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69 Cards in this Set

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