human resource management?
the policies, practices, and systems that influence employee behavior, attitudes, and performance
human capital?
the organizations employees
what is the source of a company’s success or failure?
the employees
high performance work system?
an org in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment
job analysis?
process of getting detailed info about jobs
job design?
process of defining the way work will be performed and the tasks a given job requires
recruitment?
org seeks applicants for potential employment
selection?
org attempts to identify applicants with the necessary knowledge, skills, abilities, etc that will help the org achieve its goals
training?
planned effort that enables employees to learn job related knowledge, skills, and behavior
development?
acquiring knowledge, skills, and behavior that improve employee’s ability to meet the challenges of a variety of new or existing jobs
performance management?
process of ensuring that employee’s activities and outputs match the org.’s goals
human resource planning?
identify the number/types of employees that the org. will require in order to meet objectives
evidence-based human resources?
demonstrate that human resource practices have a positive influence on the company’s profits or key stake-holders
ethics?
fundamental principles of right and wrong
corporate social responsibility?
a companys commitment to meeting their stakeholder’s needs
stakeholders?
have interest in the company success - shareholders, employees, customers, the community
internal labor force?
the org.’s workers - employees and independent contractors
external labor force?
individuals actively seeking employment
what determines the kind of human resources available to an org?
the number and kinds of people in the external labor force
high-performance work systems?
org.’s that have the best possible fit between their social system and technical system
knowledge workers?
employees whose main contribution to the org is specialized knowledge
employee empowerment?
giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service
teamwork?
assignment of work to groups of employees with various skills who interact to assemble a product or provide a service
total quality management (TQM)?
company-wide effort to continually improve the ways people, machines, and systems accomplish work
reengineering?
complete review of the org.’s critical work processes to make them more efficient and able to deliver higher quality
outsourcing?
the practice of having another company provide services
offshoring?
hiring workers in other countries
expatriates?
employees who take assignments in other countries
human resource info system?
used to acquire, store, manipulate, etc information related to an org.’s HR
electronic HR management?
processing and transmitting of digitized HR info
self-service?
employees have online access to info about HR issues
psychological contract?
description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange
alternative work arrangements?
methods of staffing other than traditional hiring of full-time employees - independent contractors, on call workers, temporary, contract co. workers
equal employment opportunity?
condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, etc
Title VII of the civil rights act of 1964?
equal employment opportunities in the US based on character or ability rather than race
affirmative action?
an org.’s active effort to find opportunities to hire or promote people in a particular group
the EEO-I report?
online questionnaire requesting the number of employees in each job category, broken down by their gender and race
disparate treatment?
differing treatment of individuals, where the differences are based on the individual’s race, color, religion, sex, national origin, etc
bona fide occupational qualification?
necessary qualification for performing a job
disparate impact?
condition in which employment practices are seemingly neutral yet disproportionately exclude protected group from employment opportunities
four-fifths rule?
evidence of discrimination if the hiring rate for a minority group is less than 4/5 the hiring rate for the majority group
what do some companies use affirmative action to do?
increase representation of minorities
reasonable accommodation?
employer’s obligation to do something to enable an otherwise qualified person to perform a job
right-to-know laws?
require employers to provide employees with info about the health risks associated with exposure to substances considered hazardous
material safety data sheets?
form that details the hazards associated with a chemical
work flow design?
managers analyze the tasks needed to produce a product or service
job?
set of related duties
position?
set of duties performed by one person
job analysis?
process of getting detailed info about jobs
job descriptions?
list of the tasks, duties, and responsibilities that a job entails
job specifications?
the qualities or requirements the person performing the job must possess
where does the info for analyzing an existing job often come from?
incumbents - people who currently hold the position in the org
what should info from incumbents be paired with? why?
info from observers. b/c incumbents may exaggerate what they do to seem more valuable
who may provide the most accurate estimates of the importance of job duties?
observers/supervisors
why does the most inaccuracy in job descriptions occur?
from them being outdated
job design?
process of defining how work will be performed and what tasks will be required in a given job
what must be known to design a job effectively?
thorough understanding of the job itself & its place in the work flow process
industrial engineering?
looks for the simplest way to structure work in order to maximize efficiency
job enlargement?
broadening the types of tasks performed
job extension?
enlarging jobs by combining several relatively simple jobs to form one with a wider range of tasks
job enrichment?
empowering workers by adding more decision-making authority to their jobs
how does technology make jobs worse? (3)
employees try to juggle info from several sources at once. can become distracting. reduces performance and increases likelihood of errors
forecasting?
HR pro tries to determine the supply and demand for types of human resources
trend analysis?
constructing and applying statistical models that predict labor demand for the next year, given stats from the previous year
leading indicators?
objective measures that accurately predict future labor demand
how does one determine labor supply?
analysis of how many people are currently in various job categories
transitional matrix?
chart that lists job categories held in one period and shows the proportion of employees in those categories in a future period
core competency?
set of knowledge and skills that make the org superior to competitors and create value for customers
downsizing?
planned elimination of large numbers of personnel
what is the goal of downsizing?
enhancing the org.’s competitiveness
outsourcing?
contracting with another org to perform a broad set of services
workforce utilization review?
process used by org.’s to determine whether there is any subgroup whose proportion in the relevant labor market differs substantially from the proportion in the job category
recruiting?
any process or activity with the primary purpose of identifying and attracting potential employees
1 benefit of external sources?
bringing in outsiders may expose the org. to new ideas/ways of doing business
direct applicants?
people who apply for a vacancy without prompting from the org.
referrals?
people who apply because someone in the org prompted them to do so
realistic job previews?
background info about job’s positive and negative qualities