BUS 201 Test Crap

BUS 201 Test Crap - BUS 201 Test Crap HRM planning process:...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
BUS 201 Test Crap HRM planning process: involves job analysis and forecasting the demand for, and supply of, labor. Job analysis: a systematic analysis of jobs within an organization. Results in two things: o Job description: lists the duties and responsibilities of a job; its working condition; and the tools, materials, equipment, and information used to perform it. o Job specification: lists the skills, abilities, and other credentials and qualifications needed to perform the job effectively. Replacement chart: lists each important managerial position, who occupies it, how long that person will probably stay in it before moving on, and who (by name) is now qualified or soon will be qualified to move into it. Used to be paper, now electronic. Recruiting: o Internal: considering present employees as candidates for job openings. Promotion within can help build morale. o External: attracting people outside of the organization to apply for jobs. Include advertising, campus interviews, referrals by employees, hiring walk-ins. Training: o On-the-job: occurs while an employee is at work. o Off-the-job: takes place at locations away from a work site. Allows focused study without interruptions. (Ex. Classrooms) o Vestibule: takes place in simulated work environments that make the off- the-job training more realistic. (Ex. American Airlines) Selection Techniques: o Applications o Tests o Interviews o Polygraph/Drug tests Salary: paid for discharging the responsibilities of a job. May mean working 5 hrs one day and then 15 the next Wage: paid for timed work. Hourly pay. Performance Appraisal: takes place when the owner tells and employee “You’re doing a good job.” Usually written assessments in larger companies. Incentives: special pay programs designed to motivate high performance. Individual Incentives: sales bonuses, Merit salary systems: baseball player getting a bonus for being MVP. Pay for performance: middle managers are rewarded for especially productive output, producing earnings exceeded cost of bonuses. Profit-sharing: distributing bonuses to employees when company profits rise above a certain level.
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Gainsharing plan: rewards groups for productivity improvements. Pay-for-knowledge: plan to encourage employees to learn new skills or become
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 03/19/2008 for the course BUS 201 taught by Professor Brown during the Spring '07 term at N.C. State.

Page1 / 5

BUS 201 Test Crap - BUS 201 Test Crap HRM planning process:...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online