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Organization

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People with formally assigned roles who work together to achieve the organization's goals

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Manager

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The person responsible for accomplishing the organization's goals

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Management Process

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The five basic functions of planning organizing, staffing, leading, and controlling

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Human Resource Management

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The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns

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Authority

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The right to make decisions, direct others work, and give orders

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Line Authority

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the authority exerted by an HR manager by directing the activities of the people in his or her own department and in service areas (like the plant cafeteria)

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Staff Authority

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gives the manager the right to advise other managers or employees

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Line manage

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A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization's tasks

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Staff Manager

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A manager who assists and advises line managers

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Functional Authority

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The authority exerted by an HR manager as coordinator of personnel activities

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Globalization

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The tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad

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Human Capital

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The knowledge, education, training, skills, and expertise of a firm's workers

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Strategic Human Resource Management

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Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic arms

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Talent Management

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The goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees

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Ethics

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The standards someone uses to decide what his or her conduct should be

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Title VII of the 1964 Civil Rights Acts

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The section of the act that say s and employer cannot discriminate on the basis or race, color religion, sex, or national origin with respect to employment

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Equal Employment Opportunity Commission (EEOC)

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The commission, created by Title VII, empowered to investigate job discrimination complaints and sue on behalf of complaints

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Affirmative Action

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Steps that are taken for the purpose of eliminating the present effects of past discrimination

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Office of Federal Contract Compliance Programs

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This office is responsible for implementing the executive orders and ensuring compliance of federal contractors

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Equal Pay Act of 1963

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The act requiring equal pay for equal work, regardless of sex.

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Age Discrimination In Employment Act of 1967

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The act prohibiting arbitrary age discrimination and specifically protecting individuals over 40 years old

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Vocational Rehabilitation Act of 1973

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The act requiring certain federal contractors to take affirmative action for disabled persons.

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Pregnancy Discrimination Act

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An amendment to the title VII of the Civil Rights Act that prohibits sex discrimination based on "pregnancy, childbirth, or related medical conditions."

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Uniform Guidelines

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Guidelines issued by federal agencies charged with ensuring compliance with equal employment federal legislation explaining recommended employer procedures in detail

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Protected Class

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Persons such as minorities and women protected by equal opportunity laws, including Title VII

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Civil Rights Act of 1991

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The act that places the burden of proof back on employers and permits compensatory and punitive damages

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"Mixed-Motive" Case

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A discrimination allegation case in which the employer argues that the employment action taken was motivated not by discrimination, but by some nondiscriminatory reason such as ineffective performance

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Americans with Disabilities Act

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The act requiring employers to make reasonable accommodations for disable employees: it prohibits discrimination against disabled persons

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Qualified individuals

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Under ADA, those who can carry out the essential functions of the job

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Sexual Harassment

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Harassment on the basis of sex that has the purpose or effect of substantially interfering with a person's work performance or creating an intimidating, hostile, or offensive work environment.

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Federal Violence Against Women Act of 1994

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The act that provides that a person who commits a crime of violence motivated by gender, shall be liable to the party injured.

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Adverse Impact

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The overall impact of employer practices that result in significantly higher percentages of members of minorities and other protected groups being rejected for employment, placement, or promotion

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Disparate Rejection Rates

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A test for adverse impact in which it can be demonstrated that there is a discrepancy between rates of rejection of members of a protected group and of others

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4/5ths rule

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Federal agency rule that a minority selection rate less than 80% of the for the group with the highest rate is evidence of adverse impact

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Restricted Policy

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Another test for adverse impact, involving demonstration that an employer's hiring practices exclude a protected group, whether intentionally

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Bona Fide Occupational Qualification

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requirement that an employee be of a certain religion, sex, or national origin where that is reasonably necessary to the organization's normal operation

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Alternative Dispute Resolution

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Grievance procedure that proves for binding arbitration as the last step

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Diversity

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The variety or multiplicity of demographic features that characterize companies workforce

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Stereotyping

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Ascribing specific behavioral traits to individuals based on their apparent membership in a group

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Discrimination

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taking specific actions toward or against a person based on the person's group

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Tokenism

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When a company appoints a small group of women or minorities to high-profile positions, rather than more aggressively seeking full representation for that group

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Ethnocentrism

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The tendency to view members of other social groups less favorably than more aggressively seeking full representation for the group

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Gender-role Stereotypes

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The tendency to associate women with certain jobs

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Managing Diversity

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Maximizing diversity's potential benefits while minimizing its potential barriers.

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Good-faith effort strategy

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An affirmative action strategy that emphasizes identify and eliminating the obstacles to hiring and promoting women and minorities, and increasing the minority or female applicant flow.

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Reverse discrimination

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Claim that due to affirmative action quota systems, white males are discriminated against

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Strategic Plan

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The companies plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage

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Strategy

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A course of action the company can pursue to achieve its strategic aims

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Strategic management

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The process of identifying and executing the organization's strategic plan by matching the companies capabilities with the demands of its environments

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Mission statement

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Summarizes the answer to the question, "what business are we in?"

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Corporate-level strategy

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Type of strategy that identifies the portfolio of businesses that, in total, comprise the company and the ways in which these businesses relate to each other

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Competitive Strategy

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A strategy that identifies how to build and strengthen he business's long' term competitive position in the marketplace

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Competitive Advantage

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Any factors that allow an organization to differentiate its product or service from those of its competitors

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Functional strategy

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A strategy that identifies the broad activities that each department will pursue in order to help the business accomplish its competitive goals.

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Strategic Human Resource management

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Formulating and executing human resource policies an practices that produce the employee competencies and behaviors the company needs to achieve its strategic arms

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Strategy map

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A strategic planning tool that shows the "big picture" of how each departments performance contributes to achieving the company's overall strategic goals.

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HR scorecard

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A process for assigning financial and non financial goals or metrics to the human resource management-related chain of activities required for achieving the company's strategic aims and for monitoring results

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Digital Dashboard

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Presents the manage with desktop graphs and charts, and so a computerized picture of where the company stands on all those metrics from the HR scorecard process

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Strategy-based metrics

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Metrics that specifically focus on measuring the activities tha contribute to achieving a company's strategic aims

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HR Audit

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An analysis by which an organization measure where it currently stands and determines what it has to accomplish to improve its HR functions

HR Management Test 1. Chapters 1-3 Gary Dessler 14th Edition – Flashcards

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