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Human Resource Management
Terms in this set (59)
securing new employees
labor population available hire
supply pool from which employers pull from
In terms of internal and external recruiting, what kind of recruiting might produce the best results overall and why?
Internal, generally know more experience
What are passive job applicants?
People not looking for jobs, but applying
What is rerecruiting?
hiring back past employees
Why is it important to define exactly who is an applicant and who is not?
legal- have to report information to EEO and affirmative action
In the recruiting process, what is meant by P/E fit? Do mention the other components that are a part of this
Person Environment Fit
organization, group, job
What is the best predictor of future behavior?
Name two purposes of the application
applicants desire for job
interviewer a profile for interview
according to the EEOC, an organization should retain all applications and hiring-related documents and records for
why are work sample tests among the most the most valid to administer
they are objective due to relevance of the job
what is the succession planning?
planning for the future job opening by developing individuals to fill the spot
what is meant by HIPos
high potential person
what is another word for "soft" skills?
Give an example of "hard" skills
What is onboarding?
a holistic approach to leveraging and building human capital. Connecting multiple processes such as performance management, training and development, succession planning, and career management helps organizations to maximize HR practices.
integrated talent management
Benefits to succession planning
1. having a supply of highly qualified individuals for future job openings
2. provide career opportunities and plans for individuals, which helps retention and performance motivation.
traditional career perspective
career success is represented by tangible things like title, money, power, and status
contemporary career perspective
career success is measured in terms of intrinsic satisfaction that comes from doing challenging work that increases the individual skills and competencies
a process whereby an individual makes conscious career plans to achieve self-fulfillment
What is trending?
1. The mass retirement of baby boomers
2. Business Intelligence systems
3. Social Sourcing
the process of picking the best supplier of talent
Who are passive job candidates
person who is not looking for a job but open if an opportunity presents itself
what kind of technology may be used in the recruitment process other than social media and networking
E-video and recruiting
there are legal considering internet recruiting. Name a few other concerns
How do you protect protected characteristics.
advantages to using technology for recruiting
large pool of applicants
what are some disadvantages of using technology for recruiting
maybe software is expensive
are applicants qualified
name several internal recruiting methods
database of current employees
several external recruiting methods
name some ways of evaluating the recruiting process
manager and applicants should evaluate
look at number of applicants, how long it took to find someone and cost
what is trending in selecting HR
1. increased legal oversight of selection process
2. readily accessible "free-range" data
3. automated pre-screening
4. higher qualified data regarding performance
Characteristic that a person must possess to successfully perform work
what constitutes good job performance
quantity and quality of work, compatibility with others, presence at work, length of service, flexibility
what does it take for a person to achieve good job performance
selection criteria, abilities, knowledge, skills, and innovation
what can be seen or measured to predict the selection criteria
measured predictors of selection criteria
What is trending in training HR
1. mass retirement with baby boomers
2. temporary workers
3. software will track success of recruiting
4. social sourcing will help employees connect via online communities
Walt Disney company exemplifies how to use training strategically. Explain how they were able to create sustainability through the Character Animation Program World.
Keeping retired animators to train new ones
training must align with the company goals and contribute to the achievement of key performance indicators; it must produce positive results. true
investment training is significant. Training costs typically make up about _____ percent of the cost of payroll
Mandatory and compliance training is the number two kind of training that companies provide employees. T/F
When considering whom to select for training, organizations need to be careful. Why?
should be job related, careful not to be discriminatory
Some organizations require employees to sign training contracts. Explain
Employees have to stay a certain amount of time or else they have to pay back training costs
The department of Labor has ruled that _____ employees who are training outside normal working hours must be compensated for their time.
There are federal laws that require companies to train their employees. Occupational Safety and Health Administration (OSHA) has extensive mandates for employee _______ training.
_____laws strongly urge employers to provide training regarding harassment prevention, diversity, and inclusion...
legally required training
complies with various mandated legal requirements (OSHA and EEO) and is given to all employees upon hire along with periodic refreshers
basic and remedial skills training
provides foundation skills that new employees may look
job and technical training
enables employees to perform their jobs better (product knowledge)
orienting new employees is essential to prepare on the job as quickly as possible.
on boarding, the most important and widely conducted type of regular training provided for new employees
the planned introduction of new employees to their jobs, coworkers, and the organization.
Key purposes of an effective orientation
1. provides organization and job info
2. enhances interpersonal acceptance by coworkers and builds the new employee's network of resources
3. ensures that employees performance and productivity begins more quickly
important when providing training opportunities
learner characteristics are
1. ability to learn
2. motivation to learn
4. perceived utility/value
5. learning styles
instructional strategies when designing training
1. practice/feedback: practice what they learned on how to improve
2. overlearning: repeated practice to instill "muscle memory" to reduce amount of thinking
3. behavioral modeling: copying someone else's behavior
4. error-based examples: what can go wrong when they don't use the training
5. reinforcement and immediate confirmation: repeat responses to avoid actions with negative consequences and learning by getting reinforcement and feedback as soon as possible
training should be designed for immediate use. However, the amount of training that effectively gets transferred tot he job is estimated to be relatively low, especially given all the time and money spent on training. T/F
effective transfer of training meets two conditions:
1. the trainees can take the material learned in training and apply it to the job context in which they work
2. employees maintain their use of the learned material over time
one of the most consistent factors in training transfer is their support new trainees receive from their supervisors and peers to use their new skills when they return to the job. T/F
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