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Exam three cheat - Ch18 Human Resource Policies and Practices-employee benefits medical ins dental ins vision ins/discount life ins short/long term

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Ch18 Human Resource Policies and Practices--employee benefits : medical ins, dental ins, vision ins/discount, life ins, short/long term disability ins, Flex plan (cafeteria/125 plan), 401k/403b retirement plan, sick leave, vacation, paid-time-off combo of sick leave & vacation, company trip, weekly massage, day-care, education/training, etc. medical plans : indemnity, PPO, HMO, POS, EPO, in-network, out-of-network. health care : 1960-1980 deductible; 1980-present co-pays; 2005-present consumer driven health care, HRS, HSA (health savings account, high deductible, employee and/or employer contribute, employee owned, transportable, employer usually pays majority or all of employee-only premium). selection devices : interviews (biased toward ppl who interview well, better for assessing applied mental skills, conscientiousness, interpersonal skills, & person- organization fit of applicant), written tests (intelligence, aptitude, ability, interest/attitude, integrity, test must show a valid connection to job-related performance requirements), performance-simulation tests (based on job-related performance requirements, correlation with job performance{yield validities} superior to written aptitude and personality tests), work sample tests (creating mini replica of job to evaluate performance abilities of candidates), assessment centers (set of performance-simulation tests designed to evaluate candidate’s managerial potential). selection process : initial selection (applicants who don’t meet basic req rejected) substantive selection (applicants who meet basic req, but less qualified than others rejected) contingent selection (applicants who are among best qualified, but fail contingent selection rejected) applicant receives job offer. types of training : basic literary skills, technical skills, interpersonal skills, problem solving skills. training methods : e-training, formal, informal, on-the-job, off-the-job. ethics training : argument against involves personal values & value systems that are fixed at early age, argument for is values can be learned & changed after childhood, training helps employees recognize ethical dilemmas & become aware of ethical issues related to their actions, and training reaffirms organization’s expectation that member will act ethically. learning styles individualized to fit employee’s learning style: readings, lectures, visual aids, or participation and experimental exercises. performance evaluation : used to make general human resource decisions such as promotions, transfers, & terminations; to identify training and development needs; to validate selection & development programs; to provide feedback to employees and get the organization’s view of their current performance; to supply basis for reward allocation decisions; not emphasized or considered appropriate in many cultures due to differences in individualism vs collectivism, person’s relationship to the environment, time orientation, & focus on responsibility. what to evaluate
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This note was uploaded on 03/19/2008 for the course MAN 320F taught by Professor Passovoy during the Fall '08 term at University of Texas at Austin.

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