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Human Resource Management

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the policies, practices, and systems that influence employees' behavior, attitudes, and performance

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human capital

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an organization's employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight

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high-performance work system

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an organization in which technology, organizational structure, people, and processes work together seamlessly to give an organization an advantage in the competitive environment

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human resources

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-are valuable -are rare -cannot be imitated -have no good substitutes

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job analysis

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the process of getting detailed information about jobs

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job design

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the process of defining the way work will be performed and the tasks that a given job requires

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recruitment

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the process through which the organization seeks applicants for potential employment

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selection

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the process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals

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training

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a planned effort to enable employees to learn job-related knowledge, skills, and behavior

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development

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the acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands

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performance management

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the process of ensuring that employees' activities and outputs match the organization's goals

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workforce analytics

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the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals

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human resource planning

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identifying the numbers and types of employees the organization will require to meet its objectives

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talent management

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a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers

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evidence-based HR

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collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders

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sustainability

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an organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community

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stakeholders

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the parties with an interest in the company's success (typically, shareholders, the community, customers, and employees)

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internal labor force

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an organization's workers (its employees and the people who have contracts to work at the organization)

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external labor market

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individuals who are actively seeking employment

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knowledge workers

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employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession

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employee empowerment

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giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service

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teamwork

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the assignment of work to groups of employees with various skills who interact to assemble a product or provide a service

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total quality management (tqm)

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a companywide effort to continually improve the ways people, machines, and systems accomplish work

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reengineering

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a complete review of the organization's critical work process to make them more efficient and able to deliver higher quality

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outsourcing in ch. 2

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the practice of having another company (a vendor, third-party provider, or consultant) provide services

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offshoring

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moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available

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expatriates

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employees who take assignments in other countries

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human resource information system (HRIS)

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a computer system used to acquire, store, manipulate, analyze, distribute, and retrieve information related to an organization's human resources

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electronic human resource management (e-HRM)

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the processing and transmission of digitized HR information, especially using computer networking and the Internet

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self-service

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system in which employees have online access to information about HR issues and go online to enroll themselves in programs and provide feedback through surveys

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psychological contract

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a description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions

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alternative work arrangements

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methods of staffing other than the traditional hiring of full time employees (for example, use of independent contractors, on call workers, temporary workers, and contract company workers)

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Equal Employment Opportunity (EEO)

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the condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin

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equal employment opportunity commission (EEOC)

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agency of the department of justice charged with enforcing Title VII of the civil rights act of 1964 and other anti-discrimination laws

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affirmative action

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an organization's active effort to find opportunities to hire or promote people in a particular group

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disability

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under the americans with disabilities act, a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment

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EEO-1 report

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the EEOC's employer information report, which counts employees sorted by job category, sex, ethnicity, and race

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uniform guidelines on employee selection procedures

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guidelines issued by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate anti-discrimination laws

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office of federal contract compliance programs (OFCCP)

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the agency responsible for enforcing the executive orders that cover companies doing business with the federal government

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disparate treatment

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differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status

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bona fide occupational qualification (BFQQ)

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a necessary (not merely preferred) qualification for performing a job

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disparate impact

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a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities

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four-fifths rule

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rule of thumb that finds evidence of potential discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group

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reasonable accommodation

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an employer's obligation to do something to enable an otherwise qualified person to perform a job

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sexual harassment

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unwelcome sexual advances as defined by the EEOC

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occupational safety and health act (OSH act)

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u.s. law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce

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occupational safety and health administration (OSHA)

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labor department agency responsible for inspecting employers, applying safety and health standard, and levying fines for violation

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right-to-know laws

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state laws that require employers to provide information to employees about the health risks associated with exposure to substances considered hazardous

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material safety data sheets (MSDSs)

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forms on which chemical manufacturers and importers identify the hazard of their chemicals

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job hazard analysis technique

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safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury

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technic of operations review (TOR)

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method of promoting safety by determining which specific element of a job led to a past accident

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work flow design

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the process of analyzing the tasks necessary for the production of a product or service

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job

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a set of related duties

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position

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the set of duties (job) performed by a specific person

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job description

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a list of tasks, duties, and responsibilities (TDRS) that a particular job entails

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TDRS

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observable actions

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job specification

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a list of the knowledge, skills, abilities, and other characteristics (KSAOS) that an individual must have to perform a particular job

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position analysis questionnaire (PAQ)

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a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs

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fleishman job analysis system

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job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job

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competency

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an area of personal capability that enables employees to perform their work successfully

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industrial engineering

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the study of jobs to find the simplest way to structure work in order to maximize efficiency

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job enlargement

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broadening the types of tasks performed in a job

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job extension

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enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks

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job rotation

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enlarging jobs by moving employees among several different jobs

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job enrichment

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empowering workers by adding more decision-making authority to jobs

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flextime

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a scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization

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job sharing

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a work option in which two part-time employees carry out both the tasks associated with a single job

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ergonomics

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the study of the interface between individuals' physiology and the characteristics of the physical work environment

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forecasting

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the attempts to determine the supply of and demand for the various type of human resources to predict areas within the organization where there will be labor shortages or surpluses

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trend analysis

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constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistic from the previous year

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leading indicators

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objective measures that accurately predict future labor demand

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transitional matrix

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a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period

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core competency

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a set of knowledge and skills that make the organization superior to competitors and create value for customers

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downsizing

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the planned elimination of large numbers of personnel with the goal of enhancing the organization's competitiveness

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outsourcing in ch. 5

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contracting with another organization to perform a broad set of services

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workforce utilization review

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a comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market

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recruiting

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any activity carried on by the organization with the primary purpose of identifying and attracting potential employees

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employment at will

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employment principle that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of the cause

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due-process policies

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policies that formally lay out the steps an employee make take to appeal the employer's decision to terminate that employee

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job posting

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the process of communicating information about a job vacancy on the company bulletin boards, in employee publications, on corporate intranets, and anywhere else in the organization that communicates with employees

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direct applicants

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people who apply for a vacancy without prompting from the organization

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referrals

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people who apply for a vacancy because someone in the organization prompted them to do so

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nepotism

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the practice of hiring relatives

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yield ratio

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a ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next

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realistic job preview

answer

background information about a job's positive and negative qualities

Human Resources Management Chapters 1-5 – Flashcards

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