Chapter 1 Flashcards
Authority
The right to make decisions, direct other’s work, and give orders
line authority
the authority exerted by an HR manger by direct the activities of the people in his or her own business unit, department, or service area
staff authority
staff authority gives the manger the right (authority) to advise other managers or employees.
line manager
a manger who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations taskes
staff manager
a manager who assists and advises line managers
balanced scorecard
a measurement system that translates an organizations strategy into comprehensive set of performance measures
certification
recognition for having met certain professional standards
change agents
specialists who lead the organization and its employees through organizational change
scientific management
the process of “scientifically” analyzing manfacturing processes, reducing production costs, and compensating employees based on their performance
human resources movement
a management philosphy focusing on concern for people and productivity
outsourcing
the practice of contracting with outside vendors to handle specified business functions on a permanent basis
employee engagement
the emotional and intellectual involvement of employees in their work, such as intensity, focus, and involvement in his or her job and organization
strategy
the company’s plan for how it will balance its internal strengths and weaknesses with external opportunities and threats to maintain a competitive advantage
change agents
specialists who lead the organization and its employees through organizational change
environmental scanning
identifying and analyzing external opportunities and threats that may be crucial to the organizations success
evidence based HRM
use of data, facts, analystics, scientific rigor, critical evaluation, and critically evaluated research/case studies to support human resource management proposals, decisions, practices, and conclusions
metrics
statistics used to measure activities and results
social responsibility
the implied, enforced, or felt obligation of managers, acting in their official capacities, to serve or protect the interests of groups other than themselves
External and Internal Environmental influences on HRM
pg. 15 chart
productivity
the ratio of an organizations outputs (goods and services) to its inputs (people, capital, energy, and materials)
primary sector
jobs in agriculture, fishing and trapping, forestry, and mining
secondary sectory
jobs in manufacturing and construction
tertiary or service sector
jobs in public administration, personal and business services, fiance, trade, public utilities, and transportation/communications
contingent/non-standard workers
workers who do not have regula full-time employment status
globalization
the emergence of a single global market for most products and services
organizational culture
the core values, beliefs, and assumptions that are widely shared by members of an organization.
organizational climate
the prevailing atmosphere that exists in an organization and its impact on employees
empowerment
providing workers with skills and authority to make decisions that would traditionally be made by managers
major stages evolutions of management think about workers
. personnel administration - administrative and take oriented
- scientific management- which focused on production
- the human resources movement- HRM provided expertise on a wide range of issues in house, while task-based work became increasingly outsource
- human resource partnership- was recognized that organizational success is link to operational and strategic management of labour.
