Human Resource Management

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Human Resource Management (HRM)

Back 1

Policies, practices, and systems that influence employees' behavior, attitude, and performance.

Front 2

What is the HR department responsible for?

Back 2

- Outplacement
- Labor law compliance
- record Keeping
- testing
- Unemployment compensation
- Benefits admin.

Front 3

HR Department in charge of:

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- Employment and recruiting
- Training and development
- Compensation
- Benefits
- Employee Services
- Employee and community relations
- Personnel records
- Health and safety
- Strategic Planning

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Self - service

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Giving employees online access to HR information.

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Outsourcing

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The practice of having another company provide services.
-Third party

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Evidence-Based HR

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Demonstrating that human resource practices have a positive influence on the company's bottom line or key stakeholders (employees, customers, community, shareholders)

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Sustainability

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The ability of a company to survive in a dynamic competitive environment. Based on an approach to organizational decision making that considers company's ability to make a profit without sacrificing the resources of its employees, the community, or the environment.

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Stakeholders

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Shareholders, the community customers, employees, and other parties that have interest in seeing that the company succeeds.

Front 9

Intangible Assets

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A type of company asset including human capital, customer capital, social capital, and intellectual capital.

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Knowledge workers

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Employees who contirbute to the company not through manual labor, but what they know about customers or their specialized body of knowledge.

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Empowering

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Giving employees the responsibility and authority to make decisions.

Front 12

Learning Organization

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Employees are constantly trying to learn new things.

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Psychological Contract

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Expectations of employee contributions and what the company will provide in return.

Front 14

Talent Management

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A systematic planned strategic effort by a company to attract, retain, develop, and motivate highly skilled employees and managers.

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Alternative work Arrangements

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Independent contractors, on-call workers, etc.

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Balance scorecard

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A means of performance measurement that gives managers a chance to look at their company from the perspective of internal and external customers, employees, and shareholders.

Front 17

Social Responsibility

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Social responsibility can help boost a company's image with customers, gain access to new markets, and help attract and retain employees.

Front 18

Total Quality Management (TQM)

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is a companywide effort to continuously improve the ways people, machines, and systems accomplish work.

Front 19

Six Sigma Process

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process of measuring, analyzing, improving, and then controlling processes once they have been brought within the narrow Six Sigma quality tolerances or standards. Quality management.

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Lean Thinking

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A process used to determine how to use less effort, time, equipment, and space but still meet customer requirments.

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Millennials description:

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born between 1978 and 1999, love the latest technology, are ambitious and goal-oriented and seek meaningful work.

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What does cultural diversity have to offer?

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1. Cost argument
2. Employee attraction and retention
3. Marketing
4. Creativity
5. Problem solving
6. System flexibility

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Offshoring

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Exporting jobs from developed to less developed countries

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Onshoring

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Moving jobs to rural America

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High - performance work

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Work systems that maximize the fit between the company's social system and technical system.

Front 26

Virtual Teams

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Teams that are separated by time, geographic distance, culture, and/or organizational boundaries. Relies on technology.

Front 27

Business Model

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A story of how the firm will create value for customers and, more important, how it will do so profitably.

Front 28

Break-even anaylsis. What are many companies doing today?

Back 28

Moving risk from the employer to the employee.

Front 29

Strategic Human Resource Management (SHRM)

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A pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals.

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Strategy Formulation

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The process of deciding on a strategic direction by defining a company's mission and goals, its external opportunities and threats, and its internal strengths or weaknesses.

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Strategy Implementation

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The process of devising structures and allocating resources to enact the strategy that the company has chosen.

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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 will be required in a given job.

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Recruitment

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The process of seeking applicants for potential employment.

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Selection

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Th process by which a company attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help achieve its goals.

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Training

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A planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees.

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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 client and customer demands.

Front 38

Performance Management

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The means through which managers ensure that employees activities and outputs are congruent with the organizations' goals.

Front 39

Role Behaviors

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Behaviors that are required of an individual in his or her role as a jobholder in a social work environment.

Front 40

External Growth Strategy

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An emphasis on acquiring vendors and suppliers or buying businesses that allow a company to expand into new markets.

Front 41

*Concentration Strategy

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A strategy focusing on increasing market share, reducing costs, or creating and maintaining a market niche for products and services.

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*internal Growth Strategy

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A focus on new market and product development, innovation, and joint ventures.

Front 43

What possible threats do mergers propose?

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Cultural differences. Can be good or bad.

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Downsizing

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The planned elimination of large number of personnel, designed to enhance organizational effectiveness

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Equal Employment Opportunity

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Refers to the government's attempt to ensure that all individuals have an equal chance for employment, regardless or race, color, religion, sex, age, disability, or national origin.

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Equal Pay act of 1963

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Requires that men and women performing equal jobs receive equal pay.

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Utilization Analysis

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A comparison of the race, sex, and ethnic composition of an employer's work force with that of the available labor supply.

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Goals and timetables for EEO

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Written affirmative action plan that specifies the percentage of women and minorities that an employers seeks to have.

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*Bona Fide Occupational Qualification (BFOQ)

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A job qualification based on race, sex, religion, and so on, that an employer asserts is necessary qualification for the job.

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Reasonable Accomedation

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Making facilities readily accessible to and usable by individuals with disabilities.

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Sexual Harrassment

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1. Unwelcomed sexual advances.

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Occupational Safety and Health Act

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THe law that authorizes the federal government to establish and enforce occupational safet and health standards for all places of employment.

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General Duty Clause

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The provision of the OSHA that states that an employers has an overall obligation to furnish employees with a place of employment away from recognized hazards.

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Technic of Operations Review (TOR)

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Method of determining safety problems via an analysis of past accidents.

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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, prior to allocating and assigning these tasks to a particular job category or person.

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Work-flow Analysis

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Need to identify clearly the outputs of work, to specify the quality and quantity standards for those outputs, and to analyze the prcesses and inputs necessary for producing outputs that meet the quality standards.

. Raw inputs
. Equipment
. Human Resources

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Centralization

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Degree to which decision-making authority resides at the top of the organizational chart.

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Departmentalization

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Degree to which work units are grouped based on functional similarity or similarity of work flow.

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Job description

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A list of the tasks, duties, and responsibilities that a job entails.

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Job specification

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A list of the knowledge, skills, abilities, and other characteristics (KSAO) that an individual must have to perform a job.

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Job Redesign: mechanistic Approach

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identifying the simplest way to structure work that maximizes efficiency.

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Job Design: Motivational Approach

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Focuses on job characteristics that affect psychological meaning and motivational potential. Focuses on increasing meaningfulness of job through such interventions as job enlargement, job enrichment, etc.

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Job design: Ergonomics (biological)

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The interface between individuals psychological and physical work environment. Minimize physical strain on worker.

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Perceptual Motor Approach

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Focuses on human mental capabilities and limitations. Goal is to design the job in a way that ensures they do not exceed people's mental capabilities and limitations.