HumanResource

1. Job analysis: determining the basic elements of a job by observation and analysis

2. Five Steps in the Training Process:

2.1. 1-Assessment

2.2. 2-Objectives

2.3. 3-Selection

2.4. 4-Implementation

2.5. 5-Evaluation

3. Orientation, Training, & Development:

3.1. Training : educating technical and operational employees in how to better do their current jobs

3.2. Development : educating professionals and managers in the skills they need to do their jobs in the future

4. Performance Appraisal:consists of assessing an employer’s performance and providing him with feedback

4.1. Objective appraisal : based on fact and often numerical measure results harder to challenge legally also called results appraisal

4.2. Subjective appraisal : based on a manager’s perceptions of an employee’s traits and behaviors BARS—rates employee gradations in performance according to scales of specific behaviors

5. HumanResourceManagement: consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce

6. Equal Employment Opportunity

6.1. Equal Employment Opportunity Commission: job is to enforce antidiscrimination and other employment-related laws

6.2. Sexual harassment : consists of unwanted sexual attention that creates an adverse work environment

7. Recruitment process of locating and attracting qualified applicants for jobs open in the organization

7.1. Realistic job preview : gives a candidate a picture of both the positive and negative features of the job and the organization before he or she is hired

8. Effective Performance Appraisal:

8.1. Formal appraisal : conducted at specific times throughout the year and based on performance measures that have been established in advance

8.2. Informal appraisal : conducted on an unscheduled basis and consists of less rigorous indications of employee performance