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34 Cards in this Set
- Front
- Back
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the instruction and initiation to work, work rules and organizational features that a new employee receives upon being hired
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job orientation
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the psychological attachment that staff develop toward an organization, the people in it, and their work
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organizational commitment
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a way of selling the organization to its own employees, branding it as a desirable employer to work for
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employee value proposition (EVP)
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keeping employees in an organization
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retention
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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
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learning organization
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employees who rely increasingly on their theoretical knowledge to achieve employment objectives that require a high level of creativity and intellectual skills
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knowledge workers
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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
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employee involvement
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the process of making knowledge explicit (external to the worker) so that it can be appropriated as the property of the employer
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knowledge capture
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this is touted as one of the aims of a broad-based education; to equip people to change the social circumstances that define them
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social transformation
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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
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continuous improvement
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refers to education, training and numerous other strategies for enhancing the human resource assets of an organization, as well as promoting individual growth
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staff development
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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
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information society
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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
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knowledge work
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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
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explicit vs. tacit knowledge
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a characterization of a change in our social structure as a consequence of the capabilities of microelectronic-based information communications technology
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network society
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distinctions in the form in which knowledge is held and expressed
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embrained, embodied, embedded, encultured and encoded knowledge
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normally seen as a broad-based process that is devoted to objectives that range from the narrow and instrumental to the broad and humanistic
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education
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normally seen as a form of education that is circumscribed by narrow, employment-related and technical objectives
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training
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supposed to be the highest stage of educational achievement, in which a person embodies his or her highest potential
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individual self-actualization
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the department of the federal government that is most responsible for human resource training and development
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HRDC
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the office of the federal government that was created to act as a catalyst for innovation in learning and skills development through technology
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OLT
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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
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human resource development
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refers to the process whereby education is pursued for and monopolized by market forces
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commercialization of knowledge
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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
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public policy
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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
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knowledge performance challenge
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the practice of purchasing inputs to the production process, including labour power, from outside rather than relying on in-house resources
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outsourcing
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refers to a labour process that allows the performance of work away from the workplace made possible by advances in information and communications technology
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telecommuting
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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
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multiple cut-off model
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a statistical approach to applicant information that weighs and summarizes the scores for each applicant according to an ideal configuration of scores
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profile matching
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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
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flextime
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a statistical approach to applicant information in which an adequate score must be gained on each predictor before the next will be considered
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multiple hurdle model
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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
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multiple regression model
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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
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outsourcing
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work performed on a short-term and even on a contract-for-services basis
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contract work
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