REVISION (LESSON 12-21):Plans, Job Specification, Human resource planning, Selection Process, Corporate Culture

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Human Resource Management (MGT501)

Lesson 41

REVISION (LESSON 12-21)

KEY TERMS

Plans

Plans are methods for achieving a desired result.

Simulation

A technique for experimenting with a real-world situation through a

mathematical model representing that situation. A model is an abstraction of the

real world.

Strategic planning

is the process by which top management determines overall organizational

purposes and objectives and how they are to be achieved.

Layoffs

At times, the firm has no choice but to actually lay off part of its workforce.

Strategic planning:

It is the process by which top management determines overall organizational

purposes and objectives and how they are to be achieved.

Human Resource Information System

HRISs are systems used to collect, record, and store, analyze, and retrieve data

concerning an organization's human resources.

Job Analysis:

Studying and under-standing jobs through the process known as job analysis is a

vital part of any HRM program

Job Specification

A job specification is a document containing the minimum acceptable

qualifications that a person should possess in order to perform a particular job

Job Description

A job description is a written statement of what the jobholder actually does, how

he or she does it, and under what conditions the job is performed.

Job Evaluation

It suggests about the relevant importance of a particular job in organization.

Job Identification

Contains the job title, the FLSA status, date, and possible space to indicate who

approved the description, the location of the job, the immediate supervisor's

title, salary and/or pay scale.

Job Summary

should describe the general nature of the job, and includes only its major

functions or activities.

Human resource planning (HRP):

It is the process of systematically reviewing human resource requirements to

ensure that the required number of employees, with the required skills, is

available when they are needed.

Recruitment:

It is the process of attracting individuals on a timely basis, in sufficient numbers

and with appropriate qualifications, and encouraging them to apply for jobs with

an organization.

Job Evaluation

It is used to evaluate the importance of job by considering its contribution

towards achievements of the objectives of organization.

Advertising

A way of communicating the employment needs within the firm to the public

through media such as radio, newspaper, television, industry publications, and

the Internet.

Yield Ratios:

Yield Ratios help organizations decide how many employees to recruit for each

job opening.

Internal Recruiting Sources:

When job vacancies exist, the first place that an organization should look for

placement is within itself

Outsourcing

Out sourcing is the process of transferring responsibility for an area of service

and its objectives to an external service provider instead of internal employee.

Contingent Workers

It is also known as part-timers, temporaries, and independent contractors,

comprise the fastest-growing segment of our economy.

Internships

A special form of recruiting that involves placing a student in a temporary job.

Recruitment:

Recruiting refers to the process of attracting potential job applicants from the

available labor force.

Selection Process

Selection is the process of choosing from a group of applicants those individuals

best suited for a particular position.

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Human Resource Management (MGT501)

Application Blank

Application blank is a formal record of an individual's application for

employment.

Standardization:

Refers to the uniformity of the procedures and conditions related to

administering tests. It is necessary for all to take the test under

conditions that are as close to identical as possible.

Objectivity:

Achieved when all individuals scoring a given test obtain the same

results.

Norms:

Provide a frame of reference for comparing applicants' performance

with that of others. A norm reflects the distribution of scores obtained

by many people similar to the applicant being tested. The prospective

employee's test score is compared to the norm, and the significance of

the test score is determined.

Reliability:

The extent to which a selection test provides consistent results. If a test

has low reliability, its validity as a predictor will also be low. To validate

reliability, a test must be verified.

Validity:

The extent to which a test measures what it purports to measure. If a

test cannot indicate ability to perform the job, it has no value as a

predictor.

Snap Judgments:

This is where the interviewer jumps to a conclusion about the candidate

during the first few minutes of the interview.

Socialization:

Teaching the corporate culture and philosophies about how to do

business

Socialization:

In order to reduce the anxiety that new employees may experience,

attempts should be made to integrate the person into the informal

organization.

Training:

Training is a process whereby people acquire capabilities to aid in the

achievement of organizational goals. It involves planned learning

activities designed to improve an employee's performance at her/his

current job.

Corporate Culture:

The firm's culture reflects, in effect, how we do things around here.

This relates to everything from the way employees dress to the way they

talk.

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