Chapter 1: Managing Human Resources

This flashcard set covers the key vocabulary and concepts from Chapter 1 regarding the management of human resources, including HR functions, competencies, and ethical principles.

Human Resource Management (HRM)

The policies, practices, and systems that influence employees’ behavior, attitudes, and performance.

Human Capital

An organization’s employees described in terms of their training, experience, judgment, intelligence, relationships, and insight.

Sustainable Competitive Advantage

An organization being better than competitors at something and holding that advantage over a sustained period of time.

High-Performance Work System

A system where technology, organizational structure, people, and processes all work together to give an organization a competitive advantage.

Administrative Services and Transactions

One of the three HR product lines focused on handling administrative tasks and personnel transactions.

Business Partner Services

An HR product line involving the development of effective HR systems and helping managers reach their goals.

Strategic Partner

An HR role focused on contributing to the company’s strategy through understanding its existing human resources and what is needed for the 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 a given job requires.

Recruitment

The process through which the organization seeks applicants for potential employment.

Selection

The process by which the organization identifies applicants with the necessary knowledge, skills, abilities, and other characteristics to help achieve organizational goals.

Training

A planned effort to enable employees to learn job-related knowledge, skills, and behavior.

Development

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

Performance Management

The process of ensuring employees’ activities and outputs match the organization’s goals.

Workforce Analytics

The use of quantitative tools and scientific methods to analyze data from HR databases and other sources to make evidence-based decisions.

Human Resource Planning

Identifying the numbers and types of employees the organization requires to meet objectives.

Talent Management

A systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers.

Evidence-based HR

Collecting and using data to show human resource practices have a positive influence on a company’s bottom line or key stakeholders.

Sustainability

The ability to profit without depleting resources, including employees, natural resources, and the support of the surrounding community.

Stakeholders

Parties with an interest in the company’s success, typically including shareholders, community, customers, and employees.

Technical Competency Cluster (SHRM)

Knowledge and skills related specifically to HR expertise.

Interpersonal Competency Cluster (SHRM)

Skills including relationship management, communications, and a global mindset.

Business Competency Cluster (SHRM)

Skills including consultation, analytical aptitude, and business acumen.

Leadership Competency Cluster (SHRM)

Skills including leadership and navigation, diversity, equity, and inclusion, and ethical practice.

Ethics

Fundamental principles of right and wrong.

Ethical Behavior

Behavior that is consistent with fundamental principles of right and wrong.

Employee Rights

Rights including free consent, privacy, freedom of conscience, freedom of speech, and due process.