98 terms

Human Resource Management


Terms in this set (...)

Human Resource Management
designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals
Core Competency
a unique capability that creates high value and differentiates an organization from its competition
Human Capital
the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce
Strategic HR Management
as part of maintaining organizational competitiveness, planning for HR effectiveness can be increased through the use of HR metrics and HR technology
Equal Employment Opportunity (EEO)
compliance with EEO laws and regulations affects all other HR activities
the aim is to provide a sufficient supply of qualified individuals to fill jobs in an organization
Talent Management and Development
beginning with the orientation of new employees, this includes different types of training. Also, HR development and succession planning of employees and managers is necessary to prepare for future challenges
Total Rewards
compensation in the form of pay, incentives, and benefits rewards people for performing organizational work
Risk Management and Worker Protection
employers must address various workplace risks to ensure protection of workers by meeting legal requirements and being more responsive to concerns for workplace health and safety
Employee and Labor Relations
the relationship between managers and their employees must be handled legally and effectively. Right must be addresses, and it is important to develop, communicate, and update HR policies and procedures so that managers and employees alike know what is expected
Organizational Culture
the shared values and beliefs in an organization
Unit Labor Cost
computed by dividing the average cost of workers by their average levels of output
measure of the quantity and quality of work done, considering the cost of the resources used
being able to continue to operate, survive, and adjust to significant changes
Employee Engagement
the extent to which individuals feel linked to organizational success and how the organization performs positively
a citizen of one country who is working in a second country and employed by an organization headquartered in the first country
Host-Country National
a citizen of one country who is working in that country and employed by an organization headquartered in a second country
Third-Country National
a citizen of one country who is working in a second country and employed by an organization headquartered in a third country
HR Generalist
a person who has responsibility for performing a variety of HR activities
HR Specialist
a person who has in-depth knowledge and expertise in a limited area of HR
Strategic Planning
the process of defining organizational strategy and allocating resources toward its achievement
Organizational Mission
the core reason for the existence of the organization and what makes it unique
Strategic HR Management
refers to the use of employees to gain or maintain a competitive advantage
the ability to produce a specific desired effect or result that can be measured
the degree to which operation are done in an economical manner
Environmental Scanning
the assessment of internal and external environmental conditions that affect the organization
Succession Planning
the process of identifying a plan for the orderly replacement of key employees
Multinational Corporation (MNC)
a corporation that has facilities and other assets in at least one country other than its home country
the relocation by a company of a business process or operation from one country to another
Due Diligence
a comprehensive assessment of all aspects of the business being acquired
Severance Benefits
temporary payments made to laid-off employees to ease the financial burden of unemployment
Alternate Work Arrangements
nontraditional schedules that provide flexibility to employees
transferring the management and performance of a business function to an external service provider
Electronic Human Resource Management Systems (e-HRM)
the planning, implementation, and application of information technology to perform HR activities
HR Metrics
specific measures tied to HR performance indicators
comparing the business results to industry standards
Balanced Scorecard
a framework used to report a diverse set of performance measures
Return on Investment (ROI)
calculation showing that value of an investment
Human Capital Value Added (HCVA)
calculated by subtracting all operating expenses except for labor expenses from revenue and dividing by the total full-time head count
Human Capital Return on Investment (HCROI)
directly shows the operating profit derived from investments in human capital
Human Economic Value Added (HEVA)
wealth created per employee
HR Audit
a formal research effort to asses the current state of HR practices
Protected Category
a group identified for protection under EEO laws and regulations
Disparate Treatment
occurs when members of a group are treated differently from others
Disparate Impact
Occurs when members of a protected category are substantially underrepresented as a result of employment decisions that work to their disadvantage
Business Necessity
a practice necessary for safe and efficient organizational operations
Bona Fide Occupational Qualification (BFOQ)
characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration
Burden of Proof
what individuals who file suit against employers must prove in order to establish that illegal discrimination has occurred
punitive actions taken by employers against individuals who exercise their legal rights
Equal Employment
employment that is for affected by illegal discrimination
Blind to Differences
differences among people should be ignored and everyone should be treated equally
Affirmative Action
employers are urged to employ people based on their race, age, gender, or national origin to make up for historical discrimination
Affirmative Action Plan (AAP)
a document reporting on the composition of an employer's workforce, required for federal contractors
Availability Analysis
identifies the number of protected-class members available to work in the appropriate labor markets for given jobs
Utilization Analysis
identifies the number of protected-class members employed in the organization and the types of jobs they hold
Pay Equity
the idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly
Sexual Harassment
actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment
Glass Ceiling
discriminatory practices that have prevented women and other protected-class members from advancing to executive-level jobs
practice of allowing relatives to work for the same employer
Quid Pro Quo
sexual harassment in which employment outcomes are linked to the individual granting sexual favors
Hostile Environment
sexual harassment in which an individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions
Essential Job Function
fundamental job duties
Reasonable Accommodation
a modification to a job or work environment that gives a qualified individual an equal employment opportunity to perform
Undue Hardship
significant difficulty or expense imposed on an employers in making an accommodation for individuals with disabilities
Disabled Person
someone who has a physical or mental impairment that substantially limits life activities, who has a record of such an impairment, or who is regarded as having such an impairment
Phased Retirement
approach in which employees gradually reduce their workloads and pay levels
differences in human characteristics and composition in an organization
effort directed toward accomplishing results
Work Flow Analysis
study of the way work (inputs, activities, and outputs) moves through an organization
grouping of tasks, duties, and responsibilities that constitutes that total work assignment for an employee
Business Process Re-engineering (BPR)
measures for improving such activities as product development, customer service, and service delivery
Job Design
organizing tasks, duties, responsibilities, and other elements into a productive unit of work
Contingent Worker
someone who is not an employee, but a temporary or part-time worker for a specific period of time and type of work
Person-Job Fit
matching characteristics of people with characteristics of jobs
Job Enlargement
broadening the scope of a job by expanding the number of different tasks to be performed
Job Enrichment
increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job
Job Rotation
process of shifting a person from job to job
Job Sharing
scheduling arrangement in which two employees perform the work of one full-time job
Skill Variety
extent to which the work requires several different activities for successful completion
Task Identity
extent to which the job includes a "whole" identifiable unit of work that is carried out from start to finish and that results in a visible outcome
Task Significance
impact the job has on other people
extent of individual freedom and discretion in the work and its scheduling
the amount of information employees receive about how well or how poorly they have performed
Special-Purpose Team
organizational team informed to address specific problems, improve work processes, and enhance the overall quality of products and services
Self-Directed Team
organizational team composed of individuals who are assignment a cluster of tasks, duties, and responsibilities to be accomplished
Virtual Team
organizational team composed of individuals who are separated geographically but linked by communications technology
employees work with technology via electronic, telecommunications, and Internet means
Compressed Workweek
a workweek in which a full week's work is accomplished in fewer than five 8-hour days
scheduling arrangement in which employees work a set number of hours a day but vary starting and ending times
Job Analysis
systematic way of gathering and analyzing information about the content, context, and human requirements of jobs
distinct, identifiable work activity composed of motions
work segment composed of several tasks that are performed by an individual
obligations to perform certain tasks and duties
individual capabilities that can be linked to enhanced performance by individuals or teams
Marginal Job Functions
duties that are part of a job but are incidental or ancillary to the purpose and nature of the job
Job Description
identification of the tasks, duties, and responsibilities of a job
Job Specification
the knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily
Performance Standards
indicators of what the job accomplished and how performance is measured in key areas of the job description