C h a p t e r 12 GLOSSARYGLOSSARY EXIT Glossary Modern Management, 9 th edition Click on terms for definitions Affirmative action programs Appropriate.

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Presentation transcript:

C h a p t e r 12 GLOSSARYGLOSSARY EXIT Glossary Modern Management, 9 th edition Click on terms for definitions Affirmative action programs Appropriate human resources Assessment center Human resource inventory Job analysis Job description Job specification Lecture Management inventory card Management manpower replacement chart On-the-job training Performance appraisal Position replacement form Programmed learning Recruitment Selection Testing The Equal Employment Opportunity Commission (EEOC) Training Training needs

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Affirmative action programs are organizational programs whose basic purpose is to eliminate barriers against and increase employment opportunities for underutilized or disadvantaged individuals.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Appropriate human resources are the individuals in the organization who make a valuable contribution to management system goal attainment.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary An assessment center is a program in which participants engage in, and are evaluated on, a number of individual and group exercises constructed to simulate important activities at the organizational levels to which they aspire.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary A human resource inventory is an accumulation of information about the characteristics of organization members; this information focuses on members’ past performance as well as on how they might be trained and best used in the future.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Job analysis is a technique commonly used to gain an understanding of what a task entails and the type of individual who should be hired to perform that task.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary A job description is a list of specific activities that must be performed to accomplish some task or job.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary A job specification is a list of the characteristics of the individual who should be hired to perform a specific task or job.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary A lecture is primarily a one-way communication situation in which an instructor trains an individual or group by orally presenting information.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary The management inventory card is a form used in compiling a human resource inventory. It contains the organizational history of an individual and indicates how that individual might be used in the organization in the future.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary The management manpower replacement chart is a form used in compiling a human resource inventory. It is people oriented and presents a composite view of individuals management considers significant to human resource planning.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary On-the-job training is a training technique that blends job-related knowledge with experience in using that knowledge on the job.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Performance appraisal is the process of reviewing past productive activity to evaluate the contribution individuals have made toward attaining management system objectives.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary The position replacement form is used in compiling a human resource inventory. It summarizes information about organization members who could fill a position should it open up.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Programmed learning is a technique for instructing without the presence or intervention of a human instructor. Small pieces of information requiring responses are presented to individual trainees, and the trainees determine from checking their responses against provided answers whether their understanding of the information is accurate.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Recruitment is the initial attraction and screening of the supply of prospective human resources available to fill a position.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Selection is choosing an individual to hire from all those who have been recruited.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Testing is examining human resources for qualities relevant to performing available jobs.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary The Equal Employment Opportunity Commission (EEOC) is an agency established to enforce federal laws regulating recruiting and other employment practices.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Training is the process of developing qualities in human resources that will enable them to be more productive.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Training needs are the information or skill areas of an individual or group that require further development to increase the productivity of that individual or group.