UW MGMT 311 Midterm 1 (Lian Shao)

Human Resource Management

the decisions and actions associated with managing individuals throughout the employee life cycle to maximize employee and organization effectiveness

refers to the policies, practices, and systems to manage

employee attitudes, behaviors, and performance in the workplace

biases

a tendency, or feeling, or opinion, especially one that is preconceived, unreasoned, and unsupported by evidence

availibility bias

the tendency to rely more on information that is more readily available than alternative information

anchoring bias

the tendency when making a judgment to rely on the first piece of information that one receives

overconfidence bias

the tendency for an individual to be more confident in their own beliefs than reality would suggest

A-S-A framework

the process of attraction, selection, and attrition that defines an organization's culture

human capital

the knowledge, skills, and abilities, as well as other characteristics embodied in people

the knowledge, skills, and abilities that people embody across an organization

organizational culture

assumptions assumptions shared by organization members, which affect their actions, thoughts, and perceptions

clan culture

organizations with clan cultures are collaboration and people oriented and value cohesion, employee empowerment, and team players

adhocracy culture

organizations with *** cultures are creation-focused and emphasize entrepreneurship, flexibility, risk taking, and creativity

market culture

organizations with market cultures are characterized by competition and as being aggressive, competitive, and customer oriented

hierarchy culture

organizations with *** cultures focus on control and value being efficient, timely, and consistent

gig economy

the prevalence of temporary employment positions, where individuals are employed as independent workers instead of actual employees of an organization

gig

a single project or task that a worker is hired to do on demand

business ethics

a system of principles that govern how business operates, how decisions are made, and how people are treated

HR specialist

a person who fulfills an *** function attends to all aspects of one specific HRM function

HR generalist

a person who fulfills an ***function attends to multiple HR functions

HR business partner

someone who serves as a consultant to management on HR-related issues

competency

a cluster of knowledge skills, abilities, and other characterizes (KSAOs) necessary to be effective at one's job

benchmarking

the measurement of the quality an organization's practices in comparison with those of a peer organization

sign

the positive or negative direction of a relationship between variables

magnitude

the size of relationship

spurious correlation

a correlation observed between two variables that are not actually related

Hawthorne effect

the alteration of one's behavior to fit what you think is wanted of you, as a result of the knowledge of being studied or observed

Human Resource (HR) analytics

the process of collecting, analyzing, interpreting, and reporting people-related data for the purpose of improving decision making, achieving strategic objectives, and sustaining a competitive advantage

Strategic Human Resource Management

the process of aligning HR policies and practices with the objectives of the organization, including employee, operational, stakeholder, and financial outcomes

emphasizes the importance of the integration between business goals and HR policies, practices, and systems. That is, the development of HR policies should be based on the knowledge of business (e.g., the industry, its competitors, goals, mission, and competitive advantages).

strategy

well-devised and thoughtful plan for achieving an objective

scientific process

a method used for systematic and rigorous problem solving that is predicated on the assumption that knowledge requires evidence

strategy formula

the process of planning what to do to achieve organizational objectives

missions

a core need that an organization strives to fulfill and thus represents the organization's overarching purpose

vision

an extension of an organization's mission that describes what the organization will look like or be at some point in the future

values

parameters and guidelines for decisions making that help an organization realize its vision

SWOT analysis

an analysis of the internal strengths and weaknesses of an organization and the external opportunities and threats to that organization

strategy type

a general approach for how an organization will bring its mission, vision, and values to life

resource-based views

proposes that a resource holds value to the extent that it is rare and inimitable, where example resources include physical, financial, organizational, and human resources

stakeholders

a number of different groups that an organization must appeal to, including customers and investors

strategy implementation

the enactment of a strategic plan

data-driven decisions

decisions that are made based on the analysis and interpretation of relevant, accurate, and timely data

balanced scorecard

the evaluation of organizational performance based on the extent to which the organization satisfies different stakeholder needs, such as the needs of customers, investors, shareholders, employees, and the broader community

organizational performance

the extent to which employee learning and growth, internal business process efficiency, customer attitudes and behavior, and financial performance, contribute to the organization's mission and strategy

high-performance work practices

bundles of HR universal best practices such as promoting within the organization and offering training

system perspective

the view of how all pieces of a system and its subsystems fit together

Ability-motivation-opportunity model

a model that proposes a system of HR practices that influences employee outcomes, and ultimately, operational and functional outcomes to the extent that the practices target three different elements: ability to perform, motivation to perform, and opportunity to perform

descriptive analytics

focuses on understanding what has already happened, which implies a focus on the past

predictive analytics

focuses on what is likely to happen in the future based on available data

prescriptive analytics

focuses on what actions should be taken based on what is likely to happen in the future

qualitative data

non-numeric information that includes text or narrative data, such as interview transcripts

quantitative data

numeric data that can be counted or measured in some way

big data

large amounts of unstructured, messy, and sometimes quickly streaming data, which can be described in terms of volume, variety, velocity, and veracity

little data

structured data that are gathered in small volumes, usually for a previously planned purpose

concept

a theoretical phenomenon or construct

measure

a tool used to assess the levels of a theoretical concept, such as a survey used to assess employee engagement

data visualization

pictorial and graphic representation of quantitative or qualitative data

diversity

real or perceived differences among people with respect to sex, race, ethnicity, age, physical and mental ability, sexual orientation, religion, and attributes that may affect their interactions with others

Inclusive environment

organizations or groups in which individuals, regardless of their background are treated with dignity and respect, are included in decision making, and are valued for who they are and what they bring to the group or organization

similarity-attraction hypothesis

the theory that individuals prefer others who are similar to them

stereotypes

overly simplified and generalized assumptions about a particular group that may not reflect reality

unconscious (or implicit) bias

stereotypes individuals hold that reside beyond their conscious awareness

executive orders

presidential orders that carry the force of law

Equal Employment Opportunity Commission (EEOC)

an independent federal agency that ensures compliance with the law and provides outreach activities designed to prevent discrimination

Office of Federal Contract Compliance Programs (OFCCP)

a division of the Department of Labor; monitors EEO compliance of federal contractors

retaliate

taking adverse action against an employee who complains about discrimination or files a discrimination claim

reverse discrimination

discriminating against majority or historically privileged groups such as White or male employees

equitable relief

payments made to a plaintiff to bring them back to the position they would have had if they were not discriminated against

compensatory damages

providing financial relief to the complainant for damages incurred, such as mental and emotional stress suffered as a result of discrimination

punitive damages

damages that are awarded if it is demonstrated that the company has engages in reckless discrimination and failed to act in good faith

class action lawsuit

when individuals who have similar claims sue as a group

disparate treatment

treating different groups of applicants or employees differently because of their race, color, religion, sex, or national origin

Disparate (or adverse) impact

when employers use seemingly neutral criteria that have a discriminatory effect on a protected group

Bona fide occupational qualification (BFOQ)

a particular instance where a normally legally protected characteristic (such as age or gender) is an essential necessity of a job

harassment

unwelcome behaviors based on sex, race, religion, national origin, and other protected characteristics

sexual harassment

unwanted advances and other harassment that is sexual in nature

quid pro quo harassment

involves making employment decisions contingent on sexual favors

hostile work environment

behavior that contributes to an environment a reasonable person would find offensive

reasonable accommodation

an accommodation provided to employees to help them perform their jobs that is reasonable given a firm's resources

essential functions

job tasks or goals that every incumbent needs to perform

marginal functions

job tasks or goals that can be assigned to others

Human Resource Information Systems (HRIS)

systems used to collect, store, manage, analyze, retrieve, and report HR data and allow for the automation of some HR management functions

people data

data associated with various groups of humans that are associated with an organization, such as employees and other stakeholders

Enterprise resource planning (ERP)

integrated business-management software intended to coordinate and integrate processes and data across different functional areas of a company, such as accounting, sales, human resource management, and finance

E-HRM

internet-based information systems and technology that span across organizational levels

data lake

stores a vast amount of raw data in its native (and often unstructured) format

storytelling with data

communicating data in a manner that brings it to life for the audience with a focus on simplicity and ease of interpretation and comprehension

data privacy

individual's control over the collection, storage, access, and reporting of their personal data

Scarping and crawling tools

programs designed to scour and pull data from websites and other electronic sources in a systematic manner

anonymous data

pieces of information that cannot be linked to any information that might identify an individual, thereby disclosing the individual's identity

confidential data

information for which individual's identities are known by the researchers die to the linking of a name or code but are not generally disclosed or reported

personally identifiable data

data readily linked to specific individuals

data security

protective measures taken to prevent unauthorized access to employee data and to preserve the confidentiality and integrity of the data

Cybersecurity

data security applied to information accessible through the internet

Two-step authentication (multifactor authentication)

an extra layer of security that requires an additional piece of information that only the user would know

blockchain

a distributed incorruptible digital technology infrastructure that maintains a fully encoded database that serves as a ledger where all transactions are recorded and stored

logical design

the translation of business requirements into improved business processes

data flow diagrams

depict the logical design of how data move from one entity to the next and how data are processed within an information system

physical design

the actual software and hardware solutions used to translate business processes into an actual information system

unfreezing

step 1 in the Lewin model of change, which refers to the process of unfreezing the current system and checking to see that individuals are ready for change

change

the second step in the Lewin model pf change, this refers to enacting the change

refreezing

the third and final step in the Lewin change model, this step refers to refreezing the new system in place so that it becomes the permanent replacement for the way things used to be done

database

an organized collection of data that is both stored and accessed electronically

Database management system (DBMS)

the software used to manage and maintain a database or multiple databases