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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 TERM 2
Title VII
DEFINITION 2 prohibits discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions or privileges of employment based on: Race, Religion, Creed, Sex, Age , National Origin TERM 3
1972 EQUAL EMPLOYMENT OPPORTUNITY ACT
(EEOA)
DEFINITION 3 Strengthened the Equal Employment Opportunity Commission (EEOC) Gave EEOC the right to issue workplace guidelines for acceptable employer conduct, mandate specific record keeping procedures, and the power to enforce TERM 4
Affirmative Action
DEFINITION 4 Policy designed to right past wrongs by increasing opportunities for minorities and women in the workplace TERM 5
Americans with Disabilities Act of 1990 (ADA)
DEFINITION 5 Requires employers to give applicants with physical or mental disabilities the same consideration for employment as people without disabilities. Also requires reasonable accommodations for employees with disabilities
Age Discrimination in Employment Act
(ADEA)
Protects workers 40 and over from employment and workplace discrimination in hiring, firing, promotion, layoff, compensation, benefits, job assignments and training TERM 7
Job Analysis
DEFINITION 7 A study of what employees who holds various job titles do TERM 8
Job Description
DEFINITION 8 Specifies the objectives of the job, the type of work, the responsibilities and duties, working conditions and relationship to other jobs TERM 9
Job Specifications
DEFINITION 9 A summary of the minimal education and skills needed to do a particular job TERM 10
Recruitment
DEFINITION 10 The set of activities for obtaining the right number of qualified people at the right time using internal and external resources
Performance Appraisal
An evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training or termination TERM 17
SIX STEPS of PERFORMANCE APPRAISALS
DEFINITION 17 1.Establishing performance standards that are understandable, measurable and reasonable 2.Clearly communicating those standards 3.Evaluating performance against the standards 4.Discussing the results with employees 5.Taking corrective action 6.Using the results to make decisions TERM 18
MAJOR USES of PERFORMANCE APPRAISALS
DEFINITION 18 Identify training needs Use as a promotion tool Recognize workers achievements Evaluate the firms hiring process Judge the effectiveness of the firms orientation process Use as a basis for possible termination of a worker TERM 19
PERFORMANCE APPRAISAL MISTAKES
DEFINITION 19 Distributional Errors Halo/Horn Effect Similar-to-Me Effect Primacy/Recency Effect TERM 20
Distributional Errors
DEFINITION 20 Central tendency, severity, leniency
Halo/Horn Effect
Allowing previous performances to unfairly influence current performance evaluation TERM 22
Similar-to-Me Effect
DEFINITION 22 Generosity to those you feel are more like you TERM 23
Primacy/Recency Effect
DEFINITION 23 weighing first or recent events more heavily in evaluations TERM 24
Fringe
Benefits
DEFINITION 24 Sick leave, vacation pay, pension and health plans that provide additional compensation to employees beyond base wages TERM 25
Flextime Plan
DEFINITION 25 Gives employees some freedom to choose which hours to work as long as they work the required number
