U1-Bus Mgt And Strategy

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A performance appraisal strategy in which subordinates determine and set goals for themselves based on the overall goals and objectives forth organization.

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Management by Objective

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The common expectations that guide the behavior of organizational members.

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Shared Norms

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This law requires publicly traded companies and their independent auditors to demonstrate that their numbers are accurate and that they have processes in place to ensure accurate reporting. Several sections of the law have important implications for human resource activities.

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SOX - Sarbanes-Oxley Act

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The number of subordinates assigned to a supervisor. In other words, the number of direct reports a manager has.

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Span of Control

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Persons who are not employed but who are available for work and are seeking employment.

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Unemployed

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Examining the demographic and social forces influencing the long-term composition of the labor force and the future availability of employees.

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Environmental Scanning

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The degree of predictability in an organization's environment as determined by the complexity of the environment and how rapidly it changes.

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Environmental Uncertainty

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A manager who is assigned to work in a foreign country.

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Expatriate Manager

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The average number o children born to a woman during her lifetime. The fertility rate of 2.1 represents zero population growth.

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Fertility Rate

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A research study that occurs in a natural setting of an organization and where an independent variable is manipulated to determine its effects on dependent variables.

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Field Experiment

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A research study in which variables in an actual organization are measured and correlated; sometimes called a cor-relational study.

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Field Survey

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An organizational structure where jobs are assigned to units or departments by function.

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Functional Departmentalization

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An organization which has strategic corporate units in multiple countries that interact both with the headquarters and with each other.

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Global Firm

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The process of collecting HR metrics and presenting them to managers in a useful format. Sometimes referred to as an HR scorecard.

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HR Dashboard

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Specific indicators that are used to measure progress or achievement.

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HR Metrics

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The process of collecting HR metrics and presenting them to managers in a useful format. Sometimes referred to as an HR dashboard.

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Hr Scorecard

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[Revenue - (Operating Expense - (Compensation cost + Benefit Cost))] / (Compensation cost + Benefit cost)

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Human Capital ROI

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[Revenue - (Operating Expense - (Compensation cost + Benefit Cost))] / Total Number of FTE

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Human Capital value added

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An evaluation by members of a firm, especially supervisors and managers, regarding how well the human resource department is performing its responsibilities and objectives.

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Human Resource Audit

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A human resource manager who is required to understand all of the major personnel functions and how they interact with other business functions.

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HR Generalist

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Members of a department who specialize in a particular human resource function, such as staffing, compensation, or employee relations.

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HR Specialist

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The expected financial contribution to a firm's net income for individuals at various levels in the firm. A measure proposed in human resource accounting to assess the value of a firm's human resources.

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HR Value

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The balance achieved in an employment exchange where the rewards offered by an organization are roughly equivalent to the contributions that an employee is required to make.

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Inducements - contributions balance

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A research study that is conducted in a controlled environment where outside influences can be eliminated or controlled.

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Laboratory Experiment

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Measures the results of a process or a change, such as sales, profits, and customer service levels.

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Lagging Indicator

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A measure that precedes, anticipates, or predicts future performance.

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Leading Indicator

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The authority to make decisions and to direct the performance of subordinates in production, sales or finance related activities.

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Line Authority

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Workers who are hired by a multinational company to work in their own country. Also called host country nationals.

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Local National

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A combination of two different forms of departmentalization, usually functional and product departmentalization. Matrix structures create dual accountability in which workers report to two supervisors, usually a functional leader and a product manager.

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Matrix Structure

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A global firm that has corporate units located in foreign countries.

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MNE - Multinational Enterprise

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Organizational capabilities refer to what the organization is able to do with the collection of skills, talents, technology, training, and experience possessed by the members of a firm.

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Organizational Capabilities

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This method involves placing all employees in the sample population and drawing the sample at random. The probability of any one person being selected is exactly the same as for every other person.

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Simple Random Sample

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A human resource accounting measure that estimates how much it would cost to replace a firm's existing employees in current dollars.

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Replacement Costs

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Repeat-ability or consistency of measurement.

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Reliability

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Exists when the human resource department provides assistance to line managers according to their requests.

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Service Role

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The foundation beliefs that impact how people think about and respond to organizational events, but which are mostly subconscious.

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Shared Assumptions

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Skills and abilities that all human resource managers ought to posses.
I.e strategic contribution, personal credibility, HR delivery, business knowledge, and master of HR technology.

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HR Competencies

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This method involves categorizing employees into specified groups according to relevant characteristics, such as job classification or organizational level. Individuals are then selected randomly within each group according to the group size.

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Stratified random sample

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Employees who are citizens of neither the home nor host country.

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Third Country National

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A style of leadership that focuses on communicating an organizational vision, building commitment, stimulating acceptance, and empowering followers.

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Transformational Leadership

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The number of live births per 1,000 population or the number of live births per 1,000 adult females.

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Birthrate

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The decline in the birthrate that occurred during the Great Depression.

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Birth Derth

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A characteristic of organizations in which the authority to make organizational decisions is retrained by top managers within the central office.

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Centralized Authority

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A style of leadership that focuses on accomplishing work by relying on contingent rewards, task instructions, and corrective actions.

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Transactional

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A strategic concept showing the relationships between organizations, where each firm represents a link in a chain of value that receives inputs from suppliers, adds value to them and passes them on to buyers.

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Value Chain

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Exists when the relationship between the human resource department and the line mangers is on of providing advice and counsel and when the authority for deciding what to do is shared.

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Advisory Role

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Refers to the idea that there are three important stakeholders for every company- the stockholders, the customers, and the employees, and that the expectations of all three stakeholders nee to be simultaneously satisfied, and the interests of all three stakeholders are interrelated.

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Balanced Score card

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The degree to which workers are free of the direct influence of a supervisor and can exercise discretion in scheduling tier work and in deciding how it will be done.

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Autonomy

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[Number of separations during the month / Average number of employees during the month] x 100

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Turnover Rate

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The period of time following WWII when there was a significant increase in the birthrate in the U.S.

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Baby Boom

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Total days elapsed to fill requisitions / Number hired.

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Time to Fill

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All employed or unemployed persons 16 years of age and older who are not military personnel nor inmates of penal or mental institutions, or homes for the aged, infirm or needy.

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CLF - Civilian Labor Force

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The quality of a measurement, referring to its ability to actually measure or predict what it intends to measure or predict.

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Validity

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The role of HR managers when they supervise or guide an organizational development intervention.

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Change Agent Role

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An expatriate manager who lives at home and works long distance instead of relocating.

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Virtual Expatriate

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Data that are collected in such a way that it does not influence how an employee behaves. For example, data that are obtained from files or archives.

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Unobtrusive measures

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An agency in the D.O.L that collects and publishes information about the labor market.

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B.L.S - Bureau of Labor Statistics

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Providing the conditions that stimulate followers to act in a committed, concerned, and involved way in doing their work.

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Empowerment

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An agreement in which an individual agrees to provide labor in exchange for rewards offered by an organization.

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Employment Exchange

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EFFICIENCY refers to how well an organization creates products from the materials and energy used to produce them - it is a ratio of inputs to outputs.
EFFECTIVENESS refers to the entire cycle of obtaining inputs, transforming them into useful products, selling them, and obtaining more inputs.

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Efficiency vs Effectiveness

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The process of dividing work into specialized jobs that are performed by separate individuals.

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Division of Labor

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A characteristic of organizations i which authority to make organizational decisions is delegated to lower level managers and supervisors.

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Decentralized Authority

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The social values that are shared among the members of an organization and tend to regulate their individual behaviors and induce collective conformity.

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Cultural Values

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The visible symbols and objectives that are unique to an organization and that suggests the kinds of shared beliefs and expectations of members.

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Cultural Artifacts

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A survey of about 60,000 households that is conducted by the BLS (Bureau of Labor Statistics). Personal interviews are conducted monthly to determine participation in the work force, unemployment, and reasons for not working or for only working part-time.

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CPS - Current Population Survey

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Unique skills or resources that give an organization a competitive edge.

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Love Competency

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A strategy of bringing outside people into the organization and making them feel obligated to contribute because of their organizational involvement.

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CoOptation

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Exists when the HR Department has the authority to make decisions regarding personnel policies and procedures that line mangers are required to follow.

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Control Role

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A situation where a person who has a responsibility to act in the best interests of a company may receive direct personal benefit form his or her actions at the expense of or to the detriment of the company.

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Conflict of Interest

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An analysis of each organization with which a company directly competes.

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Competitor Analysis

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A position of relative advantage over ones competition.

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Competitive Advantage

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A set of rules that identifies the values that members of the organization, and especially its leaders, consider to be important.

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Code of Ethics

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A popular approach to strategy development which stands for Strengths, Weaknesses, Opportunities and threats.

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SWOT Analysis

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The right and responsibility to advise and assist those who possess line authority.

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Staff Authority

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The practice of contracting with outside specialists to perform selected human resource functions.

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Outsourcing

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A statistical technique for predicting the value of one dependent variable by a weighted combination of other independent variables.

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Regression Analysis

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An index that is calculated by dividing the total output of goods and services produced in society by the total number o f employee hours required to produce them.

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Productivity

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An organizational structure where jobs are assigned to units or departments by product.

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Product departmentalization

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companies that contract with employers to manage human resource functions and employer liability by contractually assuming employer rights and responsibilities.

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P.E.O - Professional Employer Organization

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The percentage of a particular group, such as males or females, who are participating as employees in the labor force.

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Participation Rates

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A human resource accounting measure that represents the costs of recruiting, selecting, and training the present employees.

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Outlay Costs

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Significant stories that are told about an organization's earlier years that impact the way members think about its history even if they are not true.

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Organizational Myths

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The shared beliefs and expectations among the members of an organization that are relatively enduring and resistant to change.

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Organizational Culture

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The characteristics describing an organization that are relatively visible and stable, but amenable to change.

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Organizational Climate