MGMT_405_Study_Sheet_3

MGMT_405_Study_Sheet_3 - MGMT 405 Study Sheet (Chapter...

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MGMT 405 Study Sheet (Chapter 10-14) Page 1 of 10 Chapter 10 (P. 145) Human Resource management: is the process of attracting, developing, and maintaining a talented and energetic workforce. Equal employment opportunity: is the right to employment regard to race, gender Religion. Color, or national origin. Affirmative action: is an effort to give preference in employment to women and minority group members. Affirmative action plans may also be adopted by or required of organizations to show that they are correcting previous patterns of discriminatory activity. Bona fide occupational qualifications: are EEO exceptions justified by individual capacity to perform a job. Sexual harassment: occurs as behavior of a sexual nature that affects a person’s employment situation. Comparable worth: holds that persons performing jobs of similar importance should be paid at comparable levels. Independent contractors: are hired on temporary contracts and are not parts of the organization’s official workforce. (P. 148) Strategic human resource planning: analyzes staffing needs and identifies action to fill those needs. a) The foundations for human resource planning are set by job analysis. (Involves the orderly study of just what is done, when, where, how, and by whom in existing or potential new jobs) b) The jobs analysis provides useful information that can used to write or update j ob descriptions. Used to create job specification. (P. 150) Internal recruitment seeks applicants from inside the organization. This procedure for announcing vacancies through newsletters, electronic bulletin boards, and the like. They also rely on managers to recommend high-performing workers as candidates for advancement. involves notifying existing employees of job vacancies. Realistic job previews: provides all pertinent information about a job and the organization. (P. 151) Selection is the process of choosing from a pool of application the person or persons who offer the greatest performance potential. Six steps of selection process: 1) completion of a formal application. 2) Interviewing. 3) Testing. 4) reference checks. 5) Physical examination. 6) Final analysis and decision to hire or reject. Recruitment is the process of attracting qualified job candidates to fill vacant position.
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MGMT 405 Study Sheet (Chapter 10-14) Page 2 of 10 An assessment center: examines candidates’ handling of simulated job situations. (P. 152) How to conduct Job interviews: Plan ahead. Create a good interview climate Conduct a goal-oriented interview. Avoid questions that may imply discrimination. Answer the questions asked for you. Write notes on the interview immediately upon completion. Socialization:
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This note was uploaded on 09/19/2011 for the course MGMT 405 taught by Professor R purser during the Spring '08 term at S.F. State.

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MGMT_405_Study_Sheet_3 - MGMT 405 Study Sheet (Chapter...

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