Term
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Definition
| DESIGNING MANAGEMENT SYSTEMS TO ENSURE THAT HUMAN TALENT IS USED EFFECTIVELY AND EFFICIENTLY TO ACCOMPLISH ORGANIZATIONAL GOALS |
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Term
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Definition
| EVERY OPERATING MANAGER, SPECIALISTS DESIGN PROCESSES AND STYSTEMS THAT OPERATING MANAGERS IMPLEMENT |
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Term
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Definition
| ANY FACTORS THAT ALLOW AN ORGANIZATION TO DIFFERENTIATE ITS PRODUCT OR SERVICE FROM THOSE OF ITS COMPETITORS TO INCREASE MARKET SHARE |
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Term
| DISTINCTIVE CORE COMPETENCIES |
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Definition
| HIGHLY DEVELOPED, INTEGRATED EMPLOYEE SKILLS; DISTINCTIVE ORGANIZATIONAL CULTURES; INNOVATIVE MANAGEMENT PROCESSSES AND SYSTEMS THAT DISTINGUISH AN ORGANIZATION FROM ITS COMPETITORS |
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Term
| COMBINING CORE COMPETENCIES TO CREATE A COMPETITIVE ADVANTAGE |
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Definition
| ADD VALUE, ORGANIZED, RARE, NOT IMITABLE |
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Term
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Definition
| ADMINISTRATION-->OPERATION AND EEE ADVOCATE-->STRATEGIC |
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Term
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Definition
| HELP DEVELOP THE BUSINESS STRATEGY, HELP PLAN THE IMPLEMENTATION STRATEGY, HELP IMPLEMENT THE STRATEGY |
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Term
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Definition
| TO HAVE THE RIGHT TALENT IN THE RIGHT PLACE AT THE RIGHT TIME CAPABLE OF EFFECTIVELY AND EFFICIENTLY COMPLETING THE TASKS NEEDED TO HELP THE ORGANIZATION ACHIEVE ITS OBJECTIVES |
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Term
| LINKAGE BETWEEN PLANNING PROCESSES |
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Definition
| STRATEGIC PLAN-->HR PLAN-->ANNUAL OPERATING PLAN--> STRAT PLAN |
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Term
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Definition
| CURRENT WORKFORCE ANALYSIS, FUTURE WORKFORCE NEEDS, TALENT MARKETPLACE ANALYSIS, DEVELOP PROACTIVE STRATEGY AND TOOLS TO DELIVER WHAT THE ORG NEEDS |
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Term
| HR FORECAST: INTERNAL DEMAND |
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Definition
| WHAT WILL WE NEED: SUBJECTIVE JUDGEMENTS, STATISTICAL MODELS |
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Term
| CONSIDERATIONS WHEN FORECASTING INTERNAL DEMAND |
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Definition
EXPECTED DEMAND
PROJECTED TURNOVER
STRATEGIC DECISIONS ABOUT PRODUCTS, SERVICES, MARKETS
NEEDED QUALITY AND SKILLS OF EEES
TECHNOLOGICAL OR OTHER CHANGES AFFECTING PRODUCTIVITY
FINANCIAL RESOURCES AVAILABLE |
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Term
| HR FORECASE: INTERNAL SUPPLY |
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Definition
| WHAT WE HAVE: STATISTICAL MODELS, DATA BASES |
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Term
| HR FORECAST: EXTERNAL SUPPLY |
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Definition
| WHATS OUT THERE: LABOR MARKET TRENDS, ECONOMIC LEADING INDICATORS |
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Term
| HR FORECAST: EXTERNAL DEMAND |
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Definition
| HOW MANY OTHERS ARE LOOKING: LABOR MARKET TRENDS, STATISTICAL MODELS |
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Term
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Definition
| AN INTERNAL STATE THAT IS EXPRESSED BY AFFECTIVELY AND/OR COGNITIVELY EVALUATING AN EXPERIENCED JOB WITH SOME DEGREE OF FAVOR OR DISFAVOR |
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Term
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Definition
| JOBFEATURES=PERCEPTIONS+STANDARDS=MATCH=SATISFACTION |
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Term
| SOCIAL INFORMATION PROCESSING MODEL |
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Definition
| JOB FEATURES=PERCEPTIONS+STANDARDS=MATCH=SOCIAL INFORMATION-SATISFACTION |
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Term
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Definition
| WORK FEATURES=WORK EVENTS-->AFFECTIVE REACTION-->SATISFACTION |
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Term
| JOB CHARACTERISTICS MODEL |
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Definition
| CORE JOB CHARACTERISTICS-->CRITICAL PSYCHOLOGICAL STATES-->OUTCOMES |
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Term
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Definition
JOB ENLARGEMENT (MORE SKILLS)
JOB ROTATION
JOB ENRICHMENT |
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Term
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Definition
| A VOLITIONAL PSYCHOLOGICAL BOND WHICH REFLECTS ONE'S DEDICATION TO AND RESPONSIBILITY FOR THE PARICULAR TARGET OF HIS/HER COMMITMENT |
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Term
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Definition
AFFECT
CONTINUANCE
MOTIVATION |
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Term
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Definition
| THE UNWRITTEN EXPECTATIONS EEES AND EERS HAVE ABOUT THE NATURE OF THEIR WORK RELATIONSHIPS |
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Term
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Definition
| USED IN EARLY STAGES OF SELECTION IN ORDER TO PROVIDE APPLICANTS WITH SOME INFO ON BOTH THE POSITIVE AND NEGATIVE ASPECTS OF THE JOB |
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Term
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Definition
| =MOTIVATION+ABILITY+OPPORTUNITY |
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Term
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Definition
MONEY
HIRING HAS NOTHING TO DO W/ IT
TRAINING FOR ANOTHER EEER
CONCERN ABOUT RETENTION DURING MERGER
CANNOT STOP SOLID PERFORMERS FROM LEAVING |
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Term
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Definition
| ANY FAILURE TO REPORT FOR A SCHEDULED OR STAY AT WORK WHEN SCHEDULED |
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Term
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Definition
| NUMBER OF PERSONS LOST THROUGH JOB ABSENCE DURING PERIOD/AVERAGE NUMBER OF EEES*NUMBER OF WORK DAYS |
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Term
| Equal Employment Opportunity (EEO) |
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Definition
disparate treatment
disparate impact |
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Term
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Definition
| Laws + Executive Orders = Administrative Agencies (entrepret, enforce) --> COURTS (INTREPRET, SET PRECEDENT) |
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Term
| TITLE vii OF THE CIVIL RIGHTS ACT |
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Definition
AUTHORITY OF EEOC
DEFINITION OF DISCRIMINATION |
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Term
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Definition
| NUMBER HIRED/NUMBER OF APPLICANTS MUST BE GREATER THAN .8 |
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Term
| EQUAL EMPLOYMENT OPPORTUNITY COMMISSION |
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Definition
AUTHORITY OF THE EEOC
DEFINITION OF DISCRIMINATION
ACCEPTED DEFENSES |
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Term
| ACCEPTED DEFENSES AND OTHER EEO CONCEPTS |
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Definition
BUSINESS NECESSITY AND JOB RELATEDNESS
BONA FIDE OCCUPATIONAL QUALIFICATION
BURDEN OF PROOF
NON-RETALIATORY PRACTICES |
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Term
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Definition
A CHARACTERISTIC OF A GROUP
FOCUS OF DIVRSITY |
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Term
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Definition
| RECOGNIZES DIVERSITY OF ORGANIZATIONAL MEMBERS BUT PRIMARY FOCUS IS ON BRINGING THOSE DIFFERENCES TOGETHER |
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Term
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Definition
| EFFORT DIRECTED TOWARD PRODUCING OR ACCOMPLISHING RESULTS |
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Term
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Definition
| A GROUPING OF TASKS, DUTIES AND RESPONSIBILITES THAT CONSTITUTE THE TOTAL WORK ASSIGNMENT FOR AN EMPLOYEE |
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Term
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Definition
| A SYSTEMATIC WAY OF GATHERING AND ANALYZING INFORMATION ABOUT THE CONTENT, CONTEXT, AND THE HUMAN REQUIREMENTS OF THE JOB |
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Term
| STAGES IN THE JOB ANALYSIS PROCESS |
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Definition
PLANNING THE JA
PREPARING FOR AND INTRODUCING THE JA
CONDUCTING THE JA
DEVELOPING JOB DESCRIPTIONS AND SPECIFICATIONS
MAINTAINING AND UPDATING |
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Term
| COLLECTING JOB INFORMATION |
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Definition
MULTIPLE SOURCES
MULTIPLE METHODS |
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Term
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Definition
JOB INCUMBENT
SUPERVISER/MANAGER
JOB ANALYST
SUBJECT MATTER EXPERTS |
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Term
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Definition
INTERVIEW
QUESTIONAIRE
OBSERVATION/VIDEO
PARTICIPANT DIARY/LOGS
O'NET, DOL |
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Term
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Definition
JOB DESCRIPTIONS
JOB SPECIFICATION
PERFORMANCE STANDARDS |
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Term
| JOB DESCRIPTION COMPONENTS |
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Definition
| IDENTIFICATION, GENERAL SUMMARY, ESSENTIAL FUNCTIONS AND DUTIES, JOB SPECIFICATIONS, DISCLAIMER |
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Term
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Definition
ALTERNATIVE WORK SCHEDULES
JOB SHARING
TELEWORK |
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