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61 terms

HR Final

STUDY
PLAY
Human Resource Management
Activities designed to provide for and coordinate the human resources of an organization
Human Resource Functions
Tasks and duties human ressource managers perform
Operating Manager
Person who manages people directly involved with the production of an organization's products or services
Human Resource Generalist
Person who devotes a majority of working time to human resource issues, but does not specialize in any specific areas
Human Resource Specialist
Person specially trained in one or more areas of human resource management
Downsizing
Laying off large numbers of managerial and other employees
Outsourcing
Subcontracting work to an outside company that specializes in that particular type of work
Rightsizing
Continuous and proactive assessment of mission-critical work and its staffing requirements
Equal Employment Opportunity
The right of all people to work and to advance on the basis of merit, ability, and potential
Reverse Discrimination
Condition under which there is alleged preferential treatment of one group (women or minority) over another group rather than equal opportunity
Discrimination
Unfair treatment of a person or group on the basis of prejudice
Job Analysis
Process of determining and reporting pertinent information relating to the nature of a specific job
Job Design
Process of structuring work and designating the specific work activities of an individual or group of individuals to achieve certain organizational objectives
Recruitment
Process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen
Selection
Process of choosing from those available the individuals who are most likely to perform successfully in a job
Training
Learning process that involves the acquisition of skills, concepts, rules, or attitudes to increase employee performance
Job Description
Written synopsis of the nature and requirements of a job
Job Specification
Description of the competency, educational, and experience qualifications the incumbent must possess to perform the job
Motion Study
Job analysis method that involves determining the motions and movements necessary for performing a task or job and then designating the most efficient methods for putting those motions and movements together
Time Study
Job analysis method that determines the elements of work required to perform the job, the order in which those elements occur, and the times required to perform them efficiently
Job Scope
Number and variety of tasks performed by the jobholder
Job Depth
Freedom of jobholders to plan and organize their own work, work at their own pace, and move around and communicate
Human Resource Planning
Process of determining the human resource needs of an organization and ensuring that the organization has the right number of qualified people in the right jobs at the right time
Succession Planning
Technique that identifies specific people to fill future openings in key positions throughout the organization
Temporary Help
People working for employment agencies who are subcontracted out to businesses at an hourly rate for a period of time specified by the businesses
Employment Leasing Companies
Provide permanent staffs at customer companies
Validity
Refers to how accurately a predictor actually predicts the criteria of job success
Predictive Validity
Validity established by identifying a predictor, administering it to applicants, hiring without regard to scores, and later correlating scores with job performance
Concurrent Validity
Validity established by identifying a predictor, administering it to current employees, and correlating the test data with the current employee's job performance
Content Validity
The extent to which the content of a selection procedure or instrument is representative of important aspects of job performance
Construct Validity
The extent to which a selection criterion measures the degree to which job candidates have identifiable characteristics determined to be important for successful job performance
Career Plateau
The point in an individual's career where the likelihood of an additional promotion is very low
Learners
Individuals in an organization who have a high potential for advancement but are currently performing below standard
Stars
Individuals in an organization who are presently doing outstanding work and have a high potential for continued advancement
Solid Citizens
Individuals in an organization who present performance is satisfactory but whose chance for future advancement is small
Deadwood
Individuals in an organization whose present performance has fallen to an unsatisfactory level and who have little potential for advancement
Incentives
Rewards offered in addition to the base wage or salary and usually directly related to performance
Benefits
Rewards employees receive as a result of their employment and position with the organization
Job Evaluation
Systematic determination of the value of each job in relation to other jobs in the organization
Job Ranking Method
Job evaluation method that ranks jobs in order of their difficulty from simplest to most complex
Job Classification Method
Job evaluation method that determines the relative worth of a job by comparing it to a predetermined scale of classes or grades of jobs
Qualified Stock Options
Stock options approved by the IRS for favorable tax treatment
Non Qualified Stock Options
Similar to qualified stock options, except they are subject to a less favorable tax rate and are not subject to the same restrictions
Health Maintenance Organization (HMO)
Health service organization that contracts with companies to provide certain basic medical services around the clock, seven days a week, for a fixed cost
Cafeteria Plan
Benefit plan that allows employees to select from a wide range of option how their direct compensation and benefits will be distributed
Occupational Safety and Health Act
Federal law enacted in 1970 to ensure safe and healthful working conditions for every working person
Employee Assistance Programs
Company-sponsored programs designed to help employees with personal problems such as alcohol and drug abuse, depression, anxiety, domestic trauma, financial problems, and other psychiatric/medical problems
Due Process
Right of an employee to be dealt with fairly and justly during the investigation of an alleged offense and the administration of any subsequent disciplinary action
Philadelphia Cordwainers (shoemakers) case of 1806
Case in which the jury ruled that groups of employees banded together to raise their wages constituted a conspiracy in restraint of trade
Commonwealth v. Hunt
Landmark court decision in 1842 that declared unions were not illegal per se
Yellow-Dog Contracts
Term coined by unions to describe an agreement between an employee and an employer stipulating that, as a condition of employment, the worker would not join a labor union.
Norris-La Guardia Act of 1932
Prolabor act that eliminated the use of yellow-dog contracts and severely restricted the use of injunctions
Wagner Act
Prolabor act of 1935 that gave workers the right to organize, obligated the management of organizations to bargain in good faith with unions, defined illegal management practices relating to unions, and created the National Labor Relations Board to administer the act
Nation Labor Relations Board
Five-member panel created by the national labor relations act and appointed by the president of the united states with the advice and consent of the senate and with the authority to administer the wagner act
Taft-Hartley Act
Legislation enacted in 1947 that placed the federal government in a watchdog position to ensure that union-management relations are conducted fairly by both parties
Landrum-Griffin Act
Legislation enacted in 1959 regulating labor unions and requiring disclosure of certain union finance information to the government
Craft Union
Unions having only skilled workers as members. Most craft unions have members from several related trades
Industrial Union
Unions having as members both skilled and unskilled workers in a particular industry or group of industries
Amalgamation
Union merger that involves two or more unions, usually of approximately the same size, forming a new union
Absorption
Union merger that involves the merger of one union into a considerably larger one
Collective Bargaining
Process that involves the negotiation, drafting, administration, and interpretation of of a written agreement between a union and an employer for a specific period of time