Human Resources
people that an organization employs to carry out various jobs, tasks, and functions in exchange for wages, salaries, and other rewards.
Human resource management
comprehensive set of managerial activities and tasks concerning with developing an maintaining a qualified workforce-HR- in ways that contribute to organizational effectiveness.
Outsourcing
process of hiring outside firms to handle basic HRM functions presumably more efficiently, than the organization. Some things they hire outside firms to do include payroll, insurance and benefits. Can result in more efficient operations. Should not outsou
Scientific Management
structuring individual jobs to maximize efficiency and productivity. "time-and-motion" is managers used stop watches to teach workers precisely how to perform each task that made up their jobs. Concerned with every motion an individual made and how change
B.F Goodrich
first company to establish a corporate employment department to deal with employee concerns in 1900s
Human relations era
supplanted scientific management as the dominant approach to management during the 1930s which was instigated by the hawthorne studies.
Hawthorne studies
Between 1927 and 1932 the western electric company sponsored a major research program at its Hawthorne plant near chicago. Conducted by Roethlisbeger and Mayo revealed that individual and group behavior played an important role in organizations and that h
Hierarchy of human needs
Abe Maslow
Theory X & Y
Douglas McGregor; basic message is that if managers made their employees more satisfied and happier, then they would work harder and more productive.
personnel departments
specialized organizational units for hiring and administering HR (pay, benefits ect.)
Personnel management
a new type of management function, grew from the recognition that HR needed to be managed. (hiring first line employees such as production, workers, salesclerks, custodians, secretaries, blue-collar ppl, unskilled labor and others.)
personnel manager
manager who runs personnel department
Knowledge Workers
employees whose jobs are to acquire and apply knowledge and they contribute to the organization by the nature of what they know and how well they can apply what they know. (scientists, lawyers)
Triple bottom line
a firm tries to maximize the bottom line, the way people are treated and the level of environmental responsibility (profits, people and the planet)
Organizational Competitiveness
Promote the organizations ability to be competitive in fulfilling its purpose or mission. (a hospital that does not provide technical support for its doctors or adequate healthcare for its patients will find it difficult to compete for the doctors and pat
Enhancing productivity and Quality
Productivity is an economic measurement of efficiency that summarizes and reflects the value of outputs created by an individual, organization, industry or economic system relative to the value of the inputs used to create them.
Quality is the total set o
Complying with legal and social obligations
ensuring the company is complying with and meeting its legal and social obligations. Business is conducted within the law so that financial penalties and bad press can be avoided. (Think of all of the different acts)
Promoting individual growth and development
Basic educational courses in english, math, science for their employees.
Some include provision for career development- helping people understand what career opportunities are available to them and how to pursue those opportunities.
Formal mentoring progr
psychological contract
overall set of expectancies held by the employee with regard to what he or she will contribute to the organization and held by the organization with regard to what it will provide to the individual in return.
Line managers
directly responsible for creating goods and services; that is, their contributions to the organization were generally assessed in terms of their actual contributions and costs to the organizations bottom line.
staff managers
those responsible for an indirect or support function that would have costs but whose bottom line contributions were less direct.
Human resource management system
Human resource management system integrated and interrelated approach to managing HR that fully recognizes the interdependence among the various tasks and functions that must be performed
-marketing function
-operations function
-finance function
-other f
utility analysis
attempt to measure, in more objective terms, the impact and effectiveness of HRM practices in terms of such metrics as a firms financial performance