| A | B |
|---|
| Staffing | The process of filling jobs with appropriate persons. |
| Recruitment | A set of activities designed to attract a qualified pool of applicants. |
| Selection | The process of choosing from a pool of applicants the person best meeting the job specifications. |
| Orientation | Activities through which new employees are made familiar with their jobs, co-workers and policies. |
| Training and Development | A set of activities that provides learning opportunities through which people acquire and improve job-related skills. |
| Replacement | The act of removing a person from an assigned job. |
| External Recruitment | The attraction of job candidates from sources external to the organization. |
| Internal Recruitment | Making employees aware of job vacancies through job postings and personal recommendations. |
| Affirmative-action program | Designed to increase employment opportunities for women and other minorities including the aged and handicapped. |
| Job description | A written statement detailing the duties and responsibilities of a job. |
| Job analysis | The study of job requirements that influence performance results. |
| Mentoring | The act of sharing experiences and insights between a seasoned and a junior manager. |
| Realistic Recruitment | Tries to provide the job candidate with all pertinent information, without distortion before the job is accepted. |
| Transfer | Movement to a different job at the same or similar level of responsibility. |
| Firing | Permanent dismissal of an employee. |
| Reliable Test | Yields approximately the same results over time if taken by the same person. |
| Valid Test | Measures exactly what it intends to relative to the job--for example intelligence or manual dexterity. |
| Promotion | Movement to a higher level position. |
| Reference Checks | Inquiries to prior employers, academic advisors, family or friends, regarding the qualifications, experience and past work records of a job applicant. |
| Equal Empolyment Opportunity | The right of people to employment and advancement without regard to race, national or ethnic origin, colour, religion, or sex. |
| Discrimination | Use of criteria that are not job-relevant when hiring or promoting someone for a position |
| Bona fide occupational qualifications | Criteria for employment that can be clearly justified as being related to a person's capacity to perform a job. |
| Performance Appraisal | Formally assessing someone's work and providing feedback. |
| Work Life Balance | How people balance career with personal and family needs. |
| Collective Bargaining | Process of negotiating, administering, and interpreting labour contracts. |
| Leadership | Process of inspiring others to work hard to accomplish important tasks. |
| Planning | Managerial function concerned with --deciding what is to be done. |
| Organizing | Managerial function concerned with --deciding how it is to be done and who is to do it. |
| Leading | Managerial function concerned with --deciding how to make sure it gets done. |
| Controlling | Managerial function concerned with --deciding if it is or is not getting done, and what to do if it isn't. |
| Autocratic Leader | Style of leader who would make most decisions for the work group, issue orders & expect them to be carried out. |
| Democratic Leader | Style of leader who would share decisions with the group, encourage participation & support the task efforts of others. |
| Human Relations Leader | Style of leader who would focus on warm interpersonal relationships, avoid conflict & seek harmony in decision-making. |
| Laissez-faire Leader | Style of leader who would turn most decisions over to the group & show little interest in the work process or its results. |
| Vroom-Jago Leader-Participation Theory | Choosing the best decision-making method (authority, consultative, group) |
