CLEP Principles of Management – Human Resource Management
human resources management
the management of the planning and staffing of intellectual and physical inputs needed for an organization to meet its objectives
the process of attracting the right people to apply for jobs in an organization.
recruiting candidates who are not part of the organization.
promoting existing employees into a new position within the organization.
moving an existing employee to a new position, generally with more responsibility and higher pay
voluntary resignation from employment
involuntary separation of employment
restructuring of the tasks involved in a job to enhance the job, satisfaction and/or productivity
the planned elimination of jobs in an organization
process of reviewing applications, selecting the right candidates to interview, testing candidates, choosing between candidates to make the hiring decision and performing various pre-employment tests and checks
new employee orientation
introducing a new employee to the company, its policies, the team and the job responsibilities
assessing training needs
analyzing key factors for performance in an organization in order to bridge the gap between what is currently being done to what needs to be done
teaching employees things like reading, writing and problem-solving skills.
Interpersonal skills training
teaches employees how to maintain positive relationships, better communicate, resolve conflicts and build trust
teaches employees how to use computer software and hardware required for the job
teaches employees how to analyze problems and make decisions
teaches employees how to deal with people of different races, ethnic backgrounds, genders, sexual preferences or disabilities
learn by actually performing a specific job or task (+new employees; immediate feedback -decrease productivity; disrupt workflow)
job rotation training
teaches current employees how to do various jobs over time (+diminishes boredom; -lower morale in less enjoyable rotation)
providing an employee with an experienced coach to oversee the employee’s learning experience (+1:1 nature -if bad fit)
Civil Rights Act of 1964, Title VII
prohibits employers from discriminating against covered employees on the basis of race, color, religion, gender or national origin
Equal Employment Opportunity Commission (EEOC)
enforces the rules of the Civil Rights Act of 1964, Title VII. The EEOC handles employee claims of discrimination and implementing new anti-discrimination laws (Age Discrimination, Americans w/ Disabilities, Equal Pay, Pregnancy Discrimination)
a illegal form of bullying or unwanted sexual advances in exchange for reward or favor,
a set of policies that address the inclusion of all people, mainly minorities, in the workforce.
document employee performance, communicate termination grounds, develop alternatives to termination, arrange exit interview, written termination statement
method of measuring employee job performance
Top Down Appraisal
employee evaluation by a direct supervisor and is based on the completion of pre-set goals set by managemen
Management by Objectives
Managers and workers set objectives
assessment of performance done by the employee himself or herself.
360 Degree Feedback
a form of feedback about an employee’s performance from many different people within the company and outside the company
monetary payment for services rendered by an employee
a set amount of money paid to an employee for services performed
hourly rate of pay given to an employee for services performed
rewards generally given to employees when company goals are me
benefit given to employees, carry the right to buy and sell shares of stock in the company.
non-monetary, or intangible, compensation in the form of benefits or perks given to an employee in conjunction with direct compensation. (has no cash value; health-benefits)
a group process of negotiating work-related issues with the anticipation of coming to an agreement.
a group of workers who band together to protect their rights
process of collective bargaining
prepare/assemble teams, discuss issues at neutral site, propose/recommend solution(s), bargain/negotiate by making offer/counteroffer, and Settle by coming to agreement
mass work stoppage
a third party who will assist in the settlement
(an advisory decision)
(an enforceable decision)
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