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58 Cards in this Set

  • Front
  • Back
critical incidents technique, behaviorally anchored rating scales, position analysis questionnaire, functional job analysis, the Hay System
job analysis techniques
a set of interrelated practices, policies and philosophies that are designed to enable the achievement of the organizational strategy at both the corporate and business level
Strategic Human Resource Management (SHRM)
a grouping of related duties, tasks and behaviours performed by an individual
written outcomes of the process of job analysis
job description
options include turnaround, divestiture, liquidation and bankruptcy
restructuring strategies
a written statement that outlines the future goals of an organization, including long-term performance goals
strategic plan
an approach to management that applies the principles and techniques of scientific management, normally associated with F.W. Taylor
the knowledge, skills, abilities and other attributes necessary for a new incumbent to do well on the job; also referred to as employment or worker specifications
a systematic process for collecting information, describing a 'job', and identifying the personal characteristics or behaviours that are required to perform it
job analysis
include interviews, observation, questionnaires, journals and diaries, output and production analysis, and current job descriptions and specifications
methods of job analysis
a perspective in strategic planning that views the competence and opportunity brought to an organization by its people as an essential component of system capabilities and a key to success
human capital approach
a system that emerged after the Second World War, in which workers' wage increases were linked to productivity gains, ensuring a market for output, as well as a commitment by the workforce to the industrial and social system
the in-house workforce, in a style of HRM that is governed by strict work rules and tight job definitions, seniority-based labour deployment, and wages attached to jobs
internal labour market
an agreement between employer and individual employee establishing terms and conditions of employment, under the control of the employer
contract of employment
the polarization of a workforce, usually for reasons of numerical flexibility, between a core of secure, permanent employees and a 'buffer' of insecure, contingent workers with lower pay and fewer benefits
dual labour market
refers to the stance adopted by an employer to deal with the workers' right to organize and engage in collective bargaining
labour relations policy
the workforce that exists outside the employer's operation, which is normally accessed as needed on a temporary, contractual basis, e.g., 'outsourcing'
external labour market
also known as non-standard work, contingent labour includes part-time, temporary and self-employed
contigent labour force
the essential character of the individual contract of employment at common law
structuring of the labour process to develop more adaptable work systems, to shorten set-up time and to tailor production, allowing management to allocate its workforce internally and externally as it sees fit
labour flexibility
demand forecasting that canvasses experts separately for their forecasts by use of progressively more focused questionnaires
Delphi technique
anticipating and filling of vacant positions through strategies that enable individuals to assume higher-level job appointments in the future, and short-term, emergency replacement of individuals who have quit
succession planning
demand forecasting that uses experts to arrive at a numerical estimate of future labour demand
expert forecasts
demand forecasting where group meets face-to-face after individual responses to questionnaires
nominal group technique
popular technique for supply-side HR planning; probabilistic and stochastic models that examine overall rates of movement between various job levels and between jobs based on historical patterns instead of examining individual employees
Markov models
forecasted HR requirements cannot be satisfied by current internal supply
HR deficit
estimates that are based on a linear relationship between one or more causal (or independent) variables and affect the dependent target variable (e.g., future HR demand)
regression analysis
pays attention to specialist/technical/professional personnel; employment equity designated group membership, managerial and executive personnel; and recruits
key personnel analysis
a single numerical estimate of HR requirements associated with a specific time horizon
sometimes called a renewal or sequencing model, analyzes flows of personnel throughout the organization by examining inputs and outputs at each authority or compensation level
vacancy model
a tool that plots the positions of employees in the organization with respect to possible promotions to fill vacant positions in the future
succession/replacement chart
internal workforce supply that exceeds organizational requirements
HR surplus
current members of the organizational workforce who can be retrained, promoted, transferred, etc., to fill anticipated HR requirements
internal supply
examination and recording of the number and capabilities of existing employees
skill and management inventories
incorporates several HR estimates based on a variety of assumptions
ascertaining the net requirement for personnel by determining the demand for and supply of human resources now and for the future
HR forecasting
includes current, short-run, medium-run and long-run forecasts
HR forecasting time horizons
the number of skill competencies that must be obtained to fulfill the strategic organizational plan, based on analysis of existing human capital
HR net demand
a record of the number of employees, and the knowledge, skills and abilities of each member of the workforce
personnel record or inventory
potential employees who are currently undergoing training, working for competitors, or in transitional stages
external supply
projections or multi-predictor estimates of future demand for personnel predicated on a variety of differing assumptions on future organizational events
envelope/scenario forecasting
demand forecasting relationship over time between an operational business index and the demand for labour as reflected by the number of employees in the workforce
index/trend analysis
quantitative, operational demand estimates that contain the number and types of personnel required; produces a staffing or manning table
HR budgets: staffing/manning tables
a description of the nature of a particular job, its relation to other jobs, he working conditions, the degree of responsibility, and the other qualifications called for
job description
method of determining wages, hours and other conditions of employment through direct negotiations between the union and the employer; normally results in a written contract that covers all employees in the bargaining unit for a specified period
collective bargaining
a body, usually provided for under provincial labour relations Acts, responsible for certifying trade unions, for including dispute-settling provisions in collective agreements, and for investigating complaints of bad faith in collective bargaining
labour relations board
these encompass those aspects of the employer's operations that do not require discussion by or concurrence with the union, or rights reserved to management that are not subject to collective bargaining, e.g., hiring, production, manufacturing and sales
management's rights
a statement of dissatisfaction, usually from an individual but sometimes from the union or management, concerning interpretation of a collective bargaining agreement or traditional work practices, according to procedures spelled out in the agreement
exercise of seniority rights by workers to displace less senior union employees when business conditions require temporary lay-offs or the discontinuance of departments
a person or firm having control over the employment of workers and the payment of their wages
a group of employees in a firm, plant or industry that has been recognized by the employer and certified by a labour relations board as appropriate to be represented by a union for purposes of collective bargaining
bargaining unit
the organization that is the exclusive representative of a group of workers or employers in the process of collective bargaining
bargaining agent
an employee's standing in a firm based on length of continuous employment; employees with the greatest seniority are usually the last to be laid off and are often given advantages in matters of promotion and selection of holiday times
a person working in an industry or enterprise who is entitled to wages for labour or services performed; excluded are persons employed in certain professions or who exercise managerial functions
involving workers or their representatives in decision-making (e.g., joint labour-management committees, work councils, worker representatives in the boardroom); collective bargaining is commonly seen as providing the machinery for industrial democracy
industrial democracy
an agreement in writing between an employer and the union representing his/her employees that contains provisions respecting conditions of employment, rates of pay, hours of work, and the rights and obligations of the parties to the agreement
collective agreement
provisions in collective agreements designed to protect the institutional authority of the union, e.g., closed shop, an agreement between union and employer that the employer may hire only union members and may retain only union members in the shop, etc.
union security clauses
the unit of labour organization that organizes and charters industry or trade locals as defined in its constitution, and sets general policy for locals, assists them in conducting their affairs, and is the medium for coordinating their activities