Studied by 7 peoplehr dashboard
HR metrics such as productivity and absenteeism that are accessible by employees and managers through the company intranet or human resource information system.
high performance work systems (hpws)
Work systems that maximize the fit between employees and technology.
human resource information system
A system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to human resources.
human resource management
The policies, practices, and systems that influence employees’ behavior, attitudes, and performances.
offshoring
A special case of outsourcing, in which the jobs that move leave one country and go to another.
reshoring
Moving jobs from overseas to the United States.
social networking
Websites and blogs that facilitate interactions between people.
performance management
The means through which managers ensure that employees’ activities and outcomes are congruent with the organization’s goals.
strategic management process
involves analyzing internal/external factors, setting goals, formulating strategies, implementing, and evaluating to achieve long-term success."
strategy implementation
The process of devising structures and allocating resources to enact the strategy a company has chosen.
selection
The process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help it achieve its goals.
Affirmative action plan
A policy or program aimed at increasing the representation of minorities and women in education and employment by giving them preferential treatment.
Age Discrimination in Employment Act
Prohibits age discrimination against employees over 40. Covers hiring, firing, promotions, and benefits. Applies to companies with 20+ employees.
Bona fide occupational qualification (BFOQ)
A job qualification based on race, sex, religion, and so on that an employer asserts is a necessary qualification for the job.
Civil Rights Act of 1991
U.S. law enforcing anti-discrimination practices in the workplace. It expanded employee rights and allowed for compensatory and punitive damages.
Disparate impact
A theory of discrimination based on facially neutral employment practices that disproportionately exclude a protected group from employment opportunities.
Disparate treatment
A theory of discrimination based on different treatment given to individuals because of their race, color, religion, sex, national origin, age, or disability status.
EEOC
The government commission established to ensure that all individuals have an equal opportunity for employment, regardless of race, color, religion, sex, age, disability, or national origin.
EEO-1
a report filed annually by certain employers to disclose workforce diversity data based on race, gender, and job category.
Executive Orders 11246
require federal contractors to implement affirmative action policies to promote equal employment opportunities and prevent discrimination.
Executive Orders 11478
Issued in 1969, prohibits discrimination in the federal civilian workforce based on race, color, religion, sex, national origin, disability, and age.
legislative branch
Branch of government responsible for making laws, consisting of the Senate and House of Representatives in the United States.
executive branch
Branch of government responsible for enforcing laws, headed by the President in the United States. It includes departments like Defense and Treasury.
judicial branch
Branch of government interpreting laws, ensuring they align with the Constitution. Judges in federal and state courts make decisions in legal disputes
Occupational Safety and Health Act (OSHA)
The 1970 law that authorizes the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.
Title VII of the Civil Right Act
prohibits employment discrimination based on race, color, religion, sex, or national origin.
centralization
The degree to which decision-making authority resides at the top of the organizational chart.
decentralization
The distribution of power and decision-making to multiple nodes or individuals, reducing reliance on a central authority.
departmentalization
The degree to which work units are grouped based on functional similarity or similarity of work flow.
job analysis
The process of getting detailed information about jobs.
job description
A list of the tasks, duties, and responsibilities (TDRs) that a job entails.
job specification
A list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a job.
occupational information network
a database that provides information about occupations and workers in the U.S. economy. It's a primary source of occupational information in the United States, replacing the Dictionary of Occupational Titles (DOT)
functional structure
an organizational design where a company is divided into smaller groups or departments based on specialized functional areas, such as marketing, finance, human resources, production, and research and development
divisional structure
an organizational design that groups employees based on different products, services, or geographical regions. Each division operates as a semi-autonomous unit, having its own resources and management, tailored to its specific market or product line.
task
refers to a specific, defined piece of work or duty assigned to an employee
position
refers to a specific set of duties and responsibilities assigned to an individual employee within an organization
role
refers to a set of responsibilities, duties, tasks, and behaviors that an individual is expected to perform within an organization.
due process policies
Policies by which a company formally lays out the steps an employee can take to appeal a termination decision.
employment at will
Policies stating that either an employer or an employee can terminate the employment relationship at any time, regardless of cause.
social networking
refers to the use of social media platforms and online networks to facilitate various HR functions and activities. It involves leveraging social technologies to enhance communication, collaboration, recruitment, employee engagement, and overall organizational culture.
reliability
The consistency of a performance measure; the degree to which a performance measure is free from random error.
validity
The extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance.
explicit knowledge
Knowledge that is well documented and easily transferred to other persons.
tacit knowledge
Knowledge based on personal experience that is difficult to codify.
formal learning
Training and development programs and courses that are developed and organized by the company.
informal learning
Learning that is learner initiated, involves action and doing, is motivated by an intent to develop, and does not occur in a formal learning setting.
onboarding
Refers to the process of helping new hires adjust to social and performance aspects of their new jobs.
socialization
refers to the process through which new employees acquire the necessary knowledge, skills, behaviors, and cultural norms to effectively integrate into an organization. This process is crucial for ensuring that new hires adapt well to their roles, understand the company culture, and become productive members of the organization.
training design process
A systematic approach for developing training programs.
kaizen
Practices participated in by employees from all levels of the company that focus on continuous improvement of business processes.
performance appraisal
The process through which an organization gets information on how well an employee is doing his or her job.
conducted properly, several positive outcomes can occur for both the employee and the organization
Clear Communication of Expectations, Improved Employee Performance, Enhanced Motivation and Engagement, Career Development, Better Manager-Employee Relationships
performance management
The means through which managers ensure that employees’ activities and outcomes are congruent with the organization’s goals.
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