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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
