Human Resource Management
Policies and practices that influence employees' behavior, attitude, and performance.
Human Capital
A company's employees described in terms of their training, experience, judgment, intelligence, relationships, and insight.
High-Performance Work System
an organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment
Administrative Services and Transactions
Responsibility of HR Department Handling admin tasks such as hiring with a commitment to quality.
Business Partner Services
Responsibility of HR Department that develops effective system for company to meet goals for attracting, keeping, and developing work force.
Strategic Partner
Responsibility of HR Department that Understanding existing and needed human resources for competitive advantage.
Job Analysis
process of getting detailed information about jobs
Job Design
process of defining job tasks and the work arrangements to accomplish them
Recruitment
The process through which the organization seeks applicants for potential employment
Selection
Process by which organization attemps to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the company achieve its goals.
Training
An organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job.
Development
Acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands.
Performance Management
process of ensuring that employees' activities and outputs match the organization's goals.
Human Resource Planning
identifying the members and types of employees the organization will require to meet its objectives
Evidence-Based HR
collecting and using data to show that HR practices have a positive influence on the company's bottom line or key stakeholders
Corporate Social Responsibility
the obligation of an organization to serve its own interests and those of its stakeholders.
Stakeholders
The parties with an interest in the company's success (typically, shareholders, the community, customers, and employees).
Ethics
The fundamental principles of right and wrong
Internal Labor Force
an organizations workers (its employees and the people who have contracts to work at the organization)
External Labor Market
Individuals who are actively seeking employment
High-Performance Work Systems
Organizations that have the best possible fit between their social system (people and how they interact) and technical system (equipment and processes)
Knowledge Workers
Employees who contribute to the company through what they know (knowledge of customers, a process, or a profession), not manual labor
Employee Empowerment
giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service
Teamwork
The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service.
Total Quality Management
A companywide effort to continually improve the ways people, machines, and systems accomplish work
Reengineering
A complete review of the organization's critcial work processes to make them more efficient and able to deliver higher quality
Outsourcing
The practice of having another company provide services.
Offshoring
moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available
Expatriates
employees who take assignments in other countries
Human Resource Information Systems
A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to a company's human resources.
Electronic Human Resource Management
The processing and transmission of digitized HR information, especially using computer networking and the internet
Self-Service
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
Psychological Contract
A description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions
Alternative Work Arrangements
Methods of staffing other than the traditional hiring of full-time employees ( i.e. use of independent contractors or on-call workers)
Equal Employment Opportunity
The condition in which all individuals have an equal chance fore employment, regardless of their race, color, religion, sex, age, disability, or national origin.
Equal Employment Opportunity Commission
..., Federal Agency created to enforce the Civil Rights Act of 1964, which forbids discrimination on the basis of race, creed, national origin, religion, or sex in hiring, promotion, or firing
Affirmative Action
..., programs intended to make up for past discrimination by helping minority groups and women gain access to jobs and opportunities
Disability
Americans with Disabilities Act, a physical or mental impairment that substantially limits one or more major life activities
EE0-1 Report
EEOC's Employer Information Report, which counts employees sorted by job catagory, sex, ethnicity, and race.
Uniform Guidelines on Employee Selection Procedure
Guidelines issued by EEOC to identify how an organization should develop and administer its system for selecting employees in order to not violate anti-discrimination laws
Office of Federal Contract Compliance
Agency responsible for enforcing the executive orders that cover companies doing business with the federal gov't
Disparate Treatment
differing treatment of individuals, where the differences are based on the individuals race, color, religion, sex, national origin, age, or disability status
Bona Fide Occupational Qualification
condition that is absolutely required to perform a job--female police officer in female prison
Disparate Impact
a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
Four-Fifths Rule
Discrimination is likely to occur if the selection rate for a protected group is less than 4/5 of the selection rate for a majority group.
Reasonable Accommodation
Employer's obligation to do something to enable an otherwise qualified person to perform a job
Sexual Harassment
unwelcome sexual advances in the workplace
Occupational Safety and Health Act
work environment safe, products must meet certain safety standards
Occupational Safety and Health Administration
a government agency in the Department of Labor to maintain a safe and healthy work environment
Right-to-Know Laws
State laws that allow employees access to information about toxic or hazardous substances, employer duties, employee rights, and other workplace health and safety issues
Material Safety Data Sheets
contain info about chemical & hazardous substances used on site. Training employees in the safe handling of these substances is also required
Job Hazard Analysis Technique
Safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury
Technic of Operations Review
Method of promoting safety by determining which specific element of a job led to a past accident
Work Flow Design
the processs of analyzing the tasks necessaty for the production of a product or service
Job
A set of related Duties
Position
A job performed by a particular person
Job Analysis
process of getting detailed information about jobs
Job Description
is a list of tasks, duties, and responsibilities that a particular job entails
Job Specification
is a list of knowledge, skills, abilities, and other characteristics that an individual must have to perform a particular job
Position Analysis Questionnaire
A standardized job analysis questionnaire containting 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs.
Fleishman Job Analysis System
Job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.
Job Design
the process of defining how work will be performed and what tasks will be required in a given job
Industrial Engineering
Looks for the simplest way to structure work in order to maximize efficiency
Job Enlargement
Broadening the scope of a job by expanding the number of different tasks to be performed
Job Extension
enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks
Job Rotation
enlarging jobs by moving employees among several different jobs
Job Enrichment
empowering workers by adding more decision-making authority to jobs
Flextime
Scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization
Job Sharing
splits one job between two people
Ergonomics
The study of the relation between human physiology and the physical environment.