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27 Cards in this Set
- Front
- Back
Human Resource Management |
Is the leadership and management of people within an organization. |
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Cost Leadership |
Aims to gain competitive advantage through lower costs. |
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Differentiation |
Focus on creating a distinctive or unique product. |
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Focus |
Concentrates on one segment of the market. |
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Copycat |
Attempts to replicate an already successful business. |
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Job Analysis |
The systematic study of a job to discover its specifications and skill requirements. Crucial for large companies, small companies don't use it. |
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Job |
Group related activities and duties, may be held by one or several employees. |
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Position |
Collection of tasks and responsibilities performed by an individual. |
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Job Description |
A recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job. The responsibilities of the job. |
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Job Specifications
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A statement that explains what a job demands of jobholders and the human skills and factors required. Indicates the human knowledge, skills, abilities, and other characteristics needed. |
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Job Performance Standards |
The work performance expected from an employee on the job. |
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Human Resource Planning |
Forecasts an organization's future demand and supply of employees and matches supply with demand. |
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Headcount reduction |
Leave without pay, termination with cause, or layoffs (firing with severance). |
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Job Sharing |
Available work is spread among all workers. |
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Use of Part-time workers |
Replacing full-time positions with part-time. |
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Internal Transfers |
Finding new jobs for surplus employees. |
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Loaning or Flexforce |
Seasonal companies may loan employees. |
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Attrition |
Hiring freeze, early and phased retirement. |
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Common Law/Civil Law |
The system of law concerned with private relations between members of a community. Judge made laws that govern contracts. |
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Regulatory Regime |
Laws made by politicians to set minimum standards. Trumps the other two regimes. |
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Collective Bargaining |
Governs special contracts between unions and lawyers. |
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Federal Law |
Passed by parliament and enforced by federal human rights commission/tribunal. Applies to employers under federal jurisdiction. |
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Provincial Law |
Passed by provincial governments and enforced by provincial human rights commissions/tribunals. Applies to employers under provincial jurisdiction. |
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Direct Discrimination |
Intentional and permissible provided the offending criteria is justified by the BFOQ and is spirit of Charter. |
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Indirect Discrimination (systemic) |
Unintentional and unjustified by the BFOQ and the Charter. |
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Bona fide occupational qualification (BFOQ) |
Legal form of discrimination. Justified business reason for discriminating against a member of a protected class. |
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Duty to Accommodate |
Requirement that the employer must accommodate the employee to the point of "undue hardship". |