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31 Cards in this Set
- Front
- Back
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Employer branding |
the firms corporate image or culture created to attract and retain the type of employee the firm is seeking |
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HRM |
utilization of individuals to achieve organizational objectives |
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HRM Functions |
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staffing |
process through which an organization ensures that it always has the proper number of empolyees with the appropriate skills in the right jobs, at the right time, to achieve organizational objectives. |
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job analysis |
the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization |
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HR planning |
the systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period |
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recruitment |
the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization |
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selection |
the process of choosing from a group of applicants the individual best suited for a particular position and the organization |
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HR developement |
Major HRM function consisting not only of training and development but also of individual career planing and development activities, organization development, and performance management and appraisal |
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Organizational development (OD) |
the planed and systematic attempts to change the organization, typically to a more behavioral environment. |
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Career planing |
the ongoing process whereby a individual sets career goals and identifies the means to achieve them. |
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career development |
the formal approach used by the organization to ensure the people with the proper qualifications and experience are available when needed. |
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performance management |
goal-oriented process that is directed toward ensuring that organizational processes are in place to maximize the productivity of employees, teams, and ultimately, the organization. |
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compensation |
the total of all rewards provided to the empmloyees in return for their services. |
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Direct financial compensation |
pay that the person receives in the form of wages, salaries, commissions, and bonuses. |
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Indirect financial compensation (benefits) |
all financial rewards that are not included in te direct compensation, such as paid vacations, sick leave,holidays, and medical insurance |
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Nonfinancial Compensation |
Satisfaction that a person receives from the job itself or from the psychological and/or physical environment in which the person works. |
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Safety and health |
Safety involves protecting empolyees from injuries caused by work-related accidents. Health refers to the employees freedom from physical or emotional illness. |
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External environment
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Factors outside an organization's boundaries that affect a firm's human resources makeup, such are: Legal Considerations Labor market Society Political Parties Unions Shareholders Competition Customers Technology Economy Unanticipated events
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Labor Market |
potential employees located within the geographic area which employees are normally recruited. |
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Union |
Employees who have joined together for the purpose of dealing with their employer. |
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Shareholders |
Owners of a corporation |
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Human Resource Information System (HRIS) |
Any organized approach for obtaining relevant and timely information on which to base human resource decisions. |
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Human Resource Manager |
Individual who normally acts in an advisory or staff capacity, working with other managers to help them deal with human resource matters. |
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HR Outsourcing (HRO) |
Process of hiring external HR professionals to do the HR work that was previously done internally. |
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Shared service centres (SSC) |
A center that takes routine, transaction-based activities dispersed throughout the organization and consolidates them in one place. |
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Professional employer organization (PEO) |
A company that leases employees to other businesses. |
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Line Manager |
An individual directly involved in accomplishing the primary purpose of the organization. |
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Executive Manager |
A top-level manager who reports directly to a corporation's chief executive officer or the head of a major division |
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Generalist |
A person who may be an executive and performs tasks in a variety HR-related areas |
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Specialist |
An individual who may be a human resource executive, a human resource manager, or a non-manager, and who is typically concerned with only one of the five functional areas of human resource management. |
