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HRMT 200 Q2

  1. Steps in The Selection Process
    • 1. Prescreening Applicants
    • 2. Initial Selection Interview
    • 3. Selection Testing
    • 4. Background investigation and Reference Checking
    • 5. Supervisory Interview
    • 6. Make Final Decsion
  2. Steps in Conducting a Effective Interview
    • 1. Planning
    • 2. Establishing Rapport
    • 3. Asking questions and taking notes
    • 4. Giving Information
    • 5. Closing the Interview
    • 6. Recieving Notes
  3. The Training Process
    • 1. Needs Analysis
    • 2. Instructional Design
    • 3. Validation
    • 4. Implementation
    • 5. Evaluation and Follow up
  4. Step 5: Evaluation of Orientation
    • 1. Reaction
    • 2. Learning
    • 3. Behavior
    • 4. Results
  5. Performance Appraisals
    • Step 1: Defining Performance Expectations
    • Step 2: Appraising Performance
    • Step 3: Providing Feedback to Employee
  6. Methods of Appraising Performance
    • 1) Critical Incident -> Keep record of uncommonly good or undesirable work-related behavior
    • 2) Technology Based -> New software programs enable employees to check their own performance against prescribed criteria
  7. How to Conduct a Appraisal Interview
    • - Be direct and specific
    • - encourage the person to talk
    • - focus on job-related behaviors
  8. Rewards
    • - 3 approaches
    • 1) Pay for skills and competencies
    • 2) Pay for performance
    • 3) Flexible pay systems
  9. Ranking Method
    • 1) Obtain job info
    • 2) Group jobs to be rated
    • 3) Select compensable factors
    • 4) Rank Job
    • 5) Combine Ratings
  10. Fine Tune Pay Rates
    • Band 1 - Trainee
    • Band 2 - Independant Contributor
    • Band 3 - Senior Specialist
    • Band 4- Expert
  11. Incentive Plans
    • Variable Pay -> Plan that links pay to productivity or profitability
    • Spot Bonus -> Spontaneous incentives awarded to people for accomplishments
  12. Employee Benefits (additional)
    • Pay for time not worked
    • Insurance Benefits (Life Insurance)
    • Retirement Benefits
  13. ADV of Flexible Benefits Programs
    • Benefits fit individual needs
    • meet changing needs of workforce
    • increased employee involvement
  14. D.ADV of Flexible Benefits Program
    • Employees make bad decisions
    • Increased admin costs
  15. Benefits Administration
    • increased specialization due to legal requirements
    • trend is to outsource this function
  16. Occupational Health and Safety
    • Affects employee well-being
    • can be costly for the employer
    • health hazards are widespread
  17. Three categories of Rules
    • 1) General
    • 2) Specific Industries
    • 3) Specific Hazards
  18. Responsibility and Rights of Employers and Employees
    • Joint Responsibility
    • Due Diligence (employer)
    • Right to Refuse unsafe work (employee)
  19. What Causes Accidents
    • Change occurences
    • Unsafe Conditions
    • Unsafe Acts
  20. Workers Comp. Costs
    • Step 1: Prevention
    • Step 2: Respond Appropriately
    • Step 3: Facilitate Employees return to work
    • Stepf 4: Conduct Functional abilities Evaluation
  21. Types of Issues Found
    • Job Stress
    • Burn Out
    • Repetitive Strain Injury
    • Video Display Terminals
Author
jtsteven
ID
142392
Card Set
HRMT 200 Q2
Description
Quiz 2
Updated

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