ADMI 3009 - Capítulo 10

Measures of performance include actual output

Total package of rewards that organizations provide to individuals in return for their labor

The number and type of people who will be available for hiring from the labor market at large.

Off-the-job training conducted in a simulated environment

HR planning process:job analysis,forecast demand forlabor,forecast internal/external,developplan to match demand, supply

Form of sexual harassment derived from off-color jokes, lewd comments, and so forth.

Process of attracting qualified persons to apply for jobs an organization is seeking to fill

Individual performance incentive in the form of a special payment made over and above the employee’s salary

Compensation in the form of money paid for discharging the responsibilities of a job

Compensation other than wages and salaries

Management tactic whereby workers are denied access to the employer’s workplace

Seniority

Training, sometimes informal, conducted, while an employee is at work.

Process of dealing with employees who are representing by a union

The tendency to base judgements on the subordinates most recent performance because it is most easily recalled

Method of resolving a labor dispute in which a third party suggests but does not impose a settlement.

Principle, modded by legislation, that organizations should be able to retain or dismiss employees at their discretion.

Computerizedsystem containing information of each employee’s education, skills, work experiences, and career aspirations

Form of sexual harassment in which sexual favors are requested in return for job related benefits

The number and type of employees who will be in the firm at some future date.

Considering present employees as candidates for openings

Making unwelcome sexual advances in the workplace

Employees who are of value because of the knowledge they possess

Labor Action in which workers publicize their grievances at the entrance to an employers facility

Usually refers to teaching managers and professionals the skills needed for both present and future jobs

Health, retirement, paid holidays, and others.

Labor contract clause trying future raises to changes in consumer purchasing power

Labor action in which workers perform jobs at a slower than normal pace

Individual incentive that rewards a manager for especially productive output.

Incentive plan to encourage employees to learn new skills or become proficient at different jobs

Allowing the assessment of an employee on one dimension to spread to rating of that employee on other dimensions.

Set of organizational activities directed at attracting, developing, and maintaining an effective workforce.

Process by which labor and management negotiate conditions of employment for union represented workers

Usually refers to teaching operational or technical employees how to do the job for which they were hired

Evaluation of an employee’s jobperformancein order to determine the degree to which the employee is performing effective

Listofeachmanagement position,whooccupiesit, howlongthat person will likelystayinthe job, andwho isqualified replacement

PerformanceAppraisalTechniques inwhich managers are evaluated byeveryone aroundthem, theirboss, theirpeers, subordinates

Reflects the organization’s investment in attracting, retaining, and motivating an effective workforce.

Descriptions of the skills, abilities, and other credentials and qualifications required by a job.

Description of the duties and responsibilities of a job, its working conditions, and the tools, etc. used to perform it

Attracting persons outside the organization to apply.

Incentive plan for distributing bonuses to employees when company profits rise above a certain level

Compensation in the form of money paid for time worked

2019 changing composition of the US Labor Force had majorly White, non Hispanic people

Giving the applicant with a real picture of what it would be like performing the job the organization is trying to fill

Individual incentive linking compensation to performance in non-sales job

Training conducted in a controlled environment away from the work site

Group of individuals working together to achieve shared job related goals such as higher pay, shorter working hours, etc

By 2050, it’s expected for the percentage of Hispanic Origin Workers to rise about 6.3 percent

Employee hired on something other than a full time basis to supplement an organizations permanent workforce

Selecting Human Resources: application forms, tests, interviews, polygraph, drug tests, credit checks, references

Method of resolving a labor dispute in which both parties agree to submit to the judgement of a neutral party

A variation of work slowdown is when a large amount of workers call in sick, called a sickout.

Special compensation program designed to motivate high performance

The range of workers attitudes, values, beliefs, and behaviors that differ by gender, race, age, ethnicity, ability, etc

Benefit plan that sets limits on benefits per employee, each of whom may choose from a variety of alternative benefits

Systematic analysis of jobs within an organization

Legislation that increased US government’s power to investigate and prosecute suspected terrorists

The people compromising an organization’s workforce

Labor action in which workers refuse to buy the products of a targeted employer

Incentive plan that rewards groups for productivity improvements

Labor action In which employees temporarily walk off the job and refuse to work

Including ranking and rating techniques

HR managers must ensure that the proper training is provided to enable knowledge workers to stay current

Worker hired as permanent or temporary replacement for a striking employee

Legally required insurance for compensating workers injured on the job

The view that the people in an organization represent a portfolio of valuable talents that can be effectively managed.

Clause allowing wage rates to be renegotiated during the life of a labor contract