HR midterm

Human capital

Knowledge, skills, and capabilities of individuals that have economic value to an organization.

Corporate Social Responsibility (CSR)

The responsibility of the firm to act in the best interest of the people and communities affected by its activities.

Sustainability

Doing business in a way that does as little harm to the environment and depletes as few natural resources as possible.

Knowledge workers

Workers whose responsibilities extend beyond the physical execution of work to include planning, decision making, and problem solving.

Human resource information systems (HRIS)

A computerized system that provides current and accurate data for the purpose of control and decision making.

Workforce (HR) analytics

The process of gathering and analyzing data to improve a firm's Human Resource Management.

Furlough

Asks or requires employees to take time off with no or reduced pay.

Offshoring

Sending jobs to other countries.

Nearshoring

Process of moving jobs closer to one's home country.

Homeshoring

Moving jobs to work from home domestic independent contractors.

Employee leasing

Dismissing employees who are then hired by a leasing company and contracting with that company to lease back employees.

Line managers

Non HR managers who are responsible for overseeing the work of other employees.

Human Resource Planning (HRP)

Process of anticipating and providing for the movement of people into, within, and out of an organization.

Strategic Human Resource Management

Pattern of resource deployments and activities that enable an organization to achieve its strategic goals.

Environmental Scanning

Systematic monitoring of major external forces influencing the organization.

Trend Analysis

Quantitative approach to forecasting labor demand based on an organizational index such as sales.

Management Forecasts

The opinions of supervisors, department managers, experts, or others knowledgeable about the organization's future employment needs.

Staffing Tables

Graph of all organization's jobs, along with the number of employees currently occupying those jobs and future employment requirements.

Markov Analysis

Method for tracking the pattern of employee movements through various jobs in the past years.

Skill inventories

Files of personal education, experience, interest, and skills that allow managers to quickly match job openings with employee backgrounds.

Replacement Charts

Listing of current jobholders and potential replacements if an opening occurs.

Attrition

Natural departure of employees through quits, retirements, and deaths.

Hiring freeze

New workers are not hired as planned or workers who have left the organization are not replaced.

Termination

Practice initiated by an employer to separate an employee from the organization permanently.

Benchmarking

The process of measuring one's own services and practices against recognized leaders to identify areas for improvement.

Balanced score card (BSC)

A measurement framework that helps managers translate strategic goals into operational objectives.

Bona fide occupational requirement (BFOR)

Justifiable business reason for discriminating against a member of a protected class.

Meiorin Test

Standard under which all workplace practices constitute BFORs; test to determine what is considered a BFOR.

Bona Fide Occupational qualification (BFOQ)

Justifiable reason for discrimination based on business reasons of safety or effectiveness.

Pay Equality

Equal pay for equal work.

Pay Equity

Equal pay for work of comparable worth/value.

Designated Groups

Groups identified for affirmative action, including Women, Visible Minorities, Indigenous Peoples, and people with disabilities.

Systematic Discrimination

Barriers that negatively affect employment for visible minority groups.

Reasonable accommodation

Adjustments to employment policies and practices to avoid discrimination.

Sexual Harassment

Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment.

Diversity management

Optimization of an organization's multicultural workforce to reach business objectives.

Job

Group of related activities.

Job family

Group of individual jobs with similar characteristics.

Position

Different duties performed by one individual.

Job analysis

Process of obtaining information about jobs by determining duties, tasks, or activities of the job.

Job specification

A statement needed skills, knowledge, and abilities of the person who is to perform the job.

Job Description

Statement of the tasks, duties, and responsibilities of a job to be performed.

Position analysis questionnaire (PAQ)

Questionnaire covering 194 different tasks that uses a 5 point scale to determine the degree to which different tasks involve performing a particular job.

Critical incident method

Job analysis method identifying important tasks for job success.

Task inventory analysis

Organization-specific list of tasks and their descriptions used to identify components of jobs.

Functional job analysis (FJA)

Job analysis approach using an inventory of types of work activities that constitute any job.

Competency-based analysis

Job analysis method that looks at responsibilities and activities of jobs and the worker competencies necessary to accomplish them.

Job design

An outgrowth of job analysis that improves jobs through technological and human considerations.

Job enrichment

Enhancing a job by adding more meaningful tasks and duties.

Job characteristics model

A job design theory identifying psychological states that lead to improved work performance.

Job Crafting

Employees mold their tasks to fit their individual strengths and passions.

Job Carving

Jobs amended by employers to provide opportunities for individuals with disabilities.

Industrial Engineering

A field of study concerned with analyzing work methods and establishing time standards.

Ergonomics

Interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by humans.

Flextime

Flexible working hours that permit employees to choose their starting and quitting times.

Job sharing

Arrangement whereby two part-time employees perform a job that would be held by one full-time employee.

Telecommuting

Use of technology to do work at home that is traditionally done in the workplace.

Recruitment

The process of finding and attracting capable applicants for employment.

Selection

The identification of candidates from a pool of recruits who best meet job requirements.

Recruitment Process Outsourcing (RPO)

Outsourcing an organization's recruiting function to an outside firm.

Branding

Company's efforts to show why it is a desirable place to work.

Internal Recruiting

Identifying talent through performance appraisals and skill inventories.

External Recruiting

Recruiting strategies that reach diversity goals.

Realistic job preview (RPJ)

Informing applicants about all aspects of the job, both desirable and undesirable.

Targeted Recruitment

Recruitment strategies that meet diversity objectives.

Career counselling

The process of discussing with employees their current job activities and career goals.

Mentors

Individuals who coach, advise, and encourage individuals of lesser rank.

Reverse mentoring

Program where younger employees mentor older employees about new trends and technology.

Reliability

Degree to which a test yields comparable data over time.

Validity

Degree to which a test accurately measures information about a person's attributes.

Cover letters and resumes

Low reliability due to subjectivity; can use a 'name blind resume' to reduce bias.

Application forms

High validity tool that collects recent information to assess minimum requirements.

Pre-employment tests

Tests assessing job knowledge, work samples, cognitive abilities, etc.

Criterion Related Validity

Extent to which a selection tool accurately predicts important elements of work behavior.

Content validity

Extent to which a selection instrument samples the knowledge and skills needed for specific tasks.

Construct Validity

Extent to which a selection tool measures a theoretical construct or trait.

Decision Making

Process involving approaches such as clinical, statistical, compensatory, and multiple hurdle models.