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Human Resource Management Test 1 Ch. 1-3 Terms

Human Resource Management
The policies and practices one needs to carry out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.
The right to make decisions, direct others’ work, and give orders.
Line Authority
Authority that gives managers the right to issue orders to other managers or employees.
Staff Authority
Authority that gives a manager the right to advise other managers or employees.
Staff Manager
A manager who assists and advises line managers.
Line Manager
A manager who is authorized to direct the work of subordinates and responsible for accomplishing the organization’s goals.
Talent Management
The goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees throughout the organization.
The study of standards of conduct and moral judgment; also the standards of right conduct.
Strategic Plan
The company’s plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage.
The company’s plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage.
Strategic Management
The process of identifying and executing the organization’s mission by matching its capabilities with the demands of its environment.
Corporate-level Strategy
A strategy that identifies the sorts of businesses that will comprise the company and the ways in which these businesses relate to each other.
Competitive Strategy
A strategy that identifies how to build and strengthen the business’s long-term competitive position in the marketplace.
Competitive Advantage
The basis for differentiation over competitors and thus for hoping to claim certain customers.
Functional Strategy
A strategy that identifies the basic courses of action that each department will pursue in order to help the business attain its competitive goals.
Strategic Human Resource Management
Linking HRM policies and practices with strategic goals and objectives in order to improve business performance.
Strategy Map
A graphical tool that summarizes the chain of activities that contribute to a company’s success.
HR Scorecard
Process for measuring the HR function’s effectiveness and efficiency in producing employee behaviors needed to achieve the company’s strategic goals.
Digital Dashboard
Presents the manager with desktop graphics and charts, so he or she gets a picture of where the company has been and where it’s going, in terms of each activity in the strategy map.
Equal Pay Act of 1963
An amendment to the Fair Labor Standards Act designed to require equal pay for women doing the same work as men.
Title VII of the 1964 Civil Rights Act
The section of the Act that says an employer cannot discriminate on the basis of race, color, religion, sex, or national origin with respect to employment.
Equal Employment Opportunity Commission (EEOC)
The commission, created by Title VII, empowered to investigate job discrimination complaints and sue on behalf of complaints.
Affirmative Action
Steps that are taken for the purpose of eliminating the present effects of past discrimination.
Office of Federal Contract Compliance Programs (OFCCP)
The office responsible for implementing executive orders and ensuring compliance of federal contractors.
Age Discrimination in Employment Act (ADEA) of 1967
The act prohibiting age discrimination and specifically protecting individuals over 40 years old.
Vocational Rehabilitation Act of 1973
The act requiring certain federal contractors to take affirmative action for disable persons.
Pregnancy Discrimination Act (PDA)
An amendment to Title VII of the Civil Rights Act that prohibits sex discrimination based on “pregnancy, childbirth, or related medical conditions”.
Federal Agency Guidelines
Guidelines issued by federal agencies explaining recommended employer equal employment federal legislation procedures in detail.
Griggs Vs. Duke Power Company
Supreme Court case in which the plaintiff argued that his employer’s requirement that coal handlers be high school graduates was unfairly discriminatory. In finding for the plaintiff, the Court ruled that discrimination need not be overt to be illegal, that employment practices must be related to job performance, and that the burden of proof is on the employer to show that hiring standards are job related.
Protected Class
Persons such as older workers and women, protected by equal opportunity laws including Title VII.
Albemarle Paper Company Vs. Moody
Supreme Court case in which it was ruled that the validity of job tests much be documented and the employee performance standards must be job related.
Civil Rights Act of 1991 (CRA 1991)
This act places burden of proof back on employers and permits compensatory and punitive damages.
Disparate Impact
An unintentional disparity between the proportion of a protected group applying for a position and the proportion getting the job.
Disparate Treatment
An intentional disparity between the proportion of a protected group and the proportion getting the job.
Sexual Harassment
Harassment on the basis of sex that has the purpose or effect of substantially interfering with a person’s work performance or creating an intimidating, hostile, or offensive work environment.
Americans with Disabilities Act (ADA)
The act requiring employers to make reasonable accommodations for disabled employees; it prohibits discrimination against disabled person .
Adverse Impact
The overall impact of employer practices that result in significantly higher percentages of members of minorities and other protected groups being rejected for employment, placement, or promotion.
Workforce Analysis
Employers use workforce analysis to obtain and to analyze the data regarding the firm’s use of protected versus non-protected employees in various job classifications.
Utilization Analysis
The process of comparing the percentage of minority employees in a job (or jobs) at the company with the number of similarly trained minority employees available in the relevant labor market.
Bona Fide Occupational Qualification (BFOQ)
Requirement that an employee be of a certain religion, sex, or national origin where that is reasonably necessary to the organization’s normal operation, Specified by the 1964 Civil Rights Act.
Business Necessity
Justification for an otherwise discriminatory employment practice, provided there is an overriding legitimate business purpose.
Alternative Dispute Resolution (ADR) Program
Grievance program that requires employees to pursue mediation prior to pressing a claim.
Having a workforce comprised of two or more groups of employees with various racial, ethnic, gender, cultural, national origin, handicap, age, and religious backgrounds.
A process in which someone ascribes specific behavioral traits to individuals based on their apparent membership in a group.
Taking specific actions toward or against the person based on the person’s group.
Occurs when a company appoints a small group of women or minorities to high-profile positions, rather than more aggressively seeking full representation for that group.
The tendency to view members of other social groups less favorably than one’s own.
Gender-Role Stereotypes
The tendency to associate women with certain (frequently non-managerial) jobs.
Job Analysis
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
Job Description
A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities – one product of a job analysis.
Job Specification
A list of a job’s “human requirements,” that is, the requisite education, skills, personality and so on – a product of a job analysis.
Workforce Planning
The process of deciding what positions the firm will have to fill, and how to fill them.
Trend Analysis
Study of a firms’ past employment needs over a period of years to predict future needs.
Ration Analysis
Scatter Plot
A graphical method used to help identify to relationship between two quantitative variables.
Qualifications Inventory
Manual or computerized records listing employees’ education, career and development interests, languages, special skills, and so on, to be used in identifying inside candidates for promotion.
Personnel Replacement Chart
Company records showing present performance and promotability of inside candidates for the firm’s most important positions.
Predictive Workforce Monitoring
Paying continuous attention to and frequently adapting to workforce planning needs.
Job Posting
Posting notices of job openings on company bulletin boards as a recruiting method.
Application Form
The form that provides information on an applicant’s education, prior work record, and skills.

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