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BUSMHR 3200 Final Exam.
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BUSMHR 3200 Final Exam.
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BUSMHR 3200 Final ExamForecasting - ANS-The attempts to determine the supply of and demand for various
types of human resources to predict areas within the organization where there will be
labor shortages or surpluses
Trend Analysis - ANS-Constructing and applying statistical models that predect labor
demand for the next year, given relatively objective statistics from the previous year
Leading Indicators - ANS-Objective measures that accurately predict future labor
demand
Transitional Matrix - ANS-A chart that lists job categories held in one period and shows
the proportion of employees in each of those job categories in a future period
Core Competency - ANS-A set of knowledge and skills that make the organization
superior to competitors and create value for customers
Downsizing - ANS-The planned elimination of large numbers of personnel with the goal
of enhancing the organization's competitiveness
Workforce Utilization Review - ANS-A comparison of the proportion of employees in
protected groups with the proportion that each group represents int he revelant labor
market
Recruiting - ANS-Any activity carried on by the organization with the primary purpose of
identifying and attracting potential employees
Involuntary Turnover - ANS-Turnover initiated by an employer (often with employees
who would prefer to stay)
Voluntary Turnover - ANS-Turnover initiated by employees (often when the organization
would prefer to keep them)
Outcome Fariness - ANS-A judgment that the consequences given to employees are
just
Procedural Justice - ANS-A judgment that fair methods were used to determine the
consequences an employee receives
, Interactional Justice - ANS-A judgment that the organization carried out its actions in a
way that took the employee's feelings into account
Hot-Stove Rule - ANS-Principle of discipline that says discipline should be like a hot
stove, given clear warning and following up with consistent, objective, immediate
consequences
Progressive Discipline - ANS-A formal discipline process in which the consequences
become more serious if the employee repeats the offense
Alternative Dispute Resolution (ADR) - ANS-Methods of solving a problem by bringing
in an impartial outsider but not using the court system
Open-Door Policy - ANS-An organization's policy of making managers available to hear
complaints
Peer Review - ANS-Process for resolving disputes by taking them to a panel composed
of representatives from the organization at the same levels as the people in the dispute
Mediation - ANS-Nonbinding process in which a neutral party from outside the
organization hears the case and tries to help the people in conflict arrive at settlement
Arbitration - ANS-Binding process in which a professional arbitrator from outside the
organization (usually a lawyer or judge) hears the case and resolves it by making a
decision
Employee Assistance Program (EAP) - ANS-A referral service that employees can use
to seek professional treatment from emotional problems or substance abuse
Outplacement Counseling - ANS-A service in which professionals try to help dismissed
employees manage the transition from one job to another
Job Withdrawal - ANS-A set of behaviors with which employees try to avoid the work
situation physically, mentally, or emotionally
Role - ANS-The set of behaviors that people expect of a person in a particular job
Role Ambiguity - ANS-Uncertainty about what the organization expects from the
employee in terms of what to do or how to do it
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