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69 Cards in this Set
- Front
- Back
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the process of managing human talent to achieve an organization's objectives
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human resources management (HRM)
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the trend toward opening up foreign markets to international trade & investment
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globalization
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the responsibility of the firm to act in the best interests of the people and communities affected by its activities
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corporate social responsibility
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a computerized system that provides current and accurate data for purposes of control and decision-making
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human resources information system (HRIS)
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change that occurs after external forces have already affected performance
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reactive change
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change initiated to take advantage of targeted opportunities
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proactive change
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the knowledge, skills, and capabilities that have economic value to an organization
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human capital
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a set of principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement
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total quality management (TQM)
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a process used to translate customer needs into a set of optimal tasks that are performed in concert with one another
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six sigma
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planned elimination of jobs
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downsizing
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contracting outside the organization to have work done by internal employees
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outsourcing
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the business practice of sending jobs to other countries
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offshoring
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the process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees
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employee leasing
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being aware of characteristics common to employees, while also managing employees as individuals
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managing diversity
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procedures for making decisions about the organization's long-term goals and strategies
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strategic planning
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the process of anticipating and providing for the movement of people into, within, and out of an organization
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human resources planning (HRP)
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the pattern of human resources deployments and activities that enable an organization to achieve its strategic goals
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strategic human resources management (SHRM)
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the basic purpose of the organization as well as its scope of operations
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mission
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a statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and its strategic intent
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strategic vision
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the strong and enduring beliefs and principles that the company uses as a foundation for its decisions
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core values
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system monitoring of the major external forces influencing the organization
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environmental scanning
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audits of the culture and quality of work life in an organization
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cultural audits
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integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers
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core capabilities
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the opinions (judgments) of supervisors, department managers, experts, or others knowledgeable about the organization's future employment needs
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management forecasts
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graphic representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements
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staffing tables
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a method for tracking the pattern of employee movement through various jobs
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Markov analysis
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files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds
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skill inventories
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listings of current jobholders and people who are potential replacements if an opening occurs
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replacement charts
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the process of identifying, developing, and tracking key individuals for executive positions
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succession planning
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the process of evaluating the availability of critical talent in a company and comparing it to the firm's supply
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human capital readiness
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a comparison of strengths, weaknesses, opportunities, and threats for strategy formulation purposes
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SWOT analysis
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the process of comparing the organization's processes and practices with those of other companies
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benchmarking
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a measurement framework that helps managers translate strategic goals into operational objectives
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Balanced Scoreboard (BSC)
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the capacity of an organization to act and change in pursuit of sustainable competitive advantage
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organizational capability
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the treatment of individuals in all aspects of employment -- hiring, promotion, training, etc. -- in a fair and nonbiased manner
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equal employment opportunity (EEO)
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individuals of a minority race, women,older people, and those with disabilities who are covered by federal laws on equal employment opportunity
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protected classes
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suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job
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bona fide occupational qualification (BFOQ)
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a work-related practice that is necessary to the safe and efficient operation of an organization
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business necessity
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an attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences
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reasonable accommodation
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any person who (1) has a physical or mental impairment that substantially limits one or more of the person's major life activities, (2) has a record of such impairments, or (3) is regarded as having such an impairment
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disabled individual
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state and local laws government equal employment opportunity that are often more comprehensive than federal laws and apply to small employers
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fair employment practices
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unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment
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sexual harassment
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a procedural document published in the Federal Register to help employers comply with federal regulations against regulations against discriminatory actions
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Uniform Guidelines on Employee Selection Procedures
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a concept that refers to the rejection of a significantly high percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected class
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adverse impact
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a rule of thumb followed by the EEOC in determining adverse impact for the use in enforcement proceedings
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four-fifths rule
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a situation in which protected class members receive unequal treat or are evaluated by different standards
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disparate treatment
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a process of classifying protected-class members by number and by the type of job they hold within the organization
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workforce utilization analysis
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an employer information report that must be filed annually by employers of 100 or more employees (except state and local government employers) and government contractors and subcontractors to determine an employer's workforce compensation
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EEO-1 Report
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a discrimination complaint filed with the EEOC by employers or job applicants
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charge form
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a policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory practices by increasing the numbers of minorities and women in specific conditions
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affirmative action
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the act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination
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reverse discrimination
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a group of related activities and duties
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job
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the different duties and responsibilities performed by only one employee
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position
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a group of individual jobs with similar characteristics
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job family
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a statement of the needed knowledge, skills, and abilities of the person who is to perform the job
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job specifications
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a statement of the tasks, duties, and responsibilities of a job performed
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job description
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the process of obtaining information about jobs by determining the duties, task, or activities of jobs
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job analysis
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a questionnaire covering 194 different tasks that, by means of a five-point scale, seeks to determine the degree to which different tasks are involved in performing a particular job
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position analysis questionnaire (PAQ)
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a job analysis method by which important job tasks are identified for job success
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critical incident method
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an organization-specific list of tasks and their descriptions used as a basis to identify components of a job
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task inventory analysis
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an outgrowth of job analysis that improves through technological and human considerations in order to enhance organizations efficiency and employee job satisfaction
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job design
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enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying
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job enrichment
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a field of study concerned with analyzing work methods and establishing time standards
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industrial engineering
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an interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings
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ergonomics
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groups of employees who meet to resolve problems or offer suggestions for organizational improvement
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employee involvement groups (EIs)
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an employee contributions technique whereby work functions are structured for groups rather than for individuals and team members are given discretion in matters traditionally considered management prerogatives, such as process improvements, product or service development, and individual work assignment
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employee teams
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a team with widely dispersed members linked together through computer and telecommunication technology
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virtual team
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flexible working hours that permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week
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flextime
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use of personal computers, networks, and other communications technology such as tax machines to do work in the home that is traditionally done int he workplace
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telecommunicating
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