Exam 1

  1. Human Resource Management
    The policies, practices, and systems that influence employees' behavior, attitudes, and performance
  2. Human Capital
    An organization's employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight.
  3. Job Analysis vs. Job Design
    • Job Analysis: the process of getting detailed information about jobs.
    • Job Design: The process of defining the way work will be performed and the tasks that a given job requires
  4. Recruitment vs. Selection
    • Recruitment: The process through which the organization seeks applicants for potential employment.
    • Selection: The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
  5. Training vs. Development
    • Training: A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
    • Development: The acquisition of knowledge, skills, and behaviors that improve an employee's ability to met changes in job requirements and in customer demands.
  6. HR responsibilities of supervisors
    • Motivate with support from pay, benefits, and other rewards.
    • Communicate policies
    • Recommend pay increases and promotions
    • Appraise performance
    • Interview (and select) candidates
    • Provide training
    • Forecast HR needs
    • Help define jobs
  7. Change in the Labor Force
    • Aging workforce
    • More diverse workforce
    • Skill deficiencies
  8. Employee Empowerment
    Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.
  9. HRIS vs. e-HRM
    • HRIS: A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization's human resources
    • e-HRM: The processing and transmission of digitized HR information, especially using computer networking and the internet
  10. Changes in Employment Relationship
    • A new psychological contract
    • Alternative Work Arrangements
    • Flexible Work Schedules
  11. Equal Employment Opportunity (EEO)
    The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin
  12. Equal Pay Act of 1963
    • Requires that men and women performing equal jobs receive equal pay
    • Enforced by the EEOC
  13. Title VII of the Civil Rights Act of 1964
    • Major law regulating equal employment opportunity in the US
    • Prohibits employers from discriminating against individuals because of their race, color, religion, sex, or national origin
    • Enforced by the EEOC
  14. Age Discrimination in Employment Act
    Prohibits discrimination in employment against individuals 40 years of age and older
  15. Vietnam Era Veteran's Readjustment Act of 1974
    Requires federal contractors and subcontractors to take affirmative action toward employing veterans of the Vietnam War
  16. Pregnancy Discrimination Act of 1978
    Discrimination on the basis of pregnancy  childbirth, or related medical conditions to be a form of illegal sex discrimination
  17. Americans with Disabilities Act of 1990
    prohibits discrimination based on disability in all employment practices such as job application procedures, hiring, firing, promotions, compensation, and training.
  18. Civil Rights Act of 1991
    • Prohibits discrimination (Same as Title VII)
    • Enforced by EEOC
  19. Uniformed Services Employment and Reemployment Rights Act of 1994
    • Requires rehiring of employees who are absent for military service, with training and accommodations as needed
    • Enforced by Veterans' Employment and Training Service
  20. Equal Employment Opportunity Commission (EEOC)
    Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other anti-discrimination laws.
  21. Disparate Treatment
    Differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status
  22. Bona Fide Occupational Qualification (BFOQ)
    A necessary (not merely preferred) qualification for performing a job.
  23. Reasonable Accommodation
    An employer's obligation to do something to enable an otherwise qualified person to perform a job
  24. Sexual Advances
    Unwelcome sexual advances as defined by the EEOC.
  25. Occupational Safety and Health Act (OSH Act)
    US law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.
  26. Occupational Safety and Health Administration (OSHA)
    Labor department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation
  27. Work Flow Analysis
    • Raw Inputs, Equipment, Human Resources
    • -->Activity: What tasks are required in the production of the output
    • -->Output: what product, information, or service is provided? How is the output measured?
  28. Job Description
    A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails
  29. Job Specification
    A list of the knowledge, skills, abilities, and other characteristics (KSAQs) that an individual must have to perform a particular job
  30. Job Design
    The process of defining how work will be performed and what tasks will be required in a given job.
  31. How to Motivate
    • Job enlargement
    • Job extension
    • Job Rotation
    • Job Enrichment
    • Flextime
    • Job Sharing
    • Telework
  32. Ergonomics
    The study of the interface between individuals' physiology and the characteristics of the physical work environment.
  33. Process of Human Resources Planning
    • Forecasting the Demand for Labor
    • Determining Labor Supply
    • Determining Labor Surplus or Shortage
  34. Core Competency
    • A set of knowledge and skills that make the organization superior to competitors and create value for customers
    • Ex: Choosing merchandise that shoppers want and providing shoppers with excellent customer service, proper cleaning of environment
  35. Personnel Policies
    Decisions about how it will carry out human resource management, including how it will fill job vacancies
  36. Recruitment Sources
    • Internal Sources - job posting, company bulletin boards, employee publications, company intranets
    • External Sources - Referrals, Company website, Job boards, Direct Sourcing, College recruiting...
  37. Recruiting Advertisements
    • Newspaper and Magazines
    • Should answer: what do we need to say & to whom do we need to say it
  38. Electronic Recruiting
    • Public Employment Agencies
    • Private Employment Agencies
    • Colleges and Universities
  39. Recruiter's Traits & Behviors
    • Traits - Should be warm and informative
    • Behaviors - Should give realistic Job Previews
  40. Components of Strategic HRM
    • Analysis and design of work
    • HR planning
    • Recruiting
    • Selection
    • Training and Development
    • Compensation
    • Performance Management
    • Employee Relations
    • -->Company Performance
  41. Issues Affecting HRM
    • Total Quality Management
    • Outsourcing
    • Downsizing
    • International Expansion
    • Re-engineering
    • Mergers and Acquisitions
Card Set
Exam 1
Ch. 1, 2, 3, 4, 5