Human Resource Management: Terms and Concepts, Quizzes of Human Resource Management

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Human Resource

Planning

the process of forecasting the supply and demand for human resources within an organization and developing action plans for aligning the two. TERM 2

Human Resource Information

System

DEFINITION 2 An integrated and increasingly automated system for maintaining a database regarding the employees in an organization. TERM 3

Labor Force trends and issues

DEFINITION 3

1. baby boom generation continues to age2) declining birthrates for the post-baby boom generation3)Improved health and medical care -able to work longer4) Mandatory retirement ages have been increased or dropped altogether, keeping people in the workforce longer5)Gender differences - more women in the workforce6) Changing ethnicity- Hispanics increasing in workforce as much as whites are declining7) Aftrican Americans and Asians growing in workforce but not as much as Hispanics. TERM 4

Executive Succession

DEFINITION 4 systematically planning for future promotions into top managment positions from current employee workforce TERM 5

Implications of a Growth Strategy

DEFINITION 5 A strategy of growth indicates growing sales, increasing demand, and expanding operations for the organization. When the organization is growing, it needs to hire more people.

Implications of a Stability

Strategy

A strategy used when the organization is stable to maintain status quo. TERM 7

Implications of a Reduction Strategy

DEFINITION 7 Reductions are handled through layoffs, attrition and early retirement programs. TERM 8

Labor Force Participation Rate

DEFINITION 8 Percentage of available workers actively looking for work TERM 9

Rate of Unemployment

DEFINITION 9 Percentage of individuals looking for and available for work who are currenty unemployed. TERM 10

Market Wage Rate

DEFINITION 10 The prevailing wage rate for a given job in a given labor market

Human Capital Investments

When individuals invest in themselves, through training and education, to increase their value to employers TERM 12

Job analysis

DEFINITION 12 the process of gathering and organizing detailed information about various jobs within an organization so that the managers can better understand the processes through which they are performed most effectively (ADA - Americans with Disabilities Act) TERM 13

knowledge, skills, and abilities (KSA)

DEFINITION 13 the fundamental requirements necessary to perform a job. TERM 14

Job Analysis Steps:

DEFINITION 14

1. determining information needs2) determining methods for obtaining information3) determining who will collect information TERM 15

Subject Matter Expert

(SME)

DEFINITION 15 individuals from whom job analysts obtain data for the job analysis

Occupational Information Network (O*NET)

a computerized job classification system that contains continually updated information regarding KSAs required for virtually every job in the US economy. Not a job analysis procedure, but a database that provides both basic and advanced job-analysis information. TERM 17

Standard Occupational Classification

DEFINITION 17 information provided on O*NET classified as representing:1) congnitive abilities such as oral comprehension, deductive reasoning and spatial orientation2)psychometric abilities such as manual dexterity and reaction time3) physical abilities such as explosive and static strength and stamina4) sensory abilities such as peripheral vision, heat sensitivity, and speech clarity. TERM 18

Job-Analysis Techniques

DEFINITION 18 1)Narrative Job Analysis2)Fleishman Job-Analysis System3)Task-Analysis Inventory4)Functional Job Analysis5)Position Analysis Questionnaire6)Management Position Description Questionnaire7)Critical Incidents Approach TERM 19

Narrative Job Analysis

DEFINITION 19 To have one or more SMEs prepare a written narrative or test description of the job. To an extent, the quality depends on the writer. TERM 20

Fleishman Job-Analysis

System

DEFINITION 20 this approach defines abilities as enduring attributes of individuals that account for differences in performance. Relies on taxonomy of abilities that presumably represents all the dimensions relevant to work.

Task-Analysis Inventory

refers to a family of job-analysis methods, each with unique characteristics. However, each one focuses on analyzing all the tasks performed in the focal job. TERM 22

Functional Job Analysis

DEFINITION 22 One attempt to have a single job analysis instrument that can be used with a wide variety of jobs TERM 23

Position Analysis Questionnaire

DEFINITION 23 a standardized job-analysis instrument consisting of 194 items that reflect behavior, working conditions, and job characteristics that are assumed to be generalizable across a wide variety of jobs TERM 24

Management Position Description

Questionnaire

DEFINITION 24 a standardized job-analysis instrument similar to PAQ and also containing 197 items with the focus on managerial jobs and in terms of 13 essential components of these jobs TERM 25

Critical Incidents Approach

DEFINITION 25 focuses on the critical behaviors that distinguish effective from ineffective performers. It is generally useful because it focuses the organization's attention on aspects of the job that lead to more or less effective performance.

Job description

list of tasks, duties and responsibilities that a particular job entails TERM 27

Job specification

DEFINITION 27 list of knowledge, abilities, skills and other characteristics that an individual must have to perform the job TERM 28

Legal issues of job analysis

DEFINITION 28 ADA requires that a person with disabilities cannot be discriminated against if they can perform essential tasks of the job so employers need to do good job analysis on jobs to know what the essential functions are. TERM 29

Electromation decision

DEFINITION 29 NLRB ruled that the autonomous work teams and action committees created at the company were illegal labor organizations. In other words, they were labor organizations because they scheduled work, determined wages, and made selection and promotion decisions - and they were illegal because they were created and controlled by management.