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Front 1

Six Sigma

Back 1

a process used to translate customer needs into a set of optimal tasks that are performed in concert with one another

Front 2

offshoring

Back 2

the business practice of sending jobs to other countries

Front 3

outsourcing

Back 3

contracting outside the organization to have work done that formerly was done by INTERNAL employees

Front 4

change management

Back 4

a systematic way of bringing about and managing both organizational changes and changes on the individual level

Front 5

reactive change

Back 5

change that occurs after EXTERNAL forces have already affected performance

Front 6

reactive changes

Back 6

competition,recession, law change or a crisis

Front 7

proactive change

Back 7

change initiated to take advantage of targeted opportunities

Front 8

proactive change

Back 8

taken advantage of by managers. particularly in fast-changing industries

Front 9

human capital

Back 9

the knowledge, skills, and capabilities of individuals that have economic value to an organization

Front 10

human resources, human capital, intellectual assets and talent managment

Back 10

words best used to describe how important people are to organizations and terms that imply that it is people who drive the performance of their organizations. (along with other resources such as money, materials and information).

Front 11

How do you build human capital in an organization?

Back 11

managers must continue to develop superior knowledge, skills, and experience within their workforces and retain and promote top performers.

Front 12

diffeeent strategies to eliminate jobs

Back 12

downsizing, early retirement, and sweetened voluntarily separation programs as well as sabbatical to employees for continuing their education

Front 13

workforce change in future

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2050, the % of Hispanics in the United states is expected to double. and the percentage of people of Asian descent is expected to nearly double.

Front 14

workforce changes in the future

Back 14

the number labor force aged 65 and older is expected to grow about ten times faster than the total labor force between now and 2018

Front 15

hiring older workers

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-can be a win-win situation for both older employers and the firm
- find them generally mature, dependable
- remain on the job longer than ____workers who operate more like free agents
-often willing to work flexible hours

Front 16

women

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now constitute a little under half of the U.S. workforce.

Front 17

strategic planning

Back 17

procedures for making decisions about the organization's long-term goals and strategies

Front 18

human resources planning

Back 18

the process of anticipating and providing for the movement of people into, within, and out of an organization

Front 19

strategic human resources management

Back 19

the pattern of human resources deployments and activities that enable an organization to achieve its strategic goals

Front 20

what countries were more productive?

Back 20

phillippines, russia, china, Mexico, Brazil hungary, and Bosnia

Front 21

mission

Back 21

the basic purposes of the organization as well as its scope of operations

Front 22

strategic vision

Back 22

a statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and its strategic intent

Front 23

SWOT analysis

Back 23

a comparison of strengths, weaknesses, opportunities and threats for strategy formulation purposes.

Front 24

succession planning

Back 24

the process of identifying, developing, and tracking key individuals for executive postions

Front 25

job enlargement

Back 25

the process of adding a greater variety of tasks to a job

Front 26

job rotation

Back 26

the process whereby employees rotate in and out of diffeent jobs

Front 27

job enrichment

Back 27

enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying

Front 28

job analysis

Back 28

the process of obtaining information about jobs by determining their duties, tasks, and activities.

Front 29

job description

Back 29

a statement of the tasks, duties, and responsibilities of a job to be performed.

Front 30

job specification/requirements

Back 30

a statement of the specific knowledge, skills, and abilities of a person who is to perform a job needs.

Front 31

sexual harassment

Back 31

unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment

Front 32

quid pro quo harassment

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submission to or rejection of sexual conduct is used as a basis for employment decisions. involves tangible or economic consequences such as demotion or loss of pay.

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hostile environment

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can occur when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment. (dirty jokes, vulgar, slang, nude pics, swearing and personal ridculous and insult)

Front 34

Title VII of civil rights act of 1964

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prohibits discrimination in employment on the basis of race, color, religion, sex or national origin; created the equal employment opportunity commission to enforce the provisions of Title VII

Front 35

Equal Pay Act of 1963

Back 35

requires all employers covered by the fair labor standards act and others to provide equal Pay for equal work regardless of sex

Front 36

age discrimination in employment act 1967

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prohibits private and public employers from discriminating against people age forty or older in any area of employment because of age expections are permitted when age is a bona fide occupational qualification.

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Don't Ask, Don't tell repeat act of 2010

Back 37

Bars discrimination against military personnel based on their sexual orientations

Front 38

replacement selection

Back 38

skill n management inventories/talent inventories listing of current job holders n ppl who are potential replacements if an opening occurs

Front 39

Uniformed Services Employment and Reemployment Rights act of 1994

Back 39

protects the employment rights of individuals who enter the military for short periods of service

Front 40

Americans with disabilities act of 1978

Back 40

prohibits discrimination against ppl with physical or mental disabilities or the chrononically ill

Front 41

equal employment opportunity act of 1976

Back 41

amended title VII of civil rights act of 1964, strengths the EEOC'S enforcement powers and extends coverage of Title VII to government employees, employers in high education, and other employees and employees

Front 42

civil rights act of 1991

Back 42

provides for compensatory and punitive damages and jury trials in cases involving intentional discrimation