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human resource management chapters 1-4

human resource management
the policies, practices, and systems that influence employee behavior, attitudes, and performances.
human capital
organization’s employees described in terms of their training, experience, judgement, intelligence, relationships, and insight.
sustainable competitive advantage
batter than competitors at something and can hold that advantage over a period of time
high performance work system
organization in which technology, organizational structure, people, and process work together to give organization an advantage in the competitive enviroment.
administrative services and transactions
handling administrative tasks efficiently and with quality. require expertise in a particular task
business partner service
developing effective HR systems that help the organization meet goals for attracting, keeping, and developing people with the skills it needs. HR must understand business to give it what it needs.
strategic partner
contributing to company’s success through understanding needed HR and ways to get a competitive advantage.
job analysis
the process of getting detailed information about jobs
job design
defining the way work will be performed and the tasks that a given job requires.
analysis and design of work
work analysis, job design, job description
recruitment and selection
recruiting, job postings, interviewing, testing, coordinating use of temporary labor
training and development
orientation, skills training, career development
performance management
performance measurement, preparation and administration of performance appraisals, discipline
ensuring employee activities match the organizations goals.
compensation and benefits
wage and salary, inventive pay, insurance, vacation retirement, profit sharing, stock
employee relations
attitude surveys, labor relations, employe handbooks, company publications, labor law compliance, relocation services
personnel policies
policy creation and communication
employee data and information systems
record keeping, HR information, workforce analysis
compliance with laws
policies to ensure lawful behavior, reporting, posting info, safety inspections, accessibility accommodations
support for strategy
hR planning and forecasting, talent management, and change management
recruitment
organization seeks applicants for potential employment
selection
the process by which the organization attempts to identify people with necessary KSA that will help achieve goals.
training
planned effort to enable employees to learn job related KSA
development
acquisition of KSA that improve an employees ability to meet changes in job requirements and customer demands.
workforce analytics
use of quantitive tools and scientific methods to analyze data from human recourses databases and other sources to make evidence-based decisions that support business goals.
Human Resource Planning
identify the numbers and types of employees the organization will require to meet its objectives
employment at will
the principle that an employer may terminate employment at any time without notice.
talent management
systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers
evidence-based HR
collecting and using data to show that HR practices have a positive influence the company’s bottom line or key stakeholders.
sustainability
organization’s ability to profit based on depleting resources including employees, natural resources, and the community.
stakeholders
the parties with an interest in the company’s success
credible activists
deliver results with integrity, share information, build trusting relationships, influence others, provide candid observation, take appropriate risks
cultural and change steward
facilitates change, develops culture, helps employees navigate culture,
talent manager/ organizational designer
develops talent, designs reward system,shapes organization
strategic architect
recognizes business trends and their impact, evidence based HR, develops people strategies that contribute to business strategy.
business allies
understand how the business makes money, understands the language of business
operational executor
implement workplace policies, advanced HR technology, administer day to day work of managing people.
ethics
fundamental principles of right and wrong
internal labor force
an organizations workers(employees who have contracts)
external labor force
employees actively seeking employment
silent generation
born between 1925 and 1945 value security
baby boomers
born between 1946 and 1964. values opportunities
generation x
born between 1965 and 1980 value well developed skills
generation y
born from 1981-1995 value technology
high performance work systems
organizations that have the best possible fit between their social system and technical system.
knowledge workers
employees whose main contribution to the organization is specialized knowledge such as of a customer, process, or profession.
technoservice
workers who not only have a specialized field such as computers, but can work directly with people.
employment empowerment
giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.
teamwork
the assignment of work to groups of employees with various skills who intreract to assemble a product or provide a service
strategy
plan for meeting broad goals such as profitability, quality, and market share.
total quality management
a company wide effort to continually improve ways people, machines, and systems accomplish work.
mergers
2 companies becoming one
acquisition
one company buying another
reeingineering
complete review of the organization’s critical work processes to make them more efficient and able to deliver high quality
outsourcing
having another company provide services
offshoring
moving operations from the country where a company is headquartered to a country where pay rates are lower but necessary skills are available.
expatriates
employees who take assignments in other countries
Human resource information systems
computer system used to acquire, store,manipulate, analyze, retrieve, and distribute information related to an organizations human resources.
electronic HRM
processing and transmission of digitized HR info
internet portal
combines data from several sources into a single site. lets user customize data.
shared service centers
consolidate different HR functions into a single location
cloud computing
lets companies rent space on a remote computer system and use it to manage HR
business intelligence
provides insight into business trends and patterns and helps improve decisions
data mining
uses powerful computers to analyze large amounts of data.
intranet
uses internet tools but limits access to authorized users in the organization.
psychological contract
description of what an employee expects to contribute in an employment relationship and what the employer will provide the employees in exchange for those contributions.
self-service
system in which employees have online access to information about HR issues and go online to enroll themselves in programs and provide feedback through surveys.
HR dashboard
display of how the company is performing on specific HR metrics
alternative work arrangements
methods of staffing other than the traditional hiring of full time employees
employability
employees want the company to provide training and job experience to help ensure that they can find other employment opportunities.
job hopping
intentional practice of changing jobs frequently
independent contactors
self-employeed individuals with multiple clients
on call workers
persons who work for organization only when they are needed
temporary worker
employed by a temporary agency
contract company worker
employed directly by a company for a certain time by contract.
equal employment opportunity
the condition in which all individuals have an equal chance for employment, regardless of their race,color, religion, sex, age, disability, or national origin
13 amendment
abolished slavery
civil rights act of 1861 and 1871
grants all citizens the right to make, perform, modify, and terminate contracts and enjoy all benefits, terms and conditions of that relationship
equal pay act of 1963
men and women receive equal pay
title VII of CRA
forbids discrimination based on age, race, color, religion, or sex.
age discrimination in employment act of 1967
prohibits discrimination in individuals against individuals 40 or older
rehabilitation act of 1973
requires affirmative action in the employment of individuals with disabilities
pregnancy discrimination act of 1978
treats discrimination based on pregnancy related conditions as illegal sex discrimination
Americans with disabilities act of 19990
prohibits discrimination against individuals with disabilities
executive order 11246
requires affirmative action hiring women and minorities
civil rights act of 1991
prohibits discrimination (same as title VII)
uniformed services employment and reemployment rights act of 1994
requires rehiring employees who are absent for military service
genetic information nondiscrimination act of 2008
prohibits discrimination because of genetic information
equal employment opportunity commission
agency of the department of justice charged with enforcing title VII of civil rights act of 1964 and the anti discrimination laws.
vocational rehabilitation act of 1973
enhance employment opportunity for individuals with disabilities
affirmative action
active effort to find opportunities for or promote people in a particular group
disability
physical or mental impairment that limits one or more major life activities
EEO-1 report
an online questionnaire requesting the number of employees in each job category, (managers, professionals, laborers), broken down by their status as male and female, Hispanic or non-Hispanic, and members of various racial groups.
Uniform Guidelines on Employee Selection Procedures
a set of guidelines issued by the EEOC and other government agencies.
Office of Federal Contract Compliance Programs (OFCCP)
the agency responsible for enforcing the executive orders that cover companies doing business with the federal government .
Utilization analysis
A comparison of the race, sex, and ethnic composition of the employer’s workforce with that of the available labor supply.
Goals and Timetables
the percentages of women and minorities the organization seeks to employ in each job group, and the dates by which the percentages are to be attained.
Action steps
a plan for how the organization will meet its goals for hiring women and minorities, the company must take affirmative steps toward hiring Vietnam veterans and individuals with disabilities.
Disparate Treatment
differing treatment of individuals, where the differences are based on the individuals race, color, religion, sex, national origin, age, or disability status.
Bona Fide Occupational Qualification (BFOQ)
a necessary (not preferred) qualification for performing a job. (handing out towels in girls locker room, requiring that the employee is female is a BFOQ).
Disparate Impact
a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.
Four-fifths rule
finds evidence of potential discrimination if the hiring rate for a minority group is less than four-fifths the hiring rate for the majority group.
Reasonable Accommodation
An employers obligation to do something to enable an otherwise qualified person to perform a job.
Sexual Harassment
Unwelcome sexual advances as defined by the EEOC.
Occupational Safety Health Act (OSH Act)
U.S. law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.
Occupational Safety and Health Administration (OSHA)
Labor Department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation.
Right-to-know laws
State laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous.
Material Safety Data Sheets (MSDSs)
Forms on which chemical manufacturers and importers identify the hazards of their chemicals.
Job Hazard Analysis Technique
Safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury.
Technic of Operations Review (TOR)
Method of promoting safety by determining which specific element of a job led to a past accident.
Work Flow Design
The process of analyzing the tasks necessary for the production of a product or service.
Job
A set of related duties
Position
The set of duties (job) performed by a particular person
Outputs
the products of any work unit (a department or team)
Work Processes
the activities that a work units members engage in to produce a given output.
Inputs
1. Raw inputs- What materials, data, and information are needed?
2. Equipment- What special equipment, facilities, and systems are needed?
3. Human Resources- What KSA’s are needed by those performing tasks.
Job Analysis
The process of getting detailed information about jobs
Job Description
A list of the tasks, duties, reponsibilities, and KSA’s that a job entails.
Job Specification
A list of the KSA’s, and other characteristics that an individual must have to perform a particular job. (KSAO)
Knowledge
factual or procedural information that is necessary for successfully performing a task.
Skill
an individuals level of proficiency at performing a particular task.
Ability
refers to a more general enduring capability that an individual possesses.
Other Characteristics
might be personality traits such as someones persistence or motivation to achieve.
Position Analysis Questionnaire (PAQ)
A standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs.
Fleishman Job Analysis System
Job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.
competency
area of personal capability that enables employees to perform their work successfully
job design
process of defining how work will be performed and what tasks will be required in a given job.
industrial engineering
the study of jobs to find the simplest way to structure work in order to maximize efficiency.
job enlargement
broadening the tasks performed in a job
job extension
enlarging jobs by combining several simple jobs to form a job with a wider range of tasks.
job rotation
enlarging jobs by moving employees among several different jobs
job enrichment
empowering workers by adding more decision making authority to jobs
flextime
scheduling policy in which full time employees may chose starting and ending times within guidelines specified by the organization
job sharing
work option in which two part time employees carry out tasks associated with a single job
ergonomics
study of interface between individuals physiology and the characteristics of the physical work environment

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