HR Test 1

Human Resource Management (HRM)

The process of managing people in organizations to achieve organizational goals.

Human Capital

The skills, knowledge, and experience possessed by an individual or population, viewed in terms of their value to an organization.

Job Analysis

The process of determining the tasks, duties, and responsibilities of a job and the qualities needed to perform it.

Job Design

The process of organizing tasks, duties, and responsibilities into a productive unit of work.

Recruitment

The process of finding and attracting capable applicants for employment.

Selection

The process of choosing the most suitable candidate for a vacant position.

Training

The process of improving the skills, capabilities, and knowledge of employees.

Development

The process of preparing employees for future responsibilities through acquiring new skills and knowledge.

Performance Management

A systematic process to improve organizational performance by developing the performance of individuals and teams.

Workforce Analytics

The use of data and statistical analysis to understand and improve workforce performance.

Human Resource Planning

The process of identifying and analyzing the need for and availability of human resources.

Talent Management

The systematic attraction, identification, development, engagement, retention, and deployment of individuals with high potential.

Evidence-Based HR

The practice of making HR decisions based on data, facts, analytics, scientific rigor, and critical evaluation.

Sustainability

The ability to maintain or improve performance in a way that does not exhaust resources or harm future generations.

Stakeholders

Individuals or groups that have an interest in the success and decisions of an organization.

Ethics

The principles of conduct governing an individual or a group.

Internal Labor Force

The employees currently employed by an organization.

External Labor Market

Individuals actively seeking employment outside the organization.

High-Performance Work Systems

A set of management practices that promote high levels of organizational performance.

Knowledge Workers

Employees whose main capital is knowledge.

Employee Empowerment

Giving employees the authority, tools, and information they need to do their jobs with greater autonomy.

Teamwork

The collaborative effort of a group to achieve a common goal.

Total Quality Management (TQM)

An organizational approach to continuous improvement in all aspects of performance.

Reengineering

The radical redesign of business processes for dramatic improvements.

Outsourcing

The practice of having certain job functions done outside a company instead of having an in-house department or employee handle them.

Offshoring

Moving jobs to countries with lower labor costs.

Reshoring

Bringing jobs back to the home country from overseas.

Expatriates

Employees who are sent by their employer to work in another country.

Human Resource Information System (HRIS)

A system used to collect, record, store, manage, deliver, and present HR data.

Cloud Computing

The delivery of computing services over the internet.

Artificial Intelligence (AI)

The simulation of human intelligence in machines that are programmed to think and learn.

Self-Service

A system that allows employees to access and manage their own HR-related tasks.

Psychological Contract

The unwritten expectations employees and employers have about the nature of their work relationship.

Alternative Work Arrangements

Flexible work options such as telecommuting, compressed workweeks, and job sharing.

Gig Economy

A labor market characterized by the prevalence of short-term contracts or freelance work.

Equal Employment Opportunity (EEO)

The principle that all individuals should have equal treatment in all employment-related actions.

Equal Employment Opportunity Commission (EEOC)

A federal agency that administers and enforces civil rights laws against workplace discrimination.

Affirmative Action

Measures taken to increase the representation of women and minorities in areas of employment, education, and business.

Disability

A physical or mental condition that limits a person's movements, senses, or activities.

EEO-1 Report

A compliance survey mandated by federal statute and regulations that requires company employment data categorized by race/ethnicity, gender, and job category.

Uniform Guidelines on Employee Selection Procedures

Guidelines issued to help employers comply with federal laws that prohibit employment practices that discriminate on the basis of race, color, religion, sex, or national origin.

Office of Federal Contract Compliance Programs (OFCCP)

The agency responsible for ensuring that employers doing business with the federal government comply with the laws and regulations requiring nondiscrimination.

Disparate Treatment

Intentional discrimination against individuals based on their membership in a protected class.

Bona Fide Occupational Qualification (BFOQ)

An employer's defense to acknowledge that a particular trait, such as gender or religion, is necessary for the job.

Disparate Impact

Practices that are not intended to discriminate but, in fact, have a disproportionately adverse effect on a protected group.

Four-Fifths Rule

A guideline generally used to determine whether there is evidence of adverse impact.

Reasonable Accommodation

Adjustments or modifications provided by an employer to enable people with disabilities to enjoy equal employment opportunities.

Sexual Harassment

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature in the workplace.

Occupational Safety and Health Act

A law enacted to ensure that employers provide employees with an environment free from recognized hazards.

Occupational Safety and Health Administration (OSHA)

A federal agency that sets and enforces protective workplace safety and health standards.

Job Hazard Analysis Technique

A process that focuses on job tasks as a way to identify hazards before they occur.

Thirteenth Amendment

Abolished slavery

Fourteenth Amendment

Provides equal protection for all citizens and requires due process in state action

Civil Rights Acts (CRAs) of 1866 and 1871

Grant all citizens the right to make, perform, modify, and terminate contracts and enjoy all benefits, terms, and conditions of the contractual relationship

Equal Pay Act of 1963

Requires that men and women performing equal jobs receive equal pay

Title VII of CRA

Forbids discrimination based on race, color, religion, sex, or national origin

Age Discrimination in Employment Act of 1967

Prohibits discrimination in employment against individuals 40 years of age and older

Rehabilitation Act of 1973

Requires affirmative action in the employment of individuals with disabilities

Pregnancy Discrimination Act of 1978

Treats discrimination based on pregnancy-related conditions as illegal sex discrimination

Americans with Disabilities Act of 1990

Prohibits discrimination against individuals with disabilities

Executive Order 11246

Requires affirmative action in hiring women and minorities

Civil Rights Act of 1991

Prohibits discrimination (same as Title VII)

Uniformed Services Employment and Reemployment Rights Act of 1994

Requires rehiring of employees who are absent for military service, with training and accommodations as needed

Genetic Information Nondiscrimination Act of 2008

Prohibits discrimination because of genetic information

Lilly Ledbetter Fair Pay Act of 2009

Allows employees to claim discriminatory compensation within a set time after receiving a discriminatory paycheck