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87 Cards in this Set

  • Front
  • Back

the acquisition of knowledge, skills and behavior that improve an employee's ability to meet changes in job requirements and in customer demands

fundamental principles of right and wrong
collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders
evidence-based HR
an organization in which technology, organizational structure, people and processes work together seamlessly to give an organization an advantage in the competetitive enivronment
high-performance work system
an organization's employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight
human capital
the policies, practices, and systems that influence employees' behavior, attitudes, and performance
human resource management (HRM)
identifying the numbers and types of employees the organization will require to meet its objectives
human resource planning
the process of getting detailed information about jobs
job analysis
the process of defining the way work will be performed and the tasks that a given job requires
job design
the process of ensuring that employees' activities and outputs match the organization's goals
performance management
the process through which the organization seeks applicants for potential employment
the process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities and other characteristics that will help the organization achieve its goals
the parties with an interest in the company's success (typically, shareholders, the community, customers and employees)
an organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community
a systematic, planned effort to attract, retain, develop and motivate highly skilled employees and managers
talent management
a planned effort to enable employees to learn job-related knowledge, skills and behavior
the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals
workforce analytics
cash, equipment, technology and facilities
Strategic HR Practices
Analysis and Design of Work
HR planning
Training and Development
Performance Management
Employee Relations
Human Resource Qualities
valuable; rare; cannot be immitated; have no good substitutes
Responsibilities of HR Departments
Adminstrative services and transactions
Business partner services
strategic partner
Establishing and adminstering personnel policies
Ensuring compliance with labor laws
Top Qualities Employeers Look For In Employees
1. Teamwork Skills
2. Verbal Communication Skills
3. Decision making, problem solving
4.Gathering/processing information
5. Planning, prioritizing tasks
Skills of HRM Professionals
1. Credible activist
Cultural and change steward
Talent manager/organizational designer
strategic architect
business allies
operational executors
HR Responsibilities of Supervisors
Help define jobs
Forecast HR needs
Provide training
Interview and select employees
Appraise performance
Recommand pay increases and promotions
Communicate policies
Motivate with support from pay, benefits and other rewards
Standards for Identifying Ethical Practices
Greatest Good for Greatest Number
Respect for Basic Human Rights
Fair and Equitable
Employee Rights
Free Consent
Freedom of Conscious
Freedom of Speech
Due to Process
Right of Free Consent
the right to be treated only as they knowingly and willingly consent to be treated
Right of Privacy
the right to do as they wish in their private lives, and the right to control what they reveal about private activities
Right of Freedom of Conscience
the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms
Right of Freedom of Speech
the right to criticize an organization's ethics if they do so in good conscience and their criticism does not violate the rights of individuals in the organization
Right to Due Process
if people believe their rights are being violated, they have the right to a fair and impartial hearing
methods of staffing other than the traditional hiring of full-time employees (for example, use of independent contractors, on-call workers, temporary workers, and contract company workers)
alternative work arrangement
The processing and transmission of digitized HR information, especially using computer networking and the Internet
electronic human resource management (e-HRM)
decisions regarding all aspects of product development or customer service
employee empowerment
employees who take assignments in other countries
individuals who are actively seeking employment
external labor market
a computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization's human resources
human resource information system (HRIS)
an organization's workers (it's employees and the people who have contacts to work at the organization)
internal labor force
employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process , or a profession
knowledge of workers
moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available
the practice of having another company (a vendor, third party provider or consultant) provide services
a description of what an employee expects to contribute in an employment relationship and what they employeer will provide the employee in exchange for those contributions
psychological contract
a complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality
system in which employees have online access to information about HR issues and go online to enroll themselves in programs and provide feedback through surveys
the assignment of work to groups of employees with various skills who interact to assemble a product or provide a service
a companywide effort to continually improve the ways people, machines and systems accomplish work
total quality management (TQM)
full involvment in one's work and commitment to one's job and company
employee engagment
Business Strategy Issues Affecting HRM
Total Quality Management
Mergers and Acquisitions
Internal Expansion
Changes in Labor Force
Aging Workforce
Diverse Workforce
Skill Deficiencies
An organization's active effort to find opportunities to hire or promote people in a particular group
affirmative action
a necessary (not merely preferred) qualification for performing a job
bona fide occupational qualification (BFOQ)
Under the Americans with Disabilities Act, a physical or mental impairment that substantially limits one or more major life activites, a record of having such an impairment, or being regarded as having such an impairment
a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
disparate impact
differing treatment of individuals where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status; includes race norming
disparate treatment
the EEOCs Employeer Information Report, which counts employees sorted by job category, sex, ethnicity, and race
EEO-1 reports
The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability or national origin
equal employment opportunity (EEO)
Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other antidiscrimination laws
Equal Employment Opportunity Commission (EEOC)
rule of thumb that finds evidence of potential discrimination if an organization's hiring rate for a minority group is less than four-fifths of the hiring rate for the majority group; establishes prima facie case
four-fifths rule
safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential harm or injury
job hazard analysis technique
Forms on which chemical manufacturers and importers identify the hazards of their chemicals
material safety data sheets (MSDs)
US law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce
Occupational Safety and Health Act (OSH Act)
Labor Department agency responsible for inspecting employers, applying safety and health standards and levying fines for violation
Occupational Safety and Health Administration (OSHA)
the agency responsible for enforcing the executive orders that cover companies doing business with the federal government
Office of Federal Contract Complaince Programs (OFCCP)
An employer's obligation to do something to enable an otherwise qualified person to perform a job
reasonable accomodation
state laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous
right-to-know laws
unwelcome sexual advances as defined by the EEOC
sexual harassment
method of promoting safety by demonstrating which specific element of a job led to a past accident
technic of operations review (TOR)
Guidelines issued by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate anti-discrimination laws
Uniform Guidelines on Employee Selection Procedures
constitutional amendment abolishing slavery in the United States
Thirteenth Amendment
constitutional amendment that forbids states from taking life, liberty, or property without due process of law and prevent the states from denying equal protection of the laws
Fourteenth Amendment
grants all persons the same property rights as white citizens, as well as the right to enter into and enforce contracts
Civil Rights Act of 1866
grants all citizens the right to sue in federal court if they feel they have been deprived of some civil right
Civil Rights Act of 1871
if a men and women in an organization are doing equal work, the employeer must pay them equally; defines equal in terms of skill, effort, responsibility and working conditions; allows for differences in pay if the differences result from differences in senority, merit, quantity or quality of production or any factor other than gender
Equal Pay Act of 1963
prohibits employers from discriminating against individuals because of their race, color, religion, sex or national origin; applies to any organizations that employee 15 or more persons working 20 or more weeks a year
Title VII of the Civil Rights Act of 1964
prohibits discrimination against workers who are over the age of 40; prohibits hiring, firing, setting compensation rates, or other employment decisions based on age
Age Discrimination in Employment Act (ADEA)
enacted to encourage employers to recruit qualified individuals with disabilities and make reasonable accomodations to all those people to become active members of the labor market, this act covers executive agencies and contractors and subcontractors that recieve more than $2,500 annual from the federal government. These organizations must engage in affirmative action for individuals with disabilities
Vocational Rehabilitation Act of 1973
requires federal contractors and contractors and subcontractors to take affirmative action towards employing veterans of the Vietnam War (those serving between August 5, 1964 and May 7, 1975)
Vietnam Era Veteran's Readjustment Act of 1974
an amendment to Title VII of the Civil Rights Act of 1964, this act defines discrimination on the basis of pregnancy, childbirth, or related medical conditions to be a form of illegal sex discrimination
Pregnancy Discrimination Act of 1978
this act protects individuals with disabilities from being discriminated against in the workplace. Covers all employment practices such as application procedures, hiring, firing, promotions, compensation, and training
Americans with Disabilities Act (ADA) of 1990
act that broadened the relief available to victims of discrimination by adding compensatory and punative damages
Civil Rights Act of 1991
act that says employeers must reemployee works who left jobs to fulfill military duties for up to five year; employers must reemploy them in the job they would have had if they had not left providing the same seniority, compensation, status, etc that they would have if they had not left
Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
act that states employers with 15 or more employees may not use genetic information in making decisions related to terms, conditions or priviledges of employment including decisions to hire, promote or layoff a worker
Genetic Information Nondiscrimination Act of 2008 (GINA)
basic components of affirmative action plan
Utilization analysis
Goals and timetables
Action steps
takes into account how some fields are predominately male or female
comprable worth
comprable factors
skill, effort, responsibility, working conditions
result of a claim against Goodyear tire, changes the time limit from first incident to latest paycheck
Lilly Ledbetter Act (2005)
situation in which one score is acceptable for one race and another score is acceptable for another race

race norming