Chapter 1 Flashcards
The use of individuals to achieve organizational
objectives.
Human Resource Management
HUMAN RESOURCE MANAGEMENT FUNCTIONS
-Staffing,
-Human Resource Development,
-Compensation,
-Safety and Health,
-Employee and Relations -Performance Management
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 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
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
is a formal system of review and evaluation of individual or team task
performance.
Performance appraisal
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
is 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
is planned and systematic attempts to change the organization (corporate culture), typically to a more behavioral environment.
Organizational Development (OD)
is an ongoing process whereby an individual sets career goals and identifies the means to achieve them.
Career Planning
is a formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed.
Career Development
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
Non financial 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.
——— refers to the employees’ freedom from physical or emotional illness.
Safety and 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)
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 compromise the ———
Labor Market
may also exert pressure on HRM. The public is no longer content to accept, without question, the actions of business. To remain acceptable to the general public, a firm must accomplish its purpose while complying with societal norms.
Society
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
-have invested money in the firm
Shareholders
any organized approach for obtaining relevant and timely information on which to base HR decisions
Human resource information system (HRIS)
the ——— of the nation and world is a major environmental factor affecting HRM. As a generalization, when the economy is booming, it is more difficult to recruit qualified workers. On the other hand, when downturn is experienced, more applicants are typically available.
Economy
Every disaster whether human-made or natural likely requires a tremendous amount of adjustment with regard to HRM
Unanticipated events
Many interrelated factors affect HRM practice within and outside the organization (11)
- Legal Considerations
- Labor market
- Society
- Political Parties
- Unions
- Shareholders
- Competition
- Consumers
- HR technology
10.Economy - Unanticipated events
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. It is what the company stands for in the public eye.
Employer branding
is 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-tempered results by building culture, engagement, capability, and capacity through integrated talent acquisition, development, and development processes that are aligned to business goals
Talent Management
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 non-manager who is typically concerned with only one of the six functional areas of HRM
Specialist
is a vocation characterized by the existence of a common body knowledge and a procedure for certifying members
Profession
are established by members of the profession rather than by outsiders; that is, the profession is self-regulated.
Performance Standards
