 | Term | Definition |
| |
employee orientation |
the activity that introduces new employees to the organization; to fellow employees; to their immediate supervisors; and to the policies, practices, and objectives of the firm |
| |
human resource management |
the process of determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating and schedule employees to achieve organizational goals |
| |
job analysis |
a study of what is done by employees who hold various job titles |
| |
job description |
a summary of the objectives of a job, the type of work to be done, the responsibilites and duties, the working conditions, and the relationship of the job to other functions |
| |
job specifications |
a written summary of the minimum qualifications required of workers to do a particular job |
| |
on-the-job training |
training in which the employee immediately begins his or her tasks and learns by doing, or watches others for a while and then imitates them, all right at the workplace |
| |
recruitment |
the set of activities used to obtain a sufficient number of the right people at the right time |
| |
selection |
the process of gathering information and deciding who should be hired, under legal guidlines, for the best interests of the individual and organization |
| |
training and development |
all attempts to improve productivity by increasing an employees ability to perform. training focuses on short-term skills, whereas development focuses on long-term abilities |
| |
apprentice programs |
training programs involving a period during which a learner works alongside an experienced employee to master the skills procedures of a craft |
| |
off-the-job training |
training that occurs away from the workplace and consists of internal or external programs to develop any of a variety of skills or to foster personal development |
| |
online training |
training programs in which employees "attend" classes via the internet |
| |
vestibule training |
training done in schools where employees are taught on equipment similar to that used on the job |
| |
job simulation |
the use of equipment that duplicates job conditions and tasks so that trainees can learn skills before attempting them on the job |
| |
management development |
the process of training and educating employeess to become good managers, and then monitoring the progress of their managerial skills over time |
| |
networking |
the process of establishing and maintaing contacts with key managers in one's own organizations and useing those contacts to weave strong relationships that serve as informal development systems |
| |
mentor |
an experienced employee who supervises, coaches, and guides lower-level employees by introducing them to the right people and generally being their organizational sponser |
| |
fringe benefits |
benefits such as sick-leave pay, vacation pay, pension plans, and health plans that represent additional compensation to employees beyond base wages |
| |
cafeteria-style fringe benefits |
fringe benefits plan that allows employees to choose the benefits they want up to a certain dollar amount |
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flextime plan |
work schedule that gives employees some freedom to choose when to work, as long as they work the required number of hours |
| |
core time |
in a flextime plan, the period when all employees are expected to be at their job stations |
| |
compressed workweek |
work schedule that allows an employee to work a full number of hours per week but in fewer days |
| |
job sharing |
an arrangement whereby two part-time employees share one full-time job |
| |
affirmative action |
employment activities designed to "right past wrongs" by increasing opportunities for minorities and women |
| |
reverse discrimination |
discrimination against whites or males in hiring or promting |
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