ADM2337 Human Resources Management Key Terms Chapters 1-6

equity

fairness and impartiality

CIBC

Canadian Imperial Bank of Commerce

change management

a systematic way of bringing about and managing both organizational changes and changes on the individual level

collaborative software

refers to software that allows workers to interface and share information with each other electronically

corporate social responsibility

The responsibility of the firm to act in the best interests of the people and communities affected by its activities

downsizing

planned elimination of jobs

employee leasing

The process of dismissing employees to be hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back those employees

furloughing

A situation in which employers ask workers to take time off for either no pay or reduced pay

globalization

the trend to opening up foreign markets to international trade and investment

nearshoring

The process of moving jobs closer to one's home country

sustainability

doing business in a way that does as little harm to the environment and depletes as little resource as possible

workforce (HR) analytics

The process of gathering and analyzing data to improve a company's HRM

environmental scanning

systematic monitoring of the external forces influencing the organization

human resources planning (HRP)

the process of anticipating and providing for the movement people into, within, and out of an organization

Markov analysis

a method for tracking the pattern of employee movements through various jobs

bona fide occupational qualification (BFOQ)

a justifiable reason for discrimination based on business reasons of safety or effectiveness

sexual harassment

unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment

global sourcing

the business practice of searching for and using goods from around the world

internal labour markets

labour markets in which workers are hired into entry-level jobs and higher positions are filled from within

mentors

individuals wo coach, advise, and encourage individuals of lesser rank

passive job seekers

people who are not looking for jobs but could be persuaded to take new ones given the right opportunity

reverse mentoring

a program whereby younger employees are called on to mentor older employees and executives about social media trends, new technology, and marketplace trends

computer-administered (automated) interview

interview in which the questions are administered to applicants via computers; the interview can be conducted at a firm's facilities, using kiosks, online, or via phone

selection ratio

the number of applicants to be selected compared with the total number of applicants

video resumes

short video clips that highlight applicants' qualifications beyond what they can communicate on their resume

CFT

continuous full-time

homeshoring

The process of moving jobs to work-from-home independent contractors

human capital

describes the economic value of employee's knowledge, skills, and capabilities

human resources information system (HRIS)

a computerized system which includes current and accurate data for the purposes of control and decision making

human resources management (HRM)

the process of managing human talent to achieve an organization's objectives

knowledge workers

Workers whose responsibilities extend beyond physical execution of the work and include planning, decision making, and problem solving

line managers

non-HR managers who are responsible for overseeing the work of other employees

offshoring

The process of sending jobs to other companies

outsourcing

Contracting work out that was originally done by employees

proactive changes

Changes initiated tot take advantage of targeted opportunities

reactive changes

Changes that occur after external forces affect a company's performance

reengineering

The fundamental rethinking and radical redesign of businesses processes to achieve dramatic improvements in cost, quality, service, and speed

Six Sigma

a set of principles and practices whose core ideas center around understanding customers needs, doing things right the first time, and continuous improvement

balanced scorecard (BSC)

a measurement framework that helps managers transform strategic goals into operational objectives

benchmarking

the process of measuring one's own services and practice against recognized leaders to identify areas of improvement

core capabilities

integrated knowledge sets within an organization that distinguish it from competitors and deliver value to customers

core values

the strong and enduring beliefs a company uses as the foundation for its decisions

cultural audits

audits of the culture and quality of work life within an organization

human capital readiness

the process of evaluating the availability of critical talent in a firm and comparing it to the firm's supply

management forecasts

the opinions (judgments) of supervisors, department managers, experts, and others knowledgeable about the organization's future employment needs

organizational capability

the capacity of an organization to act and change in pursuit of sustainable competitive advantage

quality of fill

a metric designed to assess how well new hires are performing on the job

replacement charts

listings of current jobholders and potential replacements if an opening occurs

severance pay

a lump sum given to terminated employees by an employer at the time of an employer-initiated termination

skill inventories

files of personnel education, experience, interest, and skills which allow managers to quickly match job openings with employee backgrounds

staffing tables

Graphic representations of all organizational jobs along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements

stakeholders

key people interested in a firm's activities and can either affect or be affected by them

strategic human resources management (SHRM)

the pattern of human resources deployments and activities that enable an organization to reach its goals

strategic planning

procedures for making decisions about the organization's long-term goals and strategies

strategic vision

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

succession planning

the process of identifying, developing, and tracking key individuals for executive positions

SWOT analysis

a comparison of strengths, weaknesses, opportunities, and threats for strategy formulation purposes

termination

practice initiated by the employer to separate an employee from the organization permanently

value creation

what the firm adds to a product or service by virtue of making it; the amount of benefits provided by the product or service once the costs of making it are subtracted

concentration

term applied to designated groups whose numbers in a particular occupation are high relative to their numbers in the labour market

designated groups

Women, visible minorities, Indigenous people, and people with disabilities who have been disadvantaged in employment

diversity management

the optimization of an organization's multicultural workforce to reach business objectives

employment equity

the employment of individuals in a fair and nonbiased manner

flow data

data that provide a profile of the employment decisions affecting designated groups

reasonable accommodation

attempt by employer's to adjust the working conditions or schedule of employees with disabilities or religious preferences

stock data

data showing the status of designated groups in occupational categories and compensation levels

systemic discrimination

the exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job related

underutilization

term applied to designated groups that are not utilized or represented in the employer's workforce proportional to their numbers in the labour market

critical incident method

a job analysis method by which important job tasks are identified for job success

employee involvement groups (EIGs), aka, quality circles (QCs)

groups of employees who meet to resolve problems or offer suggestions for organizational improvement

employee teams

An employee contributions techniques 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 improvements, product or service development, and individual work assignments

ergonomics

an interdisciplinary approach to designing equipment and systems that can easily and efficiently be used by humans

flextime

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

functional job analysis (FJA)

a job analysis approach that uses an inventory of the various types of work activities that can constitute any job

industrial engineering

a field of study concerned with analyzing work methods and establishing time standards

job

a group of related activities and duties

job analysis

the process of obtaining information about jobs by determining the tasks, duties, and activities of jobs

job crafting

a naturally occurring phenomenon whereby employees mould their tasks to fit their individual strengths, passions, and motives better

job description

a statement of the tasks, duties, and responsibilities of a job to be performed

job design

An outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction

job enrichment

enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying

job family

a group of individual jobs with similar characteristics

job sharing

the arrangement whereby two part-time employees perform a job that otherwise would be held by one full-time employee

job specification

a statement of the knowledge, skills, and abilities of the person who is to perform the job

position

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

telecommuting

use of personal computers, networks, and other communications technology to do work in the home that is traditionally done in the workplace

virtual teams

a team with widely dispersed members linked together through computer and telecommunications technology

9-box grid

a comparative diagram that includes appraisal and assessment data to allow managers to easily see an employee's actual and potential performance

applicant tracking system (ATS)

a software application recruiters use to post job openings, screen resumes, contact potential candidates for interviews via email, and track the time and costs related to hiring people

branding

a company's efforts to help existing and prospective workers understand why it is a desirable place to work

career counselling

the process of discussing with employee their current job activities and performance, personal and career interests and goals, personal skills, and suitable career development objectives

career networking

the process of establishing mutually beneficial relationships with other businesspeople, including potential clients and customers

career paths

lines of advancement in an occupational field within an organization

career plateau

a situation in which, for either organizational or personal reason, the probability of moving up the career ladder is low

fast-track program

a program that encourages new managers with high potential to remain with an organization by enabling them to advance more rapidly than those with less potential

job progressions

the hierarchy of jobs a new employee might experience, ranging from a starting job to jobs that successively require more knowledge and/or skill

mobile recruiting

the process of recruiting candidates via their mobile devices

nepotism

a preference for hiring relatives of current employees