Comprehensive HRM Concepts: Ethics, Labor Trends, and Workforce Planning

Human Capital

An organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight.

Ethics in HRM

Standards of moral behavior in HRM, including fairness, honesty, and responsibility.

Careers in HRM

Various professional paths within HR including recruiting, training, compensation, and employee relations.

Labor Force Trends

The U.S. workforce is aging, becoming more diverse, and growing more slowly.

High-Performance Work System

Organizations that have the best possible fit between their social system (people) and technical system (equipment/technology).

Technological Change in HRM

Use of HRIS, online recruiting, e-learning, and AI for workforce management.

Employment Relationship Changes

Shift toward psychological contracts, flexible work, and less job security.

Focus on Strategy

Aligning HR practices with organizational goals to improve performance.

Equal Employment Opportunity (EEO)

Government's attempt to ensure all individuals have equal chance for employment.

Adverse Impact (4/5ths Rule)

Test for discrimination: if a protected group's selection rate is less than 80% of the majority's, adverse impact may exist.

Title VII of Civil Rights Act

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

Americans with Disabilities Act (ADA)

Prohibits discrimination against qualified individuals with disabilities.

Occupational Safety and Health Act (OSHA)

Federal law ensuring safe and healthful working conditions.

Job Analysis

Process of getting detailed information about jobs, including tasks, duties, and required KSAOs.

Job Specification

List of knowledge, skills, abilities, and other characteristics required for a job.

Work Flow Analysis

Identifying outputs, processes, and inputs for jobs within an organization.

Job Design

Process of defining the way work will be performed and tasks required for a given job.

HR Planning

Process of identifying current and future human resource needs to achieve organizational goals.

Forecasting

Predicting labor demand and supply to identify potential shortages or surpluses.

Downsizing

Planned elimination of large numbers of personnel to enhance organizational competitiveness.

Recruitment

Process through which organizations seek applicants for potential employment.

Selection

Process by which an organization attempts to identify applicants with the necessary knowledge, skills, and abilities.