MGMT Chap 11 pt2

  1. Job analysis
    a purposeful, systematic process for collecting information on the important work–related aspects of a job
  2. Job description
    a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job
  3. Job evaluation
    a process that determines the worth of each job in a company by evaluating the market value of the knowledge, skills, and requirements needed to perform it
  4. Job specifications
    a written summary of the qualifications needed to successfully perform a particular job
  5. Needs assessment
    the process of identifying and prioritizing the learning needs of employees
  6. Objective performance measures
    measures of job performance that are easily and directly counted or quantified
  7. Outplacement services
    employment–counseling services offered to employees who are losing their jobs because of downsizing
  8. Performance appraisal
    the process of assessing how well employees are doing their jobs
  9. Phased retirement
    employees transition to retirement by working reduced hours over a period of time before completely retiring
  10. piecework
    a compensation system in which employees are paid a set rate for each item they produce
  11. Profit sharing
    a compensation system in which a company pays a percentage of its profits to employees in addition to their regular compensation
  12. Quid pro quo sexual harassment
    a form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one’s job, depend on whether an individual submits to sexual harassment
  13. Rater training
    training performance appraisal raters in how to avoid rating errors and increase rating accuracy
  14. recruiting
    the process of developing a pool of qualified job applicants
  15. selection
    the process of gathering information about job applicants to decide who should be offered a job
  16. Sexual harassment
    a form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one’s job
  17. Specific ability tests (aptitude tests)
    tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well
  18. Stock options
    a compensation system that gives employees the right to purchase shares of stock at a set price, even if the value of the stock increases above that price
  19. Structured interviews
    interviews in which all applicants are asked the same set of standardized questions, usually including situational, behavioral, background, and job–knowledge questions
  20. training
    developing the skills, experience, and knowledge employees need to perform their jobs or improve their performance
  21. Unstructured interviews
    interviews in which interviewers are free to ask the applicants anything they want
  22. validation
    the process of determining how well a selection test or procedure predicts future job performance. The better or more accurate the prediction of future job performance, the more valid a test is said to be
  23. Work sample tests
    tests that require applicants to perform tasks that are actually done on the job
  24. Wrongful discharge
    a legal doctrine that requires employers to have a job–related reason to terminate employees
Card Set
MGMT Chap 11 pt2
Second pt of Chap 11 terms