DECA Human Resources Management

Human Resource Management (HRM)

Consists of all activities involved with aquiring, developing, and compensating the people who do the company's work

360-degree feedback

Uses performance feedback gathered from a broad range of people with whom the employee works rather than from just the employee's manager

Employee assistance programs

Provide confidential personal problem-solving, counseling, and support services for employees

Job description

A list of the basic tasks that make up a job

Job specification

A list of the qualifications a worker needs to d that job

Promotion

The advancement of an employee within a company to a position with more authority and responsibility

Transfer

The assignment of an employee to another job in the company that, in general, involves the same level of responsibility and authority as the person's current work

Discharge

The release of an employee from the company due to inappropriate work behavior

Layoff

A temporary or permanent reduction in the number of employees because of a change in business conditions

Employee turnover

The rate at which people enter and leave employment in a business during a year

Method 1 of Calculating the Rate of Employee Turnover

# of employees who have terminated employment with the business / average # of employees = % of employee turnover

Method 2 of Calculating the Rate of Employee Turnover

# of employees hired to replace employees who have terminated employment with the business / average # of employees = % of employee turnover

Exit interview

A formal interview with an employee who is leaving the company to determine his or her attitudes about the company and suggestions for improvement

Americans with Disabilities Act (ADA)

Prohibits employments discrimination against individuals with physical and mental handicaps or chronic illnesses if they are able to perform the basic functions under the job

Fair Labor Standards Act (FLSA)

Prescribes standards for wages and overtime pay

Occupational Safety and Health Act (OSHA)

Regulates safety and health conditions in most businesses

Social Security

A social insurance program funded through payroll contributions

Medicare

Provides supplemental health insurance for retirement-age people as well as others with specified disabilities

Workers' compensation

Requires all employers to provide insurance for the death, injury, or illness of employees that result from their work

Unemployment insurance

A state-mandated program that provides temporary income to individuals who have been laid off from their jobs

Family And Medical Leave Act (FMLA)

Requires that employers covered by the law must allow an eligible employee up to a total of 12 weeks of leave during a year for new child, immediate family member's health, or medical leave

Laws that expand employment opportunities

The Civil Rights Act, Equal Pay Act, Age Discrimination in Employment Act, Immigration Reform and Control Act, and the Americans with Disabilities Act

Adverse Impact

Occurs if women and minorities are not hired at the rate of at least 80% of the best achieving group

Affirmative Action

Requires employers to take positive steps to ensure employment of applicants and treatment of employees

Availability Forecast

Process of determining whether a firm will be able to secure employees with the necessary skills from within the company

Bargaining Unit

Group of employees not necessarily union members recognized by an employer or certified by an administrative agency as appropriate for represemtation

Beachhead demands

demands that the union does not expect management to meet when they are first made

Behaviour modeling

training method that utilizes videotapes to illustrate effective interpersonal skills and the ways managers function in various situations

Benchmark job

training method that utilizes videotapes to illustrate effective interpersonal skills and the ways managers function in various situations

Biofeedback

Method of learning to control involuntary bodily processes

Bottom-up approach

forecasting method beginning with the lowest organizational units and progressing upward through an organization ultimately to provide an aggregate forecast of employment needs

Broadbanding

compensation technique that collapses many pay grades into a few wide bands in order to improve organizational effectiveness

Burnout

A gradual tearing down, a depletion of one's physical and mental resources

Classification method

Job evaluation method in which classes or grades are defined to describe a group of jobs

Comparable worth

Determination of the values of dissimilar jobs by comparing them under some form of job evaluation, and the assignment of pay rates according to their evaluated worth

Compressed work week

any arrangement of work hours that permits employees to fulfill their work obligation in fewer days than typical 5 day work week

Cutoff score

score below which an applicant will not be considered further for employment

Disciplinary Action

Invoking a penalty against an employee who fails to meet organizational standards or comply with organizational needs

Expatriate

an employee working in a firm who is not a citizen of the country in which the firm is located but is a citizen of the country in which the organization is headquartered

Flextime

Practice of permitting employees to choose, with certain limitations, their own working hours

Glass Geiling

invisibile barrier that prevents woman and minorities from achieving top level procedures

Job Enrichment

restructuring of the content and level of responsibility of a job to make it more challenging, meaningful, and interesting to a worker

Job Sharing

Filling of a job by two part-time people who split the duties of one full-time job in some agreed-on manner and are paid according to their contributions

Pay compression

situation that occurs when workers perceive that the pay differential between their pay and that of employees in jobs above or below them is too small

Corporate Social Responsibility

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

Downsizing

Planned elimination of jobs.

Employee Leasing

The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees.

Globalization

The trend toward opening up foreign markets to international trade and investment.

Human Capital

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

Human Resource Information System (HRIS)

A computerized system that provides current and accurate data for purposes of control and decision-making.

Human Resources Management (HRM)

The process of managing human talent to achieve an organization's objectives.

Knowledge Workers

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

Managing Diversity

Being aware of characteristics common to employees, while also managing employees as individuals.

Offshoring

The business practice of sending jobs to other countries.

Outsourcing

Contracting outside the organization to have work done that formerly was done by internal employees.

Proactive Change

Change initiated to take advantage of targeted opportunities.

Reactive Change

Change that occurs after external forces have already affected performances.

Reengineering

Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in costs, quality, service, and speed.

Six Sigma

A process used to translate customer needs into a set of optimal tasks that are performed in concert with one another.

Total Quality Management (TQM)

A set of principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement.

Balanced Scorecard (BSC)

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

Benchmarking

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

Core Capabilities

Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers.

Core Values

The strong and enduring beliefs and principles that the company uses as a foundation for its decisions.

Cultural Audits

Audits of the culture and quality of work life in an organization.

Environmental Scanning

Systematic monitoring of the major external forces influencing the organization.

Human Resource Planning (HRP)

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

Management Forecasts

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

Markov Analysis

A method for tracking the pattern of employee movements through various jobs.

Mission

The basic purpose of the organization as well as its scope of operations.

Organizational Capabilities

The capacity of the organization to act and change in pursuit of sustainable competitive advantage.

Replacement Charts

Listings of current jobholders and people who are potential replacements if an opening occurs.

Skill Inventories

Files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds.

Staffing Tables

Graphic representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements.

Strategic Human Resources Management (SHRM)

The pattern of human resources deployments and activities that enable an organization to achieve its strategic goals.

Strategic Planning

Procedures for making decisions about the organization's long-term goals and strategies.

Strategic Vision

A statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and its strategic intent.

Succession Planning

The process of identifying, developing, and tracking key individuals for executive positions.

SWOT Analysis

A comparison of strengths, weakness, opportunities, and threats for strategy formulation proposes.

Trend Analysis

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

Value Creation

What the firm adds to a product or services by virtue of making it; the amount of benefits provided by the product or service once the costs of making it are subtracted.

Adverse Impact

A concept that refers to the rejection of a significantly higher percentage of a protected class for employment, placements, or promotion when compared with the successful, non-protected class.

Affirmative Action

A policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory practices by increasing the number of minorities and women in specific positions.

Bona Fide Occupational Qualifications (BFOQ)

Suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job.

Business Necessity

A work-related practice that is necessary to the safe and efficient operation of an organization.

Charge Form

A discrimination complaint filed with the EEOC by employees or job applicants.

Disabled Individual

Any person who 1) has a physical or mental impairment that substantially limits one or more of the person's major life activities 2) has a record of such impairment, or 3) is regarded as having such impairment.

Disparate Treatment

A situation in which protected class members received unequal treatment or are evaluated by different standards.

EEO-1 Report

An employer information report that must be filed annually by employers of 100 or more employees (except state and local government employers) and government contractors and sub-contractors to determine an employer's workforce composition.

Equal Employment Opportunity (EEO)

The treatment of individuals in all aspects of employment -hiring, promotion, training, ect.- in a fair and nonbiased manner.

Fair Employment Practices (FEP)

State and local laws governing equal employment opportunity that are often more comprehensive than federal laws and apply small employers.

Four-fifths Rule

A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings.

Protected Classes

Individuals of a minority race, women, older people and those with disabilities who are covered by federal laws on equal employment opportunity.

Reasonable Accommodation

An attempt by employers to adjust, without undue hard-ship, the working conditions or schedules of employees with disabilities or religious preferences.

Reverse Discrimination

The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination.

Sexual Harassment

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

Uniform Guidelines on Employee Selection Procedures

A procedural document published in the Federal Register to help employers comply with federal regulations against discriminatory actions.

Workforce Utilization Analysis

A process of classifying protected-class members by number and by the type of job they hold within the organization.

Critical Incident Method

A job analysis method by which important jobs tasks are identified for job success.

Employee Empowerment

Granting employees power to initiate change, thereby encouraging them to take charge of what they do.