Chapter 1 Flashcards
The use of individuals to achieve organizational objectives.
Human Resource Management
Utilization of individuals to achieve organizational objectives.
Human Resource Management
The process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them.
Human Resource Management
Human Resource Management Functions
- Staffing
- Performance Management
- Human Resource Development
- Compensation
- Employee and Labor Relations
- Safety and Health
Staffing involves
job analysis, human resource planning, recruitment, and selection.
It is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization
Job Analysis
It is the systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period.
Human Resource Planning
It is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications to apply for jobs with an organization.
Recruitment
It is the process of choosing the individual best suited for a particular position and the organization from a group of applicants
Selection
It is the 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
It is a goal-oriented process that is directed toward ensuring that organizational processes are in place to maximize the productivity of employees, teams, and ultimately, the organization.
Performance Management
It is a formal system of review and evaluation of individual or team task performance. It affords employees the opportunity to capitalize on their strengths and overcome identified deficiencies, thereby helping them to become more satisfied and productive employees
Performance Appraisal
t is a major HRM function consisting not only of training and development but also of career planning and development activities, organization development, and performance management and appraisal
Human Resource Development
It is designed to provide learners with the knowledge and skills needed for their present jobs.
Training
It involves learning that goes beyond today’s job and has a more long-term focus
Development
is planned and systematic attempts to change the organization (corporate culture), typically to a more behavioral environment.
Organizational Development
is an ongoing process whereby an individual sets career goals and identifies the means to achieve them
Career Planning
It is a formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed. Individual careers and organizational needs are not separate and distinct. Organizations should assist employees in career planning so the needs of both can be satisfied
Career Development
provides employees with
adequate and equitable rewards for their contributions to meeting organizational goals.
Compensation System
It includes the total of all rewards provided to employees in return for their services.
Compensation
Pay that a person receives in the form of wages, salaries, commissions, and bonuses
Direct Financial Compensation (Core Compensation)
All financial rewards that are not included in direct compensation, such as paid vacations, sick leave, holidays, and medical insurance.
Indirect Financial Compensation (employee benefits)
Satisfaction that a person receives from the job itself or from the psychological or physical environment in which the person works
Nonfinancial Compensation
It is concerned with preventing and resolving problems involving employees which stem out of or affect work situations.
Employee and Labor Relations
It involves protecting employees from injuries caused by work-related accidents.
Safety
It refers to the employees’ freedom from physical or emotional illness.
Health
deals with all aspects of health and safety in the workplace and has a strong focus on primary prevention of hazards. Its goal is to prevent accidents and harm to people from work-related activities
Occupational Safety and Health (OSH)
Environmental Factors affecting HRM Practices
- legal considerations
- labor market
- society
- political parties
- unions
- shareholders
- competition
- customers
- technology
- the economy
- unanticipated events.
The capabilities of a firm’s employees determine, to a large extent, how well the organization can perform its mission.
Labor Market
consists of employees who have joined together for the purpose of negotiating terms of employment such as wages and work hours
Unions
are wielding increasing influence, and management may be forced to justify the merits of a particular program in terms of how it will affect future projects, costs, revenues, profits, and even benefits to society as a whole.
Stockholders
which is any organized approach for obtaining relevant and timely information on which to base HR decisions
Human resource information system (HRIS)
It is defined as the system of shared values, beliefs, and habits within an organization that interacts with the formal structure to produce behavioral norms
Corporate Culture
It is the firm’s corporate image or culture created to attract and retain the type of employees the firm is seeking. It is what the company stands for in the public eye.
Employer Branding
it is a driving force when discussing business ethics and corporate social responsibility.
Corporate Culture
It is about pursuing an inclusive corporate culture in which newcomers feel welcome and everyone sees the value of his or her job
Diversity Management
It refers to management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system. A good Web site should provide a feeling of the kind of corporate culture that exists within the company.
Organizational Fit
It reflects the firm’s corporate culture by showing in effect, “How we do things around here.
New Hire Orientation
It is a strategic endeavor to optimize the use of employees and enables an organization to drive short- and long-term results by building culture, engagement, capability, and capacity through integrated talent acquisition, development, and deployment processes that are aligned to business goals
Talent Management
It is a top-level manager who reports directly to the corporation’s CEO or to the head of a major division
Executive
who may be an executive, performs tasks in a variety of HR-related areas. The _________ is involved in several, or all, of the six HRM functions.
Generalist
may be an HR executive, manager, or nonmanager who is typically concerned with only one of the six functional areas of HRM.
Specialist
It is a vocation characterized by the existence of a common body of knowledge and a procedure for certifying members.
Profession
Individual who normally acts in an advisory or staff capacity, working with other professionals to help them deal with human resource matters.
Human Resource 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
doneinternally
HR Outsourcing
involves one element of a business process or a single set of high-volume repetitive functions to be outsourced.
Discrete Services Outsourcing
It is the transfer of the majority of HR services to a third party.
Business Process Outsourcing (BPO)
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)
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
owners of a corporation
Shareholders
