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Chapter 11- Human Resource Management
Terms in this set (37)
Human Resource Management
The process of determining human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals.
Those who have more skills or knowledge than their current jobs require or those with part-time jobs who want to work full time
Employment activities designed to "right past wrongs" by increasing opportunities for minorities and women.
Discrimination against the majority group.
Equal Employment Opportunity Commission (EEOC)
Founded by the Civil Rights Act
Equal Employment Opportunity Act (EEOA)
An amendment to Title VII of the Civil Rights act giving the EEOC the power to issue guidelines for acceptable employer conduct in administering equal employment opportunity.
Civil Rights act of 1991
Amendment to Title VII of the Civil Rights Act of 1964 so that victims of discrimination can seek punitive damages.
Office of Fereal Contract Compliance Programs (OFCCP)
Ensures That employers comply with nondiscrimination and affirmative action laws and regulations when doing business with Federal government
Treating people according to their specific needs.
Age Discrimination in Employment Act of 1967 (ADEA)
Protect individuals 40 or older from employment and workplace discrimination and is enforced by the EEOC
Americans with Disabilities Act of 1990 (ADA)
Requires employers to give applicants with physical or mental disabilities the same consideration for employment as people without disabilities.
Human Recource Planning steps
1. Preparing a human resource inventory of the organization's employees.
2. Preparing a job analysis.
3. Assessing future human resource demand.
4. Assessing future labor supply
5. Establishing a strategic plan.
A study of what employees do who hold various job titles.
A summary of the objectives of a job, the type of work to be done, the responsibilities and duties, the working conditions and the relationship of the job to other functions.
A written summary of the minimum qualifications required of workers to do a particular job.
The set of activities used to obtain a sufficient number of the right employees at the right time.
The process of gathering information and deciding who should be hired, under legal guidelines, to serve the best interests of the individual and the organization.
1. Obtaining complete application forms.
2. Conducting initial and follow-up interviews.
3. Giving employment tests.
4. Conducting background investigations'
5. Results from physical exams
6. Establishing probationary periods
Employees that include part-time workers, temporary workers, seasonal workers...etc
Training and Development
All attempts to improve productivity by increasing an employee's ability to perform. Training focuses on short-term skills, whereas development focuses on long-term abilities.
The activity that introduces new employees to the organization.
Training at the workplace that lets the employee learn by doing or y watching others for a while and then imitating them.
Training programs during which a learner works alongside an experienced employee to master the skills and procedures of a craft
Internal or external training programs away from the workplace that develop any of a variety of skills or foster.
Training programs in which employees compete class via the internet.
Training done in schools where employees are taught on equipment similar to that used on the job.
The use of equipment that duplicates job conditions and tasks so trainees can learn skills before attempting them on the job.
The process of training and educating employees to become good managers and monitoring the progress of their managerial skills over time.
The process of establishing and maintaining contact with key manager in your own organizations.
An experienced employee who supervises, coaches and guides lower-level employees by introducing them to the right people and generally being their organizational sponsor.
An evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training or termination.
Performance Appraisal steps
1. Establishing a performance standards
2. Communicating those standards
3. Evaluating performance
4. Discussing results with employees
5. Taking corrective action.
6. Using the results to make decisions
Rewards the growth of both the individual and the team
Base bonuses on improvements over previous performance.
Benefits such as sick-leave pay, vacation pay, pension plans and health plans that represent additional compensation beyond base wages.
Help workers maintain the balance between work and family life.
Cafeteria-style fringe Benefits
Plan that allows employees to choose the benefits they want up to a certain dollar amount.
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