Introduction to Human Resource Management

Vocabulary flashcards based on lecture notes covering fundamental concepts of Human Resource Management, HR organizational structures, management functions, and key workforce trends.

Organization

Consists of people with formally assigned roles who work together to achieve the organization's goals.

Manager

An individual who manages the efforts of the organization's people.

Planning (Management Function)

A basic function in the management process that involves establishing goals, rules, plans, and forecasts.

Organizing (Management Function)

A basic function in the management process that involves task delegation, establishing departments and authority, and setting up communication channels.

Staffing (Management Function)

A basic function in the management process that involves recruitment, selection, compensation, evaluation, and training.

Leading (Management Function)

A basic function in the management process focused on motivation and the retention of morale.

Controlling (Management Function)

A basic function in the management process that involves comparing performance standards with actual performance of employees.

Human Resource Management (HRM)

The process of acquiring, training, appraising, and compensating employees, as well as developing policies and strategies for retention, with the goal to retain and foster talent.

Human Resource Development (HRD)

A field not limited to training and development that includes individual career planning, organization development, performance management, and appraisal, with the goal to improve learning and performance.

Authority

The right to make decisions, direct the work of others, and give orders.

Line Authority

The right of line managers to issue orders in a superior-subordinate relationship associated with managing departments.

Staff Authority

The right of staff managers to advise other managers and employees in an advisory relationship.

Recruiters

HR specialists who search for qualified job applicants through various methods.

Equal Employment Opportunity (EEO) Representatives

HR specialists who investigate and resolve EEO grievances and examine organizational practices for violations.

Job Analysts

HR specialists who collect information about job duties and prepare job descriptions.

Compensation Managers

HR specialists who develop compensation plans and handle benefits programs.

Training Specialists

HR specialists who plan, organize, and direct training activities.

Labor Relations Specialists

HR specialists who advise management on all aspects of union-management relations.

Shared Services Agreements

An HR approach that creates centralized HR units whose employees are shared by all departments to assist line managers.

Corporate HR Teams

HR teams that assist top management with top-level issues.

Embedded HR Teams

HR teams composed of HR generalists (a.k.a. relationship partners or HR business partners) who provide employee selection and other assistance needed by specific departments.

Centers of Expertise

Specialized HR consulting firms within a company.

On-Demand Workers

Freelancers and independent contractor-gig workers who are mobile, independent bundles of skills who work when needed, on what they want to work on.

Human Capital

The knowledge, skills, and abilities of a firm's workers that produce economic value.

Globalization

The trend of companies extending their sales, ownership, and/or manufacturing to new markets abroad.

Labor Force Participation Rate

The percent of the population that wants to work.

Unbalanced Labor Force

A condition where unemployment rates are low in occupations not requiring college educations while unemployment rates are relatively high in occupations requiring college educations.

Strategic Human Resource Management

Formulating and executing HR policies and practices that produce employee competencies and behaviors.

HR Department Lever

A performance-improvement lever where the HR manager ensures that the HR management function delivers services efficiently.

Employee Costs Lever

A performance-improvement lever involving advising top management about company staffing levels and setting and controlling compensation, incentives, and benefits.

Strategic Results Lever

A performance-improvement lever focusing on policies and practices that produce employee competencies and skills.

Evidence-Based HRM

Using the best-available evidence—such as actual measurements, existing data, and research studies—in making decisions about HRM practices.

Adding Value

Helping employees improve in a measurable way as a result of an HR manager's actions.

Sustainability

Evaluating performance judged not just on profits, but also on environmental and social performance.

Employee Engagement

Being psychologically involved in, connected to, and committed to getting one's jobs done.

Ethics

The principles of conduct governing an individual or group, or standards used to decide proper conduct.