Reading Exam 1 Study Guide – HRM (Chs. 1–4)

Human Resource Management (HRM)

System of decisions and actions related to managing employees across the employee life cycle (hiring → development → performance → retention → exit).

Goal of HRM

Maximize employee and organizational effectiveness.

Importance of HRM

Directly impacts employee motivation, satisfaction, performance, and retention.

Strategic HRM

Links HR practices to organizational outcomes, including employee satisfaction, operational productivity, stakeholder reputation, and financial performance.

EEO Laws

Laws enforced by EEOC and OFCCP to protect against discrimination in employment practices.

Equal Pay Act of 1963 (EPA)

Requires equal pay for equal work regardless of gender.

Title VII of the Civil Rights Act of 1964

Prohibits employment discrimination based on race, color, religion, sex, and national origin.

Diversity Benefits

Innovation, enhanced decision-making, improved financial performance, and better organizational reputation.

Predictive HR Analytics

Forecasts future HR-related outcomes based on historical data.

HRIS

Human Resource Information Systems; these systems store employee data and support HR analytics and workforce planning.

Fair Treatment in HRM

Treat employees fairly and ethically, complying with both legal standards and ethical standards.

Challenges in HRIS Implementation

Cost, skill gaps, privacy concerns regarding sensitive employee data.

Descriptive HR Analytics

Summarizes past events in the HR context.

Components of Successful HR Analytics

Right people, processes, infrastructure, and a data-driven culture.

Resistance to Change in HRM

Managing employee resistance during HRIS implementation due to job changes and access to data.