HR Chapter 1: Managing human resources? Analyzing work

Human resource management

the policies, practices, and systems that influence employees behavior, attitudes, and performance

Human capital

the organization’s employees have economic value to the company

Sustainable competitive advantage

is better than competitors at something and can hold that advantage over a sustainable period of time

Administrative services and transactions

handling administrative tasks ( hiring employees)

Business partner services

developing effective HR systems that help the organization meet its goals

Strategic partner

Contributing to the company’s strategy through an understanding of existing and needed human resources

Job analysis

the process of getting detailed information about jobs

Job design

process of defining the way work will be performed and the tasks that a given job requires

Development

acquiring knowledge, skills, and behaviors that improve employee’s ability to meet the challenges of a variety of new or existing jobs

Performance management

process of ensuring that employees activities and outputs math the organization’s goals

workforce analytics

use of quantitative tools and scientific methods to analyze data from human resource databases

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

collection and use of data to demonstrate that human resource practices have a positive influence on the companys profits or key stakeholders

Sustainability

organizations ability to profit without depleting its resources

Stakeholders

all the parties who have an interest in the organization’s success