Chapter 1 Flashcards
The use of individuals to achieve organizational objectives.
Human Resource Management (HRM)
Six Functional Areas Associated with Effective HRM
Staffing
Human Resource Development
Performance Management
Compensation
Safety and Health
Employee and Labor Relations
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
Staffing involves
Job Analysis
Human Resource Planning
Recruitment
Selection
The systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization
Job analysis
It impacts virtually every aspect of HRM, including planning, recruitment, and selection
Job Analysis
The systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specific period
Human Resource Planning
The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications to apply for jobs with an organization
Recruitment
The process of choosing the individual best suited for a particular position and the organization from a group of applicants
Selection
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
A formal system of review and evaluation of individual or team task performance
Performance Appraisal
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
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
Designed to provide learners with the knowledge and skills needed for their present jobs
Training
Involves learning that goes beyond today’s job and has a more long-term focus
Development
Planned and systematic attempts to change the organization (corporate culture), typically to a more behavioral environment
Organization Development
An ongoing process whereby an individual sets career goals and identifies the means to achieve them
Career Planning
A formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed
Career Development
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
Concerned with preventing and resolving problems involving employees which stem out of or affect work situations
Employee and Labor Relations
Involves protecting employees from injuries caused by work-related accidents
Safety
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
Occupational Safety and Health (OSH)
Its goal is to prevent accidents and harm to people from work-related activities
Occupational Safety and Health (OSH)
A significant external force affecting HRM relates to federal, state, and local legislation and the many court decisions interpreting this legislation
Legal Considerations
Potential employees located within the geographic area from which employees are normally recruited
Labor Market
Consists of employees who have joined together for the purpose of negotiating terms of employment such as wages and work hours
Unions
The owners of a corporation
Shareholders
Any organized approach for obtaining relevant and timely information on which to base HR decisions
Human Resources Information Systems (HRIS)
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
The firm’s corporate image or culture created to attract and retain the type of employees the firm is seeking
Employer Branding
It is what the company stands for in the public eye
Employer Branding
A driving force when discussing business ethics and corporate social responsibility
Corporate Culture
About pursuing an inclusive corporate culture in which newcomers feel welcome and everyone sees the value of his or her job
Diversity Management
Refers to management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system
Organizational Fit
Reflects the firm’s corporate culture by showing in effect, “How we do things around here.”
New Hire Orientation
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 process that are aligned to business goals
Talent Management
A top-level manager who reports directly to the corporation’s CEO or to the head of a major division
Executive
May be an executive, performs tasks in a variety of HR-related areas
Generalist
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
