Chapter 1 Flashcards
The utilization of individuals to achieve organizational objectives.
Human Resource Management (HRM)
Process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs, at the right time, to achieve organizational objectives.
Staffing
Goal-oriented process directed toward ensuring that
organizational processes are in place to maximize the productivity of employees, teams,
and ultimately, the organization
Performance Management (PM)**
Major HRM function consisting not only of
training and development, but also of individual career planning and development activities, organization development, and performance management and appraisal.
Human resource development (HRD)**
Pay that a person receives in
the form of wages, salary, commissions, and bonuses.
Direct financial compensation (monetary compensation)**
All financial rewards that are not included
in direct financial compensation.
Indirect financial compensation (benefits)
Satisfaction that person receives from the job itself or from
the psychological and/or physical environment in which the person works.
Nonfinancial compensation
Protection of employees from injuries caused by work-related accidents.
Safety**
Employees’ freedom from physical or emotional illness.
Health
An individual who normally acts in an
advisory or staff capacity, working with other managers to help them address human resource matters.
Human resource management professional
Individuals directly involved in accomplishing the primary purpose of
the organization.
Line managers
Process of hiring external HR professionals to do the HR work
that was previously done internally.
HR outsourcing (HRO)
A center that takes routine, transaction-based activities
dispersed throughout the organization and consolidates them in one place.
Shared service center (SSC)
A company that leases employees to other
businesses.
Professional employer organization (PEO)
Top-level manager who reports directly to a corporation’s chief executive
officer or to the head of a major division.
Executive
Person who may be an executive and performs tasks in a variety of HR-
related areas
Generalist
Individual who may be an HR executive, a human resource manager, or a
nonmanager, and who is typically concerned with only one of the six functional areas of
human resource management.
Specialist
Vocation characterized by the existence of a common body of knowledge
and a procedure for certifying members.
Profession
As defined by economists, refers to sets of collective
skills, knowledge, and ability that employees can apply to create economic value for their
employers.
Human capital
Comprised of employees who have joined together for the purpose of dealing
with their employer.
Union
Owners of a corporation.
Shareholders
Any organized approach for obtaining
relevant and timely information on which to base human resource decisions.
Human resource information system (HRIS)
System of shared values, beliefs, and habits within an organization
that interacts with the formal structure to produce behavioral norms.
Corporate culture
Firm’s corporate image or culture focused on attracting the type of
employees the firm is seeking.
Employer branding
Set of values, symbols, beliefs, language, and norms that guide
human behavior within the country
Country’s culture
What are the 6 functional areas associated with effective human resource management?
Staffing Human Resource Development Performance Management Compensation Safety and Health Employee and labor relations*****
Systematic process of determining the skills, duties, and knowledge required for performing specific jobs in an organization
Job analysis
Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time
Human resource planning
Process of attracting qualified individuals and encouraging them to apply for work with the organization
Recruitment
The process through which the organization chooses, from a group of applicants, those individuals best suited both for open positions and the company
Selection
A formal system to review and evaluate individual or team performance
Performance Appraisal***
Activities designed to provide learners with the knowledge and skills needed for their present jobs
Training
A planned and systematic attempt to change the organization to a more behavioral environment
Organization Development***
Ongoing process whereby an individual sets career goals and identifies the means to achieve them
Career Planning***
The formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed
Career Development
All rewards that individuals receive as a result of their employment/services
Compensation**
Businesses are required by law to recognize a union and bargain with it in good faith if the firm’s employees want the union to represent them. Internal employee relations comprise the human resource management activities associated with the movement of employees within the organization such as promotions, demotion, termination, and resignation
Employee and Labor Relations
Pervades all HRM functional areas and the researcher’s laboratory is the entire work environment.
The key to developing the most productive and satisfied workforce possible.
Go a long way towards establishing the HRM function as a strategic business partner
Human Resource Data Analytics**
essay question
Involves one element of a business process or a single set of high volume repetitive functions such as benefits
Discrete Services Outsourcing
The transfer of the majority of HR services to a third party
Business process outsourcing
The factors that enable companies to generate income, increase company stock prices, economic value, strong brand identity, and reputation
Capital
Potential employees located within the geographic area from which employees are normally recruited
Labor Market
The discipline dealing with what is good and bad, or right and wrong, or with moral duty and obligation
Ethics
Implied, enforced, or felt obligation of managers, acting in their official capacity, to serve or protect the interests of groups other than themselves
Corporate Social Responsibility
A means of providing software and data via the Internet, and the use of mobile devices are changing the way that HR work is performed
Cloud computing
Pursuing an inclusive corporate culture that makes everyone feel welcome
Diversity management
Managements perception of the degree to which an individual fits with the culture
Organizational fit
The corporate culture by showing how things are done
New Hire Orientation
The strategic endeavor to optimize the use of employees to drive short and long-term organizational results
Talent management
A means to achieving change in corporate culture
Organizational Development
The ability to learn a concept and then appropriately apply that knowledge in another setting to achieve a higher level of understanding
Knowledge Applicator and Analysis
Focuses on the possible future impact of an organization on society, including social welfare, the economy, and the environment
Corporate Sustainability
The ability to select and use appropriate technology to accomplish a given task
Information technology application and computing skills
The ability to access, assess, interpret, manipulate, summarize, and
communicate data.
Data Literacy
What is the primary reason that firms are more attentive to employee safety and health than they were in the past?
Federal Legislation**
What are the four steps to better workforce visibility?
- People Data Collection
- People Data Reporting
- People Data Analysis
- People Data Analytics
What are the top ten used HR metrics?
- Number of candidates interviewed by hire
- HR to full-time employee ratio
- Labor cost per full-time employee
- Headcount
- Vacation days taken
- Cost per hire
- Turnover rates
- Cost per employee
- Absenteeism
- Training rates
