HR Exam 1
Terms
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- Human Resource Management
- The policies,practices, and systems that influence employees' behavior, attitudes, adn performance
- Human Capital
- An organizations'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 enviroment
- Job Analysis
- The process of getting detailed information about jobs
- Job Design
- The process of defining thet way work will be performed and the tasks that a given job requires
- Recruitment
- The process through which the organization seeks applicants for potential employment
- Selection
- 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
- Training
- A planned effort to enable employees to learn job-related knowledge, skills, and behavior
- Development
- The acquistion of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands
- Performance Management
- The process of ensuring that employees activites and outputs match te organization's goals
- Human Resource Planning
- Identifying the numbers and types of employees the organization will require to meet its objectives
- Evidence Based HR
- Collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders
- Corporate Social Responsibility
- A company's commitment to meeting the needs 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 workeres (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 whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession
- 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 critical work processes to make them more efficient and able to deliver higher quality
- Outsourcing
- The practice of having another company(a vendor, third party provider, or consultant) 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 System (HRIS)
- A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organizations human resources
- Electronic Human Resource Management (e-HRM)
- 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 exchanges for those contributions
- Alternative Work Arrangements
- 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)
- Equal Employment Opportunity (EEO)
- 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 Comission (EEOC)
- Agency of the department of justice charged with enforcing Title VII of the Civil RIghts Act of 1964 and other antidiscrimination laws
- Affirmative Action
- An organizaiton's active effort to find opportunities to hire or promote people in a particular group
- Disability
- Under the Americans with disability act, a physical or mental impairment that substantially limits one or mroe major life activites, a record of having such an impairment, or being regarded as having such an impairment
- EEO-1 Report
- The EEOC's Employer information report, which counts employees sorted by job category, sex, ethinicity, and race
- Uniform Guidelines on Emloyee Seletion Procedures
- Guidelines issued by the EEOC and other agencies to identify how an organization should develop and adminster its system for selecting employees so as not to violate antidiscrimination laws
- Office of Federal Contract Compliance Procedures (OFCCP)
- The agency responsible for enforcing the executive orders that cover companies doing business with the federal government
- Disparate Treatment
- Differing treatment of individuals, where the differences are bases on the individuals race, color, religion, sex, national origin, age, or disability status
- Bona Fide Occupational Qualification (BFOQ)
- A necessary (not merely preferred) qualification for performing a job
- Disparate Impact
- A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities
- Four Fifths Rule
- Rule of thumb that finds evidence of discrimination if an organizations hiring rate for a minority groupl is less than four fifths the hiring rate for the majority group
- Reasonable Accommodation
- An employers obligation to do something to enable an otherwise qualified person to perform a job
- Sexual Harrassment
- Unwelcome sexual advances as defined by the EEOC
- Occupational Saftey and Health Act (OSH Act)
- U.S. law authorizing the federal government to establish and enforce occupational saftey and health standards for all places of employment engaging in interstate commerce
- Occupational Saftey and Health Administration (OSHA)
- Labor development agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation
- Right to Know Laws
- State laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous
- Material Saftey Data Sheets (MSDSs)
- Forms on which chemical manufactures and importers identify the hazards of their chemicals
- Job Hazard Analysis Technique
- Saftey promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury
- Technique of Operations Review (TOR)
- Method of promoting saftey by determing which specific element of a job led to a past accident
- Work Flow Design
- The process of analyzing the tasks necessary for the production of a product or service
- Job
- A set of related duties
- Postition
- The set of duties (job) performed by a particular person
- Job Analysis
- The process of getting detailed information about jobs
- Job Description
- A list of the tasks, duties, and responsibilites (TDRs) that a particular job entails
- Job Specification
- A list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job
- Postive Analysis Questionnaire (PAQ)
- A standardized job analysis questionaire containing 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
- The study of jobs to find the simplest way to structure work in order to maximize efficiency
- Job Enlargement
- Broadening the types of tasks performed in a job
- Job Extension
- Enlarging jobs by combining several relatively simple jobs to form a job with wider range of tasks
- Job Rotation
- Enlarging jobs by moving employees among several defferent jobs
- Job Enrichment
- Empowering workers by adding more decision making authority to jobs
- Flextime
- A scheduling policy in which full time employess may choose starting and ending times within guidelines specified by the organization
- Job Sharing
- A work option in which two part time employees carry out the tasks associated with a single job
- Ergonomics
- The study of the interface between individuals physiology and the characteristics of the physical work enviornment
- Forecasting
- The attempts to determine the supply of and demands for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses
- Trend Analysis
- Constructing and applying statistical models that predict labor demands for the next year, given relatively objective statistics from the previous year
- Lending Indicators
- Objective measures that accurately predict future labor demand
- Transitional Matrix
- A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period
- Core Competency
- A set of knowledge and skills that make the organization superior to competitors and creat value for customers
- Downsizing
- The planned elimination of large numbers of personnel with the goal of enhancing the organizations competitiveness
- Outsourcing
- Contracting with another organization to perform a broad set of services
- Workforce Utilization Review
- A comparison of proportion of employees in protected groups with the proportion that each group represents in the relevant labor market
- Recruiting
- Any activity carried on by the organization with the primary purpose of indentifying and attracting potential employees
- Employment at Will
- Employment principle that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause
- Due Process Policies
- Policies that formally lay out the steps an employee may take to appeal the employers decision to terminate that employee
- Job Posting
- The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees
- Direct Applicants
- People who apply for a vacancy without prompting from the organization
- Referrals
- People who apply for a vacancy because someone in the organization prompted them to do so
- Nepotism
- The practices of hiring relatives
- Yield Ratio
- A ratio that expresses the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next
- Realistic Job Preview
- Background information about a jobs postitive and negative qualities
- 3 Basic Standards to be Considered Ethical
- HRM practices must result in the greatest good for the largest number of people, employment practices must respect basic human right of privacy, due process, consent and free speech, and managers must treat employees and customer equitably and fairly