Human Resources Management Chapters 1-5 – Flashcards
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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
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background information about a job's positive and negative qualities
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