarizing new employees with the organization, job and work unit; designed to provide new employees with information needed to function comfortably and effectively |
| training | the teaching of technical skills to employees to help the organization meet its goals; responsibility of all managers; can be on or off the job |
| on vs. off the job training | job rotation (work on a series of jobs over time to learn a variety of skills), internships, apprenticeships vs. taking place outside of work place and sometimes work day (lab experiences, case studies, role playing, seminars, lectures, films, etc.) |
| development | programs designed to improve employees' technical, human and conceptual skills once working there |
| staffing | the determination of the appropriate number of employees needed by the operation for the work that has to be accomplished |
| scheduling | having the correct number of workers on duty at any given time |
| temporary vs. leasing employees | short vs. long term; less control vs. more control; more expensive vs. less expensive (less vs. more work/effort required by company, more vs. less work/effort required by renting/leasing company) |
| meal equivalents | 6 snack/supplement servings = 1 meal (/meal equivalent) |
| approximately ___ employees are necessary for everyday coverage of full-time positions | 1.55 |
| full time equivalents | how many employees you would need if they were all to work full time (add up all labor hours and divide by 8) |
| determining labor hours + meals/labor hour | multiply each position by how many hours it works, add them together to get labor hours; divide into total meals per day to get meals/labor hour |
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