HR 1 Flashcards
set of organizational activities directed at attracting, developing, and maintaining an effective workplace
human resource management (HRM)
systematic analysis of jobs within an organization
job analysis
description of the duties an dresponsiblities of a job, its working conditions, and the tools, materials, equipment, and informaiton used to perform it
job descripition
description of the skills, abilities, and other credentials and qualifications required to do a job
job specification
list of each management position, who occupies it, how long that person will likely stay in the job, and who is qualified as a replacement
replacement chart
computerized system containing information on each empoloyee’s education, skills, work experiences, and career aspirations
employee information system (skills inventory)
process of attracting qualified persons to apply for jobs an organization is seeking to fill
recruiting
perocess of cinsidering present empoloyees as candidates for openings
internal recruting
process of atrtacting persons outside the organization to apply for jobs
external recruiting
off-the-job training conducted in a simulated environment
vestibule training
training, sometimes informal, conducted while an employee is at work
on-the-job training
training conducted in a controlled enviornment away from the work site
off-the-job trainings
evaluation of an employee’s job performance in order to determine the degree to which the employee is performing effectively
perfomance appraisal
total package of rewards that organizations provide to individuals in return for their labor
compensation system
compensation in the form of money paid for time worked
wages
compensation in the form of money paid for discharging the responsibilites of a job
salary
special compensation program designed to motivate high performance
incentive program
individual performance incentive in the form of a special payment made of over and above the employee’s salary
bonus
individual incentive linking compsation to performance in nonsales jobs
merit salary system
individual incentive that rewards a manager for especially productive output
pay for performance (variable pay)
incentive plan for distributing bonuses to employees when cmopany profits rise above a certain level
profit-sharing plan
incentive plan that rewards groups for productivity improvements
gainsharing plan
incentive plan to encourage employees to learn new skills or become proficient at differetn jobs
pay-for-knowledge plan
compensation other than wages and salaries
benefits
legally required insurance for compensating workers injured on the job
workers’ compensation insurance
benefit plan that sets limits on benefits per employee, each of whom may choose from a variety of alternative benefits
cafeteria benefits plan
legally mandated nondiscrimination in employement on the basis of race, creed, sex, or national origin
equal employement opportunity
set of individuals who by nature of one or more common characteristics is protected under the law from discrimination on the basis of that characteristic
protected class
federal agency enforcing several discrimination-related laws
Equal Emploment Opportunity Commission (EEOC)
written statement of how the organization intends to actively recruit, hire, and develop members of relevant protected classes
affirmative action plan
federal law setting and enforcing guidelines for protecting workers from unsafe condition and potential health hazards in the workplacee
Occupational Safety and Health Act of 1970 (OSHA)
unwelcome sexual advances in the workplace
sexual harassment
form of sexual harassment in which sexual favors are requested in return for job-related benefits
quid pro quo harassment
form of sexual harassment deriving from off-color jokes, lewd comments, and so forth
hostile work environment
principle, increasingly modified by legislation and judicial decision, that organizations should be able to retain or dismiss employees at their discretion
employment at will
the range of workers’ attitudes, values, beliefs, and behaviors that differ by gender, race, age, ethnicity, physical ability, and other relevant characteristics
workforce diversity
employees who are of value because of the knowledge they poses
knowledge workers
emoployee hired on sommething other than a full-time basis to supplement an organization’s permanent workforce
contingent worker
group of individuals working together to achieve shared job-related goals, such as higher pay, shorter working hours, more job security, greater benefits, or better working conditions
labor union
process of dealing with employees who are represented by a union
labor relations
process by which labor and management negotiate conditions of employement and draft a labor contract for union-represented workers
collective bargaining
labor contract clause tying future raises to changes in consumer purchasing power
cost-of-living adjustment (COLA)
clause allowing wage rates to be renegotiated during the life of a lbor contract
wage reopener clause
labor action in which employees temporarily walk off the job and refuse to work
stike
labor action in which workers publicize their grievances at the entrance to an employer’s facility
picketing
labor action in which workers refuse to buy the products of a targeted employer
boycott
labor action in which workers perform jobs at a slower than normal pace
work slowdown
management tactic whereby workers are denied access to the employer’s workplace
lockout
worker hired as a permanent or temporary replacement for a striking employee
strikebreaker
method of resolving a labor dispute in which a third party suggests, but does not impose, a settlement
mediation
