MGMT 4710 test 1

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.

Job Analysis

The process of getting detailed information about jobs.

Job Design

The process of defining how work will be performed and what tasks will be required in a given job.

Recruitment

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

Selection

The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.

Training

An organization’s planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job.

Development

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

Performance Management

The process through which managers ensure that employees’ activities and outputs contribute to the organization’s goals.

Workforce Analytics

The use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.

Human Resource Planning

Identifying the numbers and types of employees the organization will require in order to meet its 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 that human resource practices have a positive influence on the company’s bottom line or key stakeholders.

Sustainability

An organization’s ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community.

Ethics

The fundamental principles of right and wrong.

Stakeholders

The parties with an interest in the company’s success (typically, shareholders, the community, customers, and employees).

Internal Labor Force

An organization’s workers (its employees and the people who have contracts to work at the organization).

External Labor Market

Individuals who are actively seeking employment.

Knowledge Workers

Employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession.

Employee Empowerment

Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.

Teamwork

The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service.

Total Quality Management (TQM)

A companywide effort to continuously improve the ways people, machines, and systems accomplish work.

Reengineering

A complete review of the organization’s critical work processes to make them more efficient and able to deliver higher quality.

Outsourcing

Contracting with another organization (vendor, third-party provider, or consultant) to provide services.

Offshoring

Moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available.

Reshoring

Reestablishing operations back in the country where a company is headquartered due to quality and flexibility concerns.

Expatriates

Employees assigned to work in another country.

Human Resource Information System (HRIS)

A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization’s human resources.

Cloud Computing

The practice of using a network of remote servers hosted on the Internet to store, manage, and process data.

Artificial Intelligence (AI)

Technology that simulates human thinking, applying experience to deliver better results over time.

Self-Service

System in which employees have online access to information about HR issues and go online to enroll themselves in programs and provide feedback through surveys.

Psychological Contract

A description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions.

Alternative Work Arrangements

Methods of staffing other than the traditional hiring of full-time employees (for example, use of independent contractors, on-call workers, temporary workers, and contract workers).

Gig Economy

Situation in which companies rely primarily on alternative work arrangements to meet service and product demands.

Equal Employment Opportunity (EEO)

The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin.

Equal Employment Opportunity Commission (EEOC)

Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other antidiscrimination laws.

Affirmative Action

An organization’s active effort to find opportunities to hire or promote people in a particular group.

Disability

Under the Americans with Disabilities Act, a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment.

EEO-1 Report

The EEOC’s Employer Information Report, which details the number of women and minorities employed in nine different job categories.

Uniform Guidelines on Employee Selection Procedures

Guidelines issued by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate anti-discrimination laws.

Office of Federal Contract Compliance Programs (OFCCP)

The agency responsible for enforcing the executive orders that cover companies doing business with the federal government.

Disparate Treatment

Differing treatment of individuals, where the differences are based on the individuals’ race, color, religion, sex, national origin, age, or disability status.

Bona Fide Occupational Qualification (BFOQ)

A necessary (not merely preferred) qualification for performing a job.

Disparate Impact

A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.

Reasonable Accommodation

An employer’s obligation to do something to enable an otherwise qualified person to perform a job.

Sexual Harassment

Unwelcome sexual advances as defined by the EEOC.

Occupational Safety and Health Act

U.S. law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.

Occupational Safety and Health Administration (OSHA)

Labor Department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation.

Job Hazard Analysis Technique

Safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury.

Work Flow Design

The process of analyzing the tasks necessary for the production of a product or service.

Job

A set of related duties.

Position

The set of duties (job) performed by a particular person.

Job Analysis

The process of getting detailed information about jobs.

Job Description

A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails.

Job Specification

A list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job.

Position Analysis Questionnaire (PAQ)

A standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs.

Fleishman Job Analysis System

Job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.

Competency

An area of personal capability that enables employees to perform their work successfully.

Job Design

The process of defining how work will be performed and what tasks will be required in a given job.

Industrial Engineering

The study of jobs to find the simplest way to structure work in order to maximize efficiency.

Job Enlargement

Broadening the types of tasks performed in a job.

Job Extension

Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks.

Job Rotation

Enlarging jobs by moving employees among several different jobs.

Job Enrichment

Empowering workers by adding more decision-making authority to jobs.

Flextime

A scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization.

Job Sharing

A work option in which two part-time employees carry out the tasks associated with a single job.

Ergonomics

The study of the interface between individuals’ physiology and the characteristics of the physical work environment.