Human Resources Management Exam 1

Chapters 1-5 Vocabulary

globalization

a process of interaction and integration among the people, companies, and governments of different nations, driven by international trade and investment and accelerated by information technology

multinational corporations (MNCs)

corporations with significant operation in more than one country

transnational corporation

organization with extensive international operations and subsidiaries in many countries, no longer identifying with a single “home” country

culture

the patterns or thought and behavior that distinguish one group of people from another

information technology (IT)

creating and maintaining the technology infrastructure of an organization

knowledge workers

individuals whose jobs are designed around the acquisition and application of information

information systems (IS)

using information technology to improve organizational performance

human resource information systems (HRIS)

systems used to gather, store, and analyze information regarding an organization’s human resources

artificial intelligence (AI)

technologies that enable computers to simulate elements of human thinking, including learning and reasoning

software as a service (SaaS)

software delivered on the interment on a subscription basis

legal compliance

making sure that all legal requirements involved in employment are met

workforce diversity

the varied personal characteristics that make the workforce heterogeneous

inclusion

valuing the contribution of everyone

downsizing

creates greater efficiency by eliminating certain jobs

rightsizing

organizational strategy drives the size and skills of the workforce

outsourcing

using external contractors to produce products or services of the organization

contingent workforce

the part-time, temporary, and contract workers used by organizations to fill peak staffing needs or perform work not done by core employees.

core employees

an organization’s full-time employee population

offshoring

the process of moving jobs out of one country and into another country

reshoring

the process of bringing jobs back to the home country

quality management

organizational commitment to continuous process of improvement that expands the definition of customer to include everyone involved in the organization

kaizen

the japanese term for an organization’s commitment to continuous improvement

work process engineering

radical, transformational change in an organization

merger

joining ownership of two organizations

aquisition

the transfer of ownership and control of one organization to another

labor union

acts on behalf of its members to secure wages, hours, and other terms and condition of employment

ethics

a set of rules or principles that define right and wrong conduct

sarbanes-oxley act

established procedures for public companies regarding how they handle and report their finances

code of ethics

states an organization’s primary values and the ethical rules it expects members to follow

sustainability

living, doing business, and employing individuals in a responsible and ethical way

scientific management

a set of principles designed to enhance worker productivity

hawthorne studies

a series of studies that provided new insights into group behavior and motivation (does better lighting help workers manufacture telephone relays more quickly)

management

the process of efficiently completing activities with and through people

planing

a management function focusing on setting organizational goals and objectives

organizing

a management function that deals with determining what jobs are to be done and by whom, where decisions are to be made, and how to group employees

leading

a management function concerned with directing the work of others

controlling

a management function concerned with monitoring activities to ensure that goals are met

competitive advantage

something unique to the organization that competitors can’t imitate

strategic management

establishes long-term foals and provided direction for an organization

strategic management process

analyzes the environment and creates strategies to achieve organizational goals

mission

reason an organization exists

mission statement

brief statement explaining an organization’s purpose

SWOT analysis

a process for determining an organization’s strengths, weaknesses, opportunities, and threats

core competency

organizational strengths that represent unique skills or resources

strategic human resource management

aligning HR policies and decisions with the organizational strategy and mission

metrics

quantitative assessments used to measure the effectiveness of business practices

benchmarks

metrics from other businesses or industry averages used to compare performance

dashboards

visual displays of HR metrics that can be quickly assed and interpreted on a computer or tablet

staffing function

activities in HR concerned with seeking and hiring qualified employees

job analysis

process to identify specific skills, knowledge, and abilities that the job applicant must possess to succeed in the position

training and development function

HR activities concerned with assisting employees to develop up-to-date skills, knowledge, and abilities

motivation function

activities in HR concerned with helping employees exert themselves at high energy levels

maintenance function

activities in HR concerned with maintaining employees’ commitment and loyalty to the organization

communications programs

HR programs designed to provide information to employees

compensation and benefits

HR function concerned with paying employees and administering the benefits package

employee relations function

activities in HR concerned with effective communications among organizational members

talent management

using HR best practices to recruit and retain talented employees to achieve organizational objectives

HR generalist

position responsible for all or a large number of HR functions in an organization

people analytics

using data to improve HR decisions

professional employer organization

assumes all HR functions of a client company by hiring all of its employees and leading back to the company

shared services

sharing HR activities among geographically dispersed divisions

HR business partners

senior HR professionals that work directly with business unit managers to link talent management with organizational strategy

human resource planning/work-force planning

process of determining an organization’s human resource needs

succession planning

identifying employees who are ready to move into management positions

replacement chart

HR organizational charts indicating positions that may become vacant in the near future and the individuals who may fill the vacancies

staffing table

table including jobs in the organization, number of people holding those jobs and future requirements

reduction in force (RIF)/downsizing

reducing the size of a company’s workforce to lower expenses

job analysis

provides information about jobs currently being done and the knowledge, skills, and abilities that individuals need to perform the jobs adequately

job description

a statement indicating what a job entails

observation method

a job analysis technique in which data are gathered by watching employees work

individual interview

meeting with an employee to determine what his or her job entails

group interview method

meeting with a group of employees to collectively determine what their jobs entail

structured questionnaire method

a specifically designed questionnaire for employees to rate the tasks they perform in their jobs

technical conference methos

a job analysis technique that involves extensive input from the employee’s supervisor

diary method

a job analysis method requiring job incumbents to record their daily activities

position analysis questionnaire (PAQ)

a job analysis technique that rates jobs on elements in six activity categories

essential functions

activities that are core to a position and cannot be modified

job specifications

statements indicating the minimal acceptable qualification incumbents must possess to successfully perform the essential elements of their jobs

job evaluation

specified the relative value of each job in the organization

job design

refers to the wat the position and the tasks within that position are organized, including how and when the tasks are done and any factors that affect the work, such as in what order the tasks are completed and the condition under which they are completed

job enlargement

adding related tasks to a job

job enrichment

expanding job content to create more opportunities for job satisfaction

hybrid work

allows employees to split time between the employer’s physical workspace and remote work

compressed work week schedules

employees woek longer days in exchange for longer weekends or other days off

flex time

alternative to traditional “9 to 5” work schedules that allows employees to vary arrival and departure times

job sharing

two people share one job by splitting the work week and the responsibilities of the position

telecommuting

workplace flexibility allowing employees to work from home all or part of the time

remote work

workplace flexibility without any geographic requirements

civil rights act of 1964

outlawed racial segregation and discrimination in employment, public facilities, and education

title VII

established the illegality of discriminating against individuals based on race, religion, color, sex, or national origin

bona fide occupational qualification (BFOQ)

job requirements that are reasonably necessary to meet the normal operation that business or enterprise

seniority systems

decisions such as promotion, pay, and layoffs are made based on employee’s seniority or length or service

civil rights act of 1991

employment discrimination law that nullified selected supreme court decisions, it reinstated burden of proof by the employer and allowed punitive and compensatory damage through jury trials

equal employment opportunity act (EEOA)

granted enforcement powers to the equal employment opportunity commission

equal employment opportunity commission (EEOC)

the arm of the federal government empowered to handle discrimination in employment cases

age discrimination employment act (ADEA)

this act prohibits age discrimination, particularly among those over the age of 40

pregnancy discrimination act

law prohibiting discrimination based on pregnancy

americans with disabilities act

extends employment protection to most forms of disability status

reasonable accommodations

changes to the workplace that allow qualified workers with disabilities to perform their jobs

family and medical leave act

federal legislations that provides employees with up to 12 weeks of unpaid leave each year to care for family members or for their own medical reasons