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OSU BUSMHR 3100 Final
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OSU BUSMHR 3100 Final
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OSU BUSMHR 3100 FinalAction Learning - ANS-Team Level Ideology. Learning from Experience, Every action
has a result, whether positive or negative, and we can learn from this result and apply
what we've learnt the next time we take a similar action.
Ex/ Group Projects on Customer statistics.
Administrative purpose for a performance mgmt. system - ANS-Captures day to day
operational functions for performance management.
Apprenticeship - ANS-A work study training method that combines on-the-job training,
plus knowledge class training.
Approaches to Employee Development - ANS-formal education, , job experiences,
relationships, and assessment of personality and abilities to help employees prepare for
the future of their careers.
Balance score card - ANS-Fusing short and long term goals from an organizational level
A corporate approach to an enterprise being successful is to link short-term goals
around what they want in the next 6 months, and long-term goals for what they want in
the next 5-10 years.
Bonuses - ANS-Offered to all levels of employees for a specific and targeted activity
ex/ frontline employees who work on a time sensitive basis.
ex/ Contractors who get a building built in a set period of time.
Calibration Meeting - ANS-A manager has to rank order their employees, could be top
to bottom or based on income. Have to justify to their manager peers because they
think the top people are the top people. Sometimes the managers peers will question
the ranking. It is for accountability that check managers from playing favorites.
Critical Incident Method - ANS-When you become either a project lead or a supervisor
or a manager and you have a problematic employee, you often are told by HR you need
to keep a log where you track what is helpful/not helpful for the employee. It is
documentation that keeps you legally covered if you are asked to let that employee go.
Development - ANS-More of a career-oriented opportunity for future endeavors.
, Divisional Structure - ANS-An organizational structure composed of separate business
units within which are the functions that work together to produce a specific product for
a specific customer.
ex. GM was first to adopt, they had an international division based on product,
customer, and geography for their office in London.
Effective Feedback Processes - ANS-Processes lead to assessment that provides
realistic gaps and opportunities followed by an outcome-based, developmental action
plan.
Employee Assessment - ANS-collecting information and providing feedback to
employees about their behavior, communication style, or skills.
ESOP (Employee Stock Ownership Plan) - ANS-All employees are required by some
mandate to o invest a certain amount of their paycheck into an stock plan for the
company.
There is a fair bit of risk on the part of employees for this. Usually, the employees don't
make their money back on the investment
Not usually liked by employees.
Experience Ratings - ANS-Employer unemployment insurance is based on size and
frequency of lay off
expatriate assignment - ANS-A temporary job abroad with a multinational company
Externship - ANS-employee development through a full-time temporary position at
another organization
Extrinsic Rewards - ANS-Someone who takes a job just based off it being the best
paying one.
FMLA (Family and Medical Leave Act) - ANS-Requires organizations with 50 or more
employees as much as 12 weeks of unpaid lead after a number of approved life events
(e.g. birth, adoption, serious illness, etc.)
Functional Structure - ANS-Based on the type of work that you preform
Grouped with people in the same job as you
ex/ finance people grouped with eachother
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