29971270
Beschreibung
Karteikarten von Taylor Bentley, aktualisiert more than 1 year ago
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Erstellt von Taylor Bentley
vor mehr als 3 Jahre
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| Frage | Antworten |
| Employee Profiles | Profiles of a workers developed by studying an organization's top performers to recruit similar types of people |
| Recruiting Process Outsourcing (RPO) | The practice of outsourcing an organization's recruiting function to an outside firm |
| Internal Labour Markets | Labour markets in which workesr are hired into entry level jobs and higher levels are filled from within |
| Global Sourcing | The business practice of searching for and utilizing goods and services from around the world |
| Branding | A company's efforts to help existing and prospective workers understand why it is a desirable place to work |
| 9-Box-Grid | A comparitive diagram that includes appraisal and assessment data to allow managers to easily see an employee's actual and potentional performance |
| Passive Job Seekers | People who are not looking for jobs but could be persuaded to take new ones given the right opportunity |
| Nepotism | A preference for hiring relatives of current employees |
| Rerecruiting | The process of keeping track of and maintianing relationships with former employees to see if they would be willing to return to the firm |
| Realistic Job Preview (RJP) | Informing applicants about all aspects of the job, both good and bad |
| Time-to-Fill Metric | The number of days from when a job opening is approved to the date the candidate is selected |
| Yield Ratio | The percentage of applicants from a recruitment source that make it to the next stage of the selection process |
| Applicant Tracking System (ATS) | A software application recruiters used to post jobs, screen resumes, contact candidates, and track time and costs related to hiring |
| Job Progressions | The hierarchy of jobs a new employee might expereince, ranging from a starting job to jobs that require more knowledge and skill |
| Career Paths | Lines of advancement in an occupational field within an organization |
| Promotion | A change of assignment to a job at the higher level |
| Transfer | Placement of an indivdual in another job for which the duties, responsibilities, status and remuneration are approximately equal to those of the previous jobs |
| Relocation Services | Services provided to an employee who is transferred to a new location, which might including help in moving and selling home, learning a new language |
| Outplacement Services | Services provided by organizations to help terminated employees find a new job |
| Career Plateau | A situation in which, for either organizational or personal reasons, the probability of moving up the career ladded is low |
| Sabbatical | An extended period of time in which an employee leaves an organization to pursure other activities and later returns to his job |
| Career Counselling | The process of discussing with an employee their current job activities and performance, personal and career interest and goals, personal skills and suitable career development objectives |
| Fast-Track Program | A program that encourages new managers with high potential to remain with an organization by enabling them to advance more rapidly than those with less potential |
| Mentors | Individuals who coach, advise and encourage individuals of lesser rank |
| Career Networking | The process of establishing mutually beneficial relationships with other businesspeople, including potential clients and customers |
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