Term
| Human Resources Management (HRM) |
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Definition
| all the activities involved in determining an organization's human resource needs, as well as acquiring, training, and compensating people to fill those needs |
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| the determination, through observation and study, of pertinent information about a job--including specific rasks and necessary abilities, knowledge, and skills |
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| a formal, written explanation of a specific job, usually including the job title, tasks, relationship with other jobs, physical and mental skills required, duties, responsibilities, and working conditions |
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| a description of the qualifications necessary for a specific job, in terms of education, experience, and personal and physical characteristics |
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| forming a pool of qualified applicants from which management can select employees |
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| the process of collecting information about applicants and using that information to make hiring decisions |
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| Title VII of the Civil Rights Act |
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| prohibits discrimination in employment and created the Equal Employment Oppurtunity Commission |
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Definition
| familiarizing newly hired employees with fellow workers, company procedures, and the physical properties of the company |
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| teaching employees to do specific job tasks through either classroom development or on-the-job experience |
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| training that augments the skills and knowledge of managers and professionals |
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| occurs when employees quit or are fired and must be replaced by new employees |
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| an advancement to a higher-level job with increased authority, responsibility, and pay |
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| a move to another job within the company at essentially the same level and wage |
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| employment changes involving resignation, retirement, termination, or layoff |
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| a study that tells a company how much compensation comparable firms are paying for specific jobs that firms have in common |
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| financial rewards based on the number of hours the employee works or the level of output achieved |
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| an incentive system that pays a fixed amount or a percentage of the employee's sales |
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| a financial reward calculated on a weekly, monthly, or annual basis |
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| monetary rewards offered by companies for exceptional performance as incentives to further increase productivity |
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| a form of compensation whereby a percentage of company profits is distributed to the employees whose work helped generate them |
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| nonfinancial forms of compensation provided to employees, such as pension plans, health insurance, paid vacation and holidays, and the like |
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| employee organizations formed to deal with employers for achieving better pay, hours, and working conditions |
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| the negotiation process through which management and unions reach an agreement about compensation, working hours, and working conditions for the bargaining unit |
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| the formal, written document that spells out the relationship between the union and management for a specified period of time--usually two or three hours |
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| a public protest against management practices that involves union members marchign and carrying antimanagement signs at the employer's plant or work site |
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| employee walkouts; one of the most effective weapons of labor unions |
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| an attempt to keep people from purchasing the products of a company |
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| management's version of a strike, wherein a work site is closed so that employees cannot go to work |
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| people hired by management to replace striking employees; called "scabs" by striking union members |
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| a method of outside resolution of labor and management differences in which a third party is brought in to keep the two sides talking |
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| a method of outside resolution of labor and management differences in which the third party's role is to suggest or propose a solution to the problem |
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| settlement of a labor/management dispute by a third party whose solution is legally binding and enforceable |
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| the participation of different ages, genders, races, ethnicities, nationalities, and abilities in the workplace |
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Term
| Affirmative Action Programs |
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Definition
| legally mandated plans that try to increase job oppurtunities for minority groups by analyzing the current pool of workers, identifying areas where women and minorites are underrepresented, and establishing specific hiring and promotion goals, with target dates, for adressing the discrepancy |
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