MGMT Chapter 1-4 Key Terms

External analysis

Examining the organization’s operating environment to identify strategic opportunities and threats.

Goals

What an organization hopes to achieve in the medium- to long-term future.

Job analysis

The process of getting detailed information about jobs

Job design

The process of defining the way work will be performed and the tasks that will be required in a given job

Internal analysis

The process of examining an organization's strengths and weaknesses

Training

A planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees

Development

The acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in client and customer demands.

Role behaviors

Behaviors that are required of an individual in their role as a jobholder in a social work environment

Internal growth strategy

A focus on new market and product development, innovation, and joint ventures

Concentration strategy

A strategy focusing on increasing market share, reducing costs, or creating and maintaining a market niche for products and services

External growth strategy

An emphasis on acquiring vendors and suppliers or buying businesses that allow a company to expand into new markets

Emergent Strategies

what organizations actually do as opposed to what they intend to do are known as

Performance management

The means through which managers ensure that employees' activities and outcomes are congruent with the organization's goals

Role behaviors

Behaviors that are required of an individual in their role as a jobholder in a social work environment

Strategic choice

The organization's strategy: the ways an organization will attempt to fulfill its mission and achieve its long-term goals

Strategic human resource management (SHRM)

A pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals

Strategy formulation

The process of deciding on a strategic direction by defining a company's mission and goals, its external opportunities and threats, and its internal strengths and weaknesses

Strategy implementation

The process of devising structures and allocating resources to enact the strategy a company has chosen.

Agility

Companies' and their employees' ability to anticipate and cause change, adapt to it, and take specific actions to support change

Balanced scorecard

A means of performance measurement that gives managers a chance to look at their company from the perspectives of internal and external customers, employees, and shareholders

Big data

Information merged from a variety of sources, including HR databases, corporate financial statements, and employee surveys, to make evidence-based HR decisions and show that HR practices can influence the organization's bottom line

Competitiveness

A company's ability to maintain and gain market share in its industry

Digital literacy

The ability to interpret, create, and strategically use digital information

Employee engagement

The degree to which employees are fully involved in their work and the strength of their job and company commitment

Employee experience

Everything that influences employees' daily life both inside and outside of the workplace

Empowering

Giving employees the responsibility and authority to make decisions

Evidence-based HR

Demonstrating that HR practices have a positive influence on the company's bottom line or key stakeholders (employees, customers, community, shareholders)

High-performance work systems

Work systems that maximize the fit between employees and technology

HR dashboard

HR metrics such as productivity and absenteeism that are accessible by employees and managers through the company intranet or human resource information system

HR or workforce analytics

The practice of using data from HR databases and other data sources to make evidence-based HR decisions

Human resource information system (HRIS)

The policies, practices, and systems that influence employees' behavior, attitudes, and performances

Intangible assets

A type of company asset that includes human capital, customer capital, social capital, and intellectual capital

Knowledge workers

Employees who own the intellectual means of producing a product or service

Learning organization

An organization whose employees are continuously attempting to learn new things and apply what they have learned to improve product or service quality

Reskilling

Training employees to acquire new knowledge or skills

Sarbanes-Oxley Act of 2002

The act sets stricter rules for business, especially related to accounting practices, including requiring more open and consistent disclosure of financial data and the CEO’s assurance that the data are completely accurate and provisions that affect the employee–employer relationship

Self-service

Giving employees online access to human resources information

Shared service model

A way to organize the HR function that includes centers of expertise or excellence, service centers, and business partners

Stakeholders

The various interest groups who have relationships with and, consequently, whose interests are tied to the organization (e.g., employees, suppliers, customers, shareholders, community)

Talent management

Attracting, retaining, developing, and motivating highly skilled employees and managers

Total quality management (TQM)

A cooperative form of doing business that relies on the talents and capabilities of both labor and management to continually improve quality and productivity

Upskilling

Training employees to improve or expand their current skills

Action steps

The part of a written affirmative action plan that specifies what an employer plans to do to reduce underutilization of protected groups

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

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

Equal employment opportunity (EEO)

The government's attempt to ensure that all individuals have an equal opportunity for employment, regardless of race, color, religion, sex, age, disability, or national origin

Equal Employment Opportunity Commission (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

Four-fifths rule

A rule that states that an employment test has disparate impact if the hiring rate for a minority group is less than four-fifths, or 80 percent, of the hiring rate for the majority group

General duty clause

The provision of the Occupational Safety and Health Act (OSHA) that states an employer has an overall obligation to furnish employees with a place of employment free from recognized hazards

Goals and timetables

The part of a written affirmative action plan that specifies the percentage of military veterans and individuals with disabilities that an employer seeks to have in each job group and the date by which that percentage is to be attained

Job hazard analysis technique

A breakdown of each job into basic elements, each of which is rated for its potential for harm or injury

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

Reasonable accommodation

Making facilities readily accessible to and usable by individuals with disabilities

Safety awareness programs

Employer programs that attempt to instill symbolic and substantive changes in the organization's emphasis on safety

Standard deviation rule

A rule used to analyze employment tests to determine disparate impact; it uses the difference between the expected representation for minority groups and the actual representation to determine whether the difference between the two is greater than would occur by chance

Technique of operations review (TOR)

Method of determining safety problems via an analysis of past accidents

Utilization analysis

A comparison of the composition of an employer’s workforce with that of the available labor supply

Job analysis

systematic process of determining skills, duties, and knowledge required for performing jobs in an organization

Staffing

Process through which an organization ensures that it always has a proper number of employees with an appropriate skills in right jobs at right time to achieve organization’s objectives 

Career development

Formal approach used by the organization to ensure that people with proper qualifications and experiences are available when needed

Career planning

An ongoing process whereby individuals set career goals and identifies means to achieve them 

Labor market

pool of individuals external to the firm from which an organization obtains its workers

Social responsibility

Implied, enforced, or felt obligation of managers to serve or protect interests of groups other than themselves

Ethics

Discipline dealing with what is good and bad, or right and wrong, or with moral duty and obligations