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30 Cards in this Set
- Front
- Back
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3 major function groups of HR |
employment planning employee adaption to organization employee performance |
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employee planning |
recruitment and downsizing selection |
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employee adaption |
orientation training development |
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employee performance |
performance management compensation benefits |
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3 categories of laws |
equal employment opportunity and discrimination compensation and benefits health/safety (Laws are OSHA, Privacy Act, and COBRA) |
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Occupational Safety and Health Act (OSHA) |
1970 est. mandatory and health standards in organization |
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Privacy Act |
1974 gives employees the legal right to examine personnel files and letters of reference |
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Consolidated Omnibus Budget Reconciliation Act (COBRA) |
1985 requires continued health coverage following termination (paid by employee) |
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Who falls under the protected class? |
race, color, religion, national origin, age (over 40), sex/gender, pregnancy, familial status, disability, veteran status |
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Job Analysis / Job Description / Job Specification |
job analysis results in: Job description - written statement that defines a job job specification - written statement of minimum qualifications for job |
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reliability |
the degree to which the selection test measures the same thing consistently |
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validity |
the proven relationship between a selection device and some relevant criteria |
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selection interviews |
structured, semi-structured, and unstructured allow candidates to learn about the organization and job allows managers to asses more "rich" information about candidate |
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training |
a learning experience that seeks a relatively permanent change in employees by improving their ability to perform on the job |
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6 thing to predict in OB (organizational behaviors) |
employee productivity absenteeism turnover organizations citizenship behavior (OCB) job satisfaction workplace misbehavior |
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employee productivity |
performance measure of both work efficiency and effectiveness |
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absenteeism |
the failure to show up for work |
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turnover |
the voluntary and involuntary permanent withdrawal from an organization |
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organizations citizenship behavior (OCB) |
discretionary behavior that's not part of an employees formal job requirements, but which promotes the effective functioning of the org |
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job satisfaction |
an employee's general attitude towards visor her job |
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workplace misbehavior |
any intentional employee behavior that is potentially harmful to the organization or individuals within the organization |
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big 5 personalities |
openness to experience conscientiousness extraversion agreeableness neuroticism |
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openness to experience |
imaginative, artistically sensitive, intellectual |
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conscientiousness |
responsible, dependable, persistent, achievement oriented |
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extraversion |
sociable, talkative, assertive |
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agreeableness |
good-natured, cooperative, trusting |
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neuroticism |
tense, nervous, depressed, insecure |
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perception |
a process by which we give meaning to our environment by organizing and interpreting sensory perceptions |
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halo effect |
when we form a general impression of a person on the basis of a single characteristic ex.) knowing someone went to Harvard makes them appear smart and more elite |
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Bona Fide Occupational Qualifications (BFOQ) |
a legal defense used when discriminating base on someone's membership in a protected class (considered REASONABLY NECESSARY to the NORMAL OPERATION of a particular job/business) ex.) mandatory age gap on bus drivers for safety reasons |
