Corporate Social Responsibility
The responsibility of the firm to act in the best interests of the people and communities affected by its activities.
Planned elimination of jobs.
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.
The trend toward opening up foreign markets to international trade and investment.
The knowledge, skills, and capabilities of individuals that have economic value to an organization.
Human Resource Information System (HRIS)
A computerized system that provides current and accurate data for purposes of control and decision-making.
Human Resources Management (HRM)
The process of managing human talent to achieve an organization's objectives.
Workers whose responsibilities extend beyond the physical execution of work to include planning, decision-making, and problem-solving.
Being aware of characteristics common to employees, while also managing employees as individuals.
The business practice of sending jobs to other countries.
Contracting outside the organization to have work done that formerly was done by internal employees.
Change initiated to take advantage of targeted opportunities.
Change that occurs after external forces have already affected performances.
Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in costs, quality, service, and speed.
A process used to translate customer needs into a set of optimal tasks that are performed in concert with one another.
Total Quality Management (TQM)
A set of principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement.
Balanced Scorecard (BSC)
A measurement framework that helps managers translate strategic goals into operational objectives.
The process of measuring one's own services and practices against the recognized leaders in order to identify areas for improvement.
Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers.
The strong and enduring beliefs and principles that the company uses as a foundation for its decisions.
Audits of the culture and quality of work life in an organization.
Systematic monitoring of the major external forces influencing the organization.
Human Resource Planning (HRP)
The process of anticipating and providing for the movement of people into, within, and out of an organization.
The opinions (judgments) of supervisors, department managers, experts, or others knowledgeable about the organization's future employment needs.
A method for tracking the pattern of employee movements through various jobs.
The basic purpose of the organization as well as its scope of operations.
The capacity of the organization to act and change in pursuit of sustainable competitive advantage.
Listings of current jobholders and people who are potential replacements if an opening occurs.
Files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds.
Graphic representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements.
Strategic Human Resources Management (SHRM)
The pattern of human resources deployments and activities that enable an organization to achieve its strategic goals.
Procedures for making decisions about the organization's long-term goals and strategies.
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.
The process of identifying, developing, and tracking key individuals for executive positions.
A comparison of strengths, weakness, opportunities, and threats for strategy formulation proposes.
A quantities approach to forecasting labor demand based on an organizational index such as sales.
What the firm adds to a product or services by virtue of making it; the amount of benefits provided by the product or service once the costs of making it are subtracted.
A concept that refers to the rejection of a significantly higher percentage of a protected class for employment, placements, or promotion when compared with the successful, non-protected class.
A policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory practices by increasing the number of minorities and women in specific positions.
Bona Fide Occupational Qualifications (BFOQ)
Suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job.
A work-related practice that is necessary to the safe and efficient operation of an organization.
A discrimination complaint filed with the EEOC by employees or job applicants.
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 impairment, or 3) is regarded as having such impairment.
A situation in which protected class members received unequal treatment or are evaluated by different standards.
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 sub-contractors to determine an employer's workforce composition.
Equal Employment Opportunity (EEO)
The treatment of individuals in all aspects of employment -hiring, promotion, training, ect.- in a fair and nonbiased manner.
Fair Employment Practices (FEP)
State and local laws governing equal employment opportunity that are often more comprehensive than federal laws and apply small employers.
A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings.
Individuals of a minority race, women, older people and those with disabilities who are covered by federal laws on equal employment opportunity.
An attempt by employers to adjust, without undue hard-ship, the working conditions or schedules of employees with disabilities or religious preferences.
The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination.
Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment.
Uniform Guidelines on Employee Selection Procedures
A procedural document published in the Federal Register to help employers comply with federal regulations against discriminatory actions.
Workforce Utilization Analysis
A process of classifying protected-class members by number and by the type of job they hold within the organization.
Critical Incident Method
A job analysis method by which important jobs tasks are identified for job success.
Granting employees power to initiate change, thereby encouraging them to take charge of what they do.
Employee Involvement Groups (EIs)
Groups of employees who meet to resolve problems or offer suggestions for organizational improvement.
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 improvement, product or service development, and individual work assignments.
An interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings.
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.
A field of study concerned with analyzing work methods and establishing time standards.
A group of related activities and duties.
The process of obtaining information about jobs by determining the duties, tasks, or activities of jobs.
Job Characteristics Model
A job design theory that purports that three psychological states (experiencing meaningfulness of the work performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a job holder result in improved work performance, internal motivation, and lower absenteeism and turnover.
A statement of the tasks, duties, and responsibilities of a job to be performed.
An outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction.
Enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying.
A group of individual jobs with similar characteristics.
A statement of the needed knowledge, skills and abilities of person who is to perform the job.
The different duties and responsibilities performed by only one employee.
Position Analysis Questionnaire (PAQ)
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.
Task Inventory Analysis
An organization-specific list of tasks and their descriptions used as a basis to identify components of jobs.
Use of personal computers, networks, and other communications technology such fax machines to do work in the home that is traditionally done in the workplace.
A team with widely dispersed members linked together through computer and telecommunications technology.