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34 Cards in this Set

  • Front
  • Back
the instruction and initiation to work, work rules and organizational features that a new employee receives upon being hired
job orientation
the psychological attachment that staff develop toward an organization, the people in it, and their work
organizational commitment
a way of selling the organization to its own employees, branding it as a desirable employer to work for
employee value proposition (EVP)
keeping employees in an organization
a term applied to an organization that engages in constant upgrading and improvement, which at the same time encourages the development of the individual through work
learning organization
employees who rely increasingly on their theoretical knowledge to achieve employment objectives that require a high level of creativity and intellectual skills
knowledge workers
a generic term that refers to the participation of employees in decision-making, as well as an entitlement to the wealth or other benefits achieved by the organization
employee involvement
the process of making knowledge explicit (external to the worker) so that it can be appropriated as the property of the employer
knowledge capture
this is touted as one of the aims of a broad-based education; to equip people to change the social circumstances that define them
social transformation
a management strategy that is modeled on kaizen, in which employees and managers are encouraged to constantly look for ways to improve performance through changes in systems, in processes and in themselves
continuous improvement
refers to education, training and numerous other strategies for enhancing the human resource assets of an organization, as well as promoting individual growth
staff development
a concept that is based upon the notion that, as a consequence of qualitative improvements in information and communications technology, society has undergone a transformation to a 'post-industrial' stage
information society
refers to claims that a qualitative change has occurred in the nature of work to make different forms of knowledge, and particularly theoretical knowledge, increasingly important
knowledge work
a distinction between knowledge that is made apparent and available, as opposed to knowledge that remains the sole property and prerogative of the individual holding it
explicit vs. tacit knowledge
a characterization of a change in our social structure as a consequence of the capabilities of microelectronic-based information communications technology
network society
distinctions in the form in which knowledge is held and expressed
embrained, embodied, embedded, encultured and encoded knowledge
normally seen as a broad-based process that is devoted to objectives that range from the narrow and instrumental to the broad and humanistic
normally seen as a form of education that is circumscribed by narrow, employment-related and technical objectives
supposed to be the highest stage of educational achievement, in which a person embodies his or her highest potential
individual self-actualization
the department of the federal government that is most responsible for human resource training and development
the office of the federal government that was created to act as a catalyst for innovation in learning and skills development through technology
depending on whether a 'hard' or 'soft' approach is adopted, this concept refers to the enhancement of people as resources and as ends in themselves
human resource development
refers to the process whereby education is pursued for and monopolized by market forces
commercialization of knowledge
a generic term that refers to the position taken by the government of the day, as articulated and implemented by the various agencies and apparatuses of the state
public policy
a rhetorical notion that refers to an intention to succeed in a competitive market through the advantages gained by having a highly educated workforce and well-developed ICT
knowledge performance challenge
the practice of purchasing inputs to the production process, including labour power, from outside rather than relying on in-house resources
refers to a labour process that allows the performance of work away from the workplace made possible by advances in information and communications technology
a statistical approach to applicant information in which their applications are rejected if the score for any of the predictors falls below a certain level
multiple cut-off model
a statistical approach to applicant information that weighs and summarizes the scores for each applicant according to an ideal configuration of scores
profile matching
a working arrangement that allows an employee to move from a traditional 9-to-5, five-day-a-week working pattern to a more flexible schedule where hours and location are suited to both the employees' individual circumstances and business requirements
a statistical approach to applicant information in which an adequate score must be gained on each predictor before the next will be considered
multiple hurdle model
a statistical approach to applicant information that weighs and summarizes the scores obtained in the selection process to yield a composite score that can be altered by varying and thereby determining the importance of each predictor
multiple regression model
refers to an emerging approach to HRM in which the day-to-day employment and administrative functions of an organization are managed by a professional employer organization
work performed on a short-term and even on a contract-for-services basis
contract work