CHAPTER 12

* human capital = the economic value of people with job-relevant abilities, knowledge, ideas and energies and commitments.

* human resource management = a process of attracting, developing and maintaining a talented work force.

* person-job fit= the extent to which an individuals skills, interests and personal characteristics are consistent with the requirements of their work.

* person-organization fit = the extent to which an invididuals values, interest and behaviour are consistent with the culture of an organization.

* 3 major tasks in HRM:1. attracting a quality workforce = human resource planning, employee development and performance management.2. developing a quality workforce = employee orientation, training, development and performance management.3. maintaining a quality workforce = career development, work-life balance, compensation and benefits retention and turnover and labor management relations.

* strategic HRM = mobilzes human capitabl to implement organizational strategies.

* discrimination = occurs when somone denied a job or job assignment for reasons that are not job relevant.

* americans with disabilities act(1990) = prohibits discrimination against a qualified individual on the basis of diasbilities.

* age discrimination in employement act (1967) = prohibits discrimination against 40+. restricts mandatoy retirement.

* Pregnancy discrimination act (1978) = prohibits discrimination against pregant workers.

* family and medical leave act (1993) = allows employees up to 12 weeks of unpaid, leave with job guarantees for childbirth, adoption and other family illness.

* equal employement opportunity = the recruitment that employment decisions be made without regard to race, colour, national origin, religion, gender, age or disability status.

* affirmative action = an effort to give preference in employment to women and minority group members who have traditionally been underrepresented.

* bona fide ocupational qualitifications = employment criteria justified by capacity to perform a job.

* sexual harrasment = behaviour of sexual nature that affects a personss employment situation.

* comparable worth = holds that perfons performing jobs of similar importance should be paid at comparable levels.

* independent contractors = are hired as needed and are not part of the organizations permanent workforce.

* workplace privacy = the right of privacy while working.

* human resources planning = analyses needs and identifies actions to fulfill these needs.

* job analysis = studies exactly what is done in a job and why.

* job description = details the duties and responsabilities of a job holder.

* job specification = list the qualificiations required from a job holder.

* recruiment = set of activities designed to attract a qualified pool of job applicants.

* STEPS IN STRATEGIC HR-PLANNING1. review organizations mission, objectives and strategies.2. review HR objectives and strategies3. asses the current HR4. forecast the HRs needs.5. develop and implement HR plans to match people and job openings.

* external recruiment = seeks jobs applicants from outside the organisation.

* internal recruitment = seeks job applicants from inside the organization,

* traditional recruitment = focusses on selling the job and the organization to applicants.

* realistic job previews = provide job candidates with all pertinent information about a job and an organization, both positive and negative.

* selection = choosing individuals to hire from a pool of qualified job applicants.

* SELECTION PROCESS1. screening applicant information : deficient qualifications or poor references2. interview or site visit : overall potential is low or poor interpersonal skills3. employment testing : poor test scores4. preeemployment checks : physically unfit for job or failed drug test or background check.

* reliability = means that a selection device gives consistent results over repeated measures.

* validity = means that scores on a selection device have demonstrated links with future job performance.

* unstructured interviews = the interviewer does not work from a formal and preestablished list of questions that is asked of all interviewees.

* behavioral interviews = ask job applicants about past behaviors.

* situational interviews = ask job applicants how they would react in specific situations

* biodata methods = collect certain biographical information that has been proven to correlate with good job performance.

* assessesment centre = examines how job candidates handle simulated work situations.

* work sampling = applicants are evaluated while performing actual work skills.

* orientation = familiarizes new employees with jobs, coworkers and organizational policies and services.

* socialization = a process of learning and adapting to the organizational culture.

* training = provides learning opportunities to acquire and improve job related skills.

* job rotation = people switch tasks to learn multiple jobs.

* coaching = occurs as an experienced person offers performance advice to less experienced person.

* mentoring = assigns early career employes as protgs to more senior ones.

* modeling = uses personal behavior to demonstrate performance expected of others.

* management development = is training to improve knowledge and skills in the management process.

* performance management system = sets standards, assesses results and plans for performance improvements.

* performance appraisal = is the process of formally evaluating performance and providing feedback to a job holder.

* graphic rating scale = uses a checklist of traits or characteristics to evaluate performance.

* behaviorally anchored rating scale = uses specific descriptions of actual behaviors to rate various levels of performance.

* recency bias = overemphasizes the most recent behaviors when evaluating individual performance.

* critical-incident technique = keeps a log of someones effective and ineffective job behaviors.

* BEHAVIORALLY ANCHORED RATING SCALEOutstanding performance5. if a customer has defective merchandise that is not the responsability of the store, you can expect this representative to help the customer to arrange for the needed repairs elsewhere.4. you can expect this representative to help a customer by sharing complete information on the stores policies on returns.3. after finishing with a request, you can expect this representative to pleasantly encourage a cusgtomer to shop again in the store.2. you can expect this representative to delay a customer without explanation while working on other things.1. you can expect this representative to treat a customer rudely and with disrespect.Unsatisfactory performance.

* multiperson comparison = compares one personss performance with that of others.

* rank ordering = all persons being rated are arranged in the order of performance achievement.

* forced distribution = each person is plaved into a frequency distribution, which requires that a certain percentage of employees fall into specific performance classifications.

* 360-degree appraisals = include superios, subordinates, peers and even customers in the appraisal process.

* work life balance = involves balacing career demands with personal and family needs.

* base compensation = is a salary on hourly wage paid to an indiviual

* merit pay = awards pay increases in proportion to performance contributions.

* bonus pay = plans provide one time payments based on performance accomplishments.

* profit-sharing = plans distribute to employees a proportion of net profits earned by the organization.

* gain-sharing = plans allow employees to share in cost savings or productivity gains realized by their efforts,

* employee stock ownership = help employees purchase stock in their employing companies.

* stock options = give the right to purchase shares at a fixed price in the future.

* employee benefits = are nonmonetary forms of compensations such as health insurance and retirement plans.

* flexible benefits = programs allow employees to choose from a range of benefit options.

* family- friendly benefits = help employees achieve better work-life balance.

* employee assistance programs = help employees cope with personal stresses and problems.

* early retirement incentive programs = offers workers financial incentives to retire early.

* termination = the involuntary dismissal of an employee.

* employment-at-will = means that employees can be terminated at any time for any reason.

* wrongfull discharge = a doctrine giving workers legal protections against discriminatory firings.

* labor union = an organization that deals with employers on the workers collective behalf.

* labor contract = formal agreement between an union and an employer about th terms of work of union members.

* collective bargaining = the process of negotiating, administrating and interpreting a labor contract.