Term
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Definition
| implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining, and utilizing people with the required skills and aptitutde to meet current and future business needs. |
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Definition
| process of staffing an organization and enhance its effectiveness. This movement involes the movement of people into, through and out of the organization. |
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Term
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Definition
| strategically evaluating the company's current lines of business, new businesses it will be getting into, business it will be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business strategy. |
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Definition
| locating qualified individuals and labor markets from which to recruit. |
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Term
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Definition
| making decisions and engaging in practices that affect either the # or types of individuals willing to apply for and accept job offers. |
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Definition
| assessing job canidates and deciding who to hire. |
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Term
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Definition
| putting together job offers that appeal to chosen canidates and persuading job offer recipients to accept those job offers. |
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Definition
| assigning people to appropriate jobs and roles in the organization to best utilitize their talents |
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Definition
| keeping successful employees engaged and committed to the firm. |
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Term
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Definition
| the process of predicting an organization's future employment needs and assessing its current employees and the labor market to meet those needs. This means that the firm's managers and HR personnel have to evaluate the company's current lines of business, new businesses it will be getting into, lines of business it will be leaving and the gaps that exist between the current skills of its workforce and the skills the workforce will need in the future. |
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Term
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Definition
| invovles assigning talent to appropriate jobs and roles in the organization. |
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Term
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Definition
| relate to the hiring process itself, including how many of what quality applicants apply, attracting appropriate numbers of diverse applicants, and meeting hiring timeline goals, such as completing interviews within two weeks and making job offers within one week of the final interview. |
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Term
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Definition
| apply to the product of thehriing effort and include the number and quality of people hired, the financial return on the staffing investment and whether the staffing effort improved organizational effecttiveness. |
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Term
| resource based view of the firm |
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Definition
| proposes that a company's resources and competencies can produce a sustained competitive advantageby creating value for customers by lowering costs, providing something of unique value, or some combination of the two. To create value, the hriing programs, policies, and practicies of an organization must either lower the costs of the organization's products or servics, enhance the differentiation of the organization's products or services in the eyes of the customers, or both. |
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Definition
| defines how the firm will compete in its marketplace. The strategy should reflect what the organization's customers wants, what the firm wants, and what the firm can cost effectively deliver. |
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Term
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Definition
| provide the best customer support, before, during and after the sale. |
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Definition
| develop the most positive image. |
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Definition
| dominate distribution channels to block competition. |
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Term
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Definition
| excel at getting your product or service to consumers quickly |
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Term
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Definition
| be the easiest for customers to do business with. |
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Definition
| introduce products and services before competitors. |
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Term
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Definition
| be the lowest cost producer for a particular level of product quality |
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Term
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Definition
| maximizing the efficeincy of manufacturing or pduct devleopment process to minimize costs. |
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Term
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Definition
| developing a product or servic that has unique characterisitcs valued by customers-products and services for which the firm may be able to charge a premium price. |
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Term
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Definition
| developing new products or services. |
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Term
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Definition
| focus on a narrow market segment or niche- a single product, a particular end use or buyers with special needs-and pursue either a differentiation or cost leadership strategy within that market segment |
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Term
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Definition
| delivering unique and customizable products or services that better meet customers' needs and increase customer loyalty |
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Term
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Definition
| a strategy that involves expanding the company to either increase the firm's sales or allow the company to achieve economies of scale. The scuccess of a growth strategy depends on the firm's ability to find and retain the right number of types of employees to sustain its intended growth. |
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Definition
| a system of beliefs about how its employees should be treated. |
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Term
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Definition
| links the entire human resource function with the firm's business strategy. Strategic human resource management aligns a company's values and goals with the behaviors, values and goals of employees as well as influences the substrategies of each of the firm's human resource functions, including its stagffing, performance management, training and compensation function. |
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Term
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Definition
| the constellation of prorities, policies, and behaviors used to manage the flow of talent into through and out of an organization. |
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Term
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Definition
| consists of people who are perceived y the organization to be regular employees who are central to what the organization does or produces. |
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Definition
| less job security than the firm's core workforce. These people may be temporary, leased, part time, or contract workers. |
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Term
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Definition
| preference for developing employees and promoting from within to fill job openings. |
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Term
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Definition
| a preference for filling with new employees hired from outside the comapny. |
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Term
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Definition
| done before situations or issues arise. |
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Term
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Definition
| hriing to fill a specific job opening. |
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Term
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Definition
| recruiting and evenhhiring without a specific job opening. |
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Term
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Definition
| jobs for people with talents the organization can put to use. Created around a current or new employee's unique experience, knowledge, skills, interests and abilities. |
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Term
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Definition
| a situation in which all of an organization's staffing activities are channeled through one unit. |
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Term
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Definition
| allows for greater economies of scale. |
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Term
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Definition
| occurs when the different business units of a company each house their own staffing functions. Gives units more localized control over their recruiting and staffing activites. |
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Term
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Definition
| maximize each business unit's flexiblity as well as standardize the staffing metrics used theroughout the company, minimize redundancies, and leverage technolgoy and practices. |
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Term
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Definition
| acquiring a stock of quality talent that creates a competitive advantage. |
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Term
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Definition
| obtained when the firm's work gets done in a superiror way. |
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Term
| implicit employment contract |
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Definition
| an understanding that is not part of a written or verbal contract. |
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Term
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Definition
| an employment relationship in which either party can terminate the employment relationship at any time for just cause, no cause, or any cause that is illegal with no liability as long as there is no contract for definite term of employment. |
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Term
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Definition
| any job in which an individual does not have a contract for long term employment. |
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Term
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Definition
| employees of a company who take on the operation of certain functions, or staff an entire location on a contractual basis for a client company. |
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Term
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Definition
| employ people who are already union workers. |
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Term
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Definition
| employ both union and nonunion worker, but new employees must join the union or begin paying dues to the union within a specified time limit. |
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Term
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Definition
| performs services wherein the employer controls or directs only the result of the work. |
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Term
| immigration reform and control act of 1986 |
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Definition
| employers must use an i-9 verification form to verify the employability status eof every new employee within three days of being hired. This form requires documentation verifying the appearance of discrimination the basis of national origin, it is a good idea to make the job offer contingent on proof of employment eligivility. |
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Term
| worker adjustment and retraining notification act of 1988 |
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Definition
| a federal law requiring employers of 100 or more full time workers who have worked at least six days of the last 12 months and an average of 20 hrs or more per week to give employees 60 days' advance notice of closing or major layoffs. |
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Term
| uniformed services employment and reemployment rights act of 1994 |
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Definition
| prohibits employers from discriminating against job applicants who may be called into military service or who volunteer for military service. The act seeks to ensure that members of the uniformed services are entitled to to return to their civilian employment upon completion of their service whith the seniority, status and rate of pay they would have obtained had they remained continuosly employed by their civilian employer. |
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Term
| vietnam era veterans' readjustment assistance act of 1974 |
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Definition
| PROHIBITS DISCRIMINATION AGAINST PROTECTED veterans and it requires federal government contractors and subcontractors with a contract of 25,000 or more with the federal government to take affirmative action to employ and advance in employment the veterans protected by VEVRAAand its amendments. |
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Term
| BONAFIDE OCCUPATIONAL QUALIFICATION |
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Definition
| A CHARACTERISTIC THAT IS ESSENTIAL TO THE SUCCESSFUL PERFORMANCE OF A RELEVANT EMPLOYMENT FUNCTION. |
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Term
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Definition
| refers to the proactive efforst of the US government to eliminate discrimination and its past effects. |
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Term
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Definition
| describes in detail the actions to be taken, procedures to be followed, and standards to be adhered to when it comes to limited to, adhering to provisions for nondiscriminatory recruitment, training, and promotion. |
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Term
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Definition
| establish specific requirements that certain percentages of disadvantaged groups be hired. They are usually illegal, the goal of this is often to equalize the proporational representation of underrepresented groups in the company's workforce with their proportionals in the company's relevant labor market. |
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Term
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Definition
| Title VII of Civil Rights ACt, ADEA, PREGNANCY DISCRIMINATION ACT, SECTIONS 501 AND 505, SECTIONS 102 AND 103 CIVIL RIGHTS ACT OF 1991, EQUAL PAY ACT, |
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Term
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Definition
| intentional discriminaton based on a person's protected characteristic, if the employment decision would change if the applicant's race, religion, national origin, color, sex, disability or age were different, disparate treatment has taken place |
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Term
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Definition
| it results from a company's policy to not hire older workers. |
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Term
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Definition
| from situational factors or result from a combination of permissible and prohibited factors. |
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Term
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Definition
| when an employer is accused of having both a legitimate and illegitimate reason for making an employment decision. Under 1991 civil rights act, a plaintiff can establish an unlawful employment practice by showing that a protected characteristic (such as race, sex, color, religion, or national origin) was a motivating factor in an employment decision, even if other legitimate factors. |
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Term
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Definition
| involves misrepresenting the job or organization to a recruit. In a tight job market or during periods of low unemployment among people with the skills they are seeking, employers mayb e tempted to exaggerate the benefits of their jobs or make unrealistic promises to attract new hires. |
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Term
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Definition
| when an employer hires an applicant it knows or should have known could harm a third party. |
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Term
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Definition
| being the basis for a claim. Misrepresenting or failing to disclose complete and accurate info about a former employee. |
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Term
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Definition
| a formal group or cluster of tasks. |
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Term
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Definition
| an expected pattern or set of behaviors. |
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Term
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Definition
| the systematic process of identifying and describing the important aspects of a job and the characteristics a worker needs to do it well. |
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Term
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Definition
| a groupoing of jobs that either call for similar worker characteristics or contain parallel work tasks. |
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Term
| future oriented job analysis |
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Definition
| a technique for analyzing new jobs or how jobs will work in the future. Focuses on identifying the skills the company also anticipates needing in the future. |
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Term
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Definition
| defined by the ADA as the fundamental duties or tasks of a position. |
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Term
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Definition
| written description of the duties and responsibilities associated with a job itself. |
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Term
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Definition
| also caleld job specification. Summarizes the characteristics of someone able to perform the job well. |
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Term
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Definition
| job canidate criteria that may enhance the new hire's job success, but that are not essential to adequate job performance. |
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Term
| critical incidents technique |
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Definition
| a job analysis method that identifies extremely effective and ineffective behaviors by documenting critical incidents that have occured on the job. |
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Term
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Definition
| used primarily with industrial occupations and lesser skilled jobs. The job elements method cofucses on identifying the characteristics of workers who are able to do the job at a satisfactory level. |
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Term
| structured interview technique |
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Definition
| a job analysis method in which subject manner experts provide info about the job verbally in a strcutured face to face interviews. |
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Term
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Definition
| a person who exhibits expertise in a job. |
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Term
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Definition
| relies on job experts to generate a list of tasks taht are subsequently grouped into categories reflecting the job's major funtions. The functions are then evaluated on dimensions relevant for selection purposes. |
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Term
| structured questionaire method |
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Definition
| a job analysis method that involves using a list of preplanned questions designed to analyze a job. |
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Term
| position analysis questionaire |
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Definition
| a copyrighted, standardized job analysis questionaire that can be used for just about any job. |
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Term
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Definition
| involve asking people who currently do the job to walk you through their most important and most frequent tasks. |
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Term
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Definition
| which can provide the job analysis a feel for the tasks done and identify particularly important job functions. |
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Term
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Definition
| an observable unit of work with a beginning and on end. |
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Term
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Definition
| an organized body of factual or procedual info that can be applied to a task. Ex. computer programming languages, foreign language and machine operating procedures. |
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Term
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Definition
| capability to perform tasks accurately and with ease; skills often refer to psychomotor activities. |
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Term
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Definition
| a typically a catchall category for worker characteristicas that do not fall into the knowledge, skill or ability categories. Include a person's values, interests, integrity, work style and other personality traits. |
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Term
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Definition
| a set of related tasks that are repeated on the job. |
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Term
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Definition
| a job analysis method that identifies the necessary worker competencies for high performance. |
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Term
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Definition
| more broadly defined components of a successful worker's repertoire of behavior needed to do the job well. |
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Term
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Definition
| is a job analysis technique that identifies the intrinsic and extrinsic rewards of a job. |
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Term
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Definition
| nonmonetary rewards derived from the work itself and from the organization's culture. |
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Term
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Definition
| a combination of intrinsic and extrinsic rewards related to a particular job. |
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Term
| employee value proposition |
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Definition
| the balance between intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for the employee's job performance. If employees believe they receiverewards equal to or exceeding what they put into the company, the ywill be more satisfied and less likely to quit. |
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Term
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Definition
| a mathematical way of calculating the number of employees a firm needs to produce certain levels of output. |
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Term
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Definition
| a graphic that shows how two different variables are related. |
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Term
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Definition
| using past employment pattersns- the employer's, the industry's or even the nation's patterns, for example, and using those patterns to predict a firm's future labor needs. |
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Term
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Definition
| relying on the experience and insights of people in the organization to predict a firm's future employment needs. |
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Term
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Definition
| a simple technique that can be used to analyze a firm's intternal labor markets and forecast its internal labor supply. |
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Term
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Definition
| a detailed record or database that summarizes each employee's skills, competencies and qualifications. |
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Term
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Definition
| a way to track the potential replacements for particular positions. A replacement chart can be manual or automated. It visually shows each of the possible successors for a job and summarizes their strengths, presented performance, promotion readiness and development needs. |
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Term
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Definition
| strategy to proactively address the situation. It should always be consistent with the firm's business strategy, talent philosophy, and HR strategy. |
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Term
| business process outsourcing |
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Definition
| the relocation an entire business function to an independent service provider. |
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Term
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Definition
| the proportion of applicants moving from one stage of the hiring process to the next. |
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Term
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Definition
| the percent of applicants ultimately hired. |
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Term
| workload driven forecasting |
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Definition
| forecasting based on historical data on the avg # of hires typically made per recruiter or the average umber of recruits processed per recruiter over a given period. |
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Term
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Definition
| the total cost associated with teh compensation of the newly hired employees. |
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Term
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Definition
| need a job and are actively looking for information about job openings. |
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Term
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Definition
| are more interested in a new position but occasionally look actively for one. |
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Term
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Definition
| people who currently employed and are not actively seeking another job but could be tempted by the right opportunity |
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Term
| internal recruiting sources |
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Definition
| locate people who currently work for the company who would be good recruits for other positions. |
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Term
| external recrutiing sources |
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Definition
| target people outside the firm |
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Term
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Definition
| the ongoing process of recruiting, evaluating, developing and preparing employees to assume other positions in the firm in the future. |
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Term
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Definition
| the training of employees to extend their capabilities and prepare them to assum other jobs and roles in the firm. Companies like GE and IBM regularly use developmental activities and assignments to ensure their employees' skills match the organization's needs, and to increase the supply of internal talent available to the company in the future. |
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Term
| leadership development programs |
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Definition
| designed to improve employees' leadership skills. Companies that utilize these programs include Johnson & Johnson, Loreal, Raytheon, and GE. tHESE FIRMS USE ROTATIONAL PROGRAMS THAT GIVE PARTICPAnts the opportunity to work in a variety of areas. |
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Term
| internal job posting systems |
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Definition
| publicize open jobs to emloyees. |
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Term
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Definition
| a practice by which current employees identify and refer promising recruits. |
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Term
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Definition
| people who rely on their own contacts and research and the organization's database of potential applicants to find recruits. Havea great deal of experience in the fields in which they work and may develop relationships with promising talent to keep them in the pipeline as potential recruits. |
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Term
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Definition
| sourcing and recruiting events at which multiple employers and recruits meet with each other to discuss employment opportunities. |
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Term
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Definition
| events that gather people from a particular industry to learn about current topics and products in their field. |
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Term
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Definition
| involves watching people working in similar jobs for other companies to evaluate their potential fit with your organization. |
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Term
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Definition
| searchable collections of prescreened resumes submitted to the company. |
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Term
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Definition
| pages on an organizations' website devoted to jobs and careers within the company. |
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Term
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Definition
| headhunters are independent companies that specialize in the recruitment and placement of particular types of talent. |
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Term
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Definition
| the practice of hiring top talent away from competitors |
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Term
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Definition
| searching the internet to locate passive job seekers with the characterisitcs |
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Term
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Definition
| the practice of hriing top talent away from competitors. |
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Term
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Definition
| an internet search technique that allows a search to be narrowed by using speical terms before the key words |
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Term
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Definition
| searches for pages that are all on the same host. |
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Term
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Definition
| identifies people who link a specific internet site. if you can identify a website often visited by desired recruits identifying pages that link to the site can identify some of the resumes and personal web pages. |
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Term
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Definition
| are websites tghat continuinally search the web for information about people with desirable talents and sell access to their database of potential recruits |
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Term
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Definition
| employees living and working in other usually lower cost, countries |
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Term
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Definition
| people who apply directly with companies |
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Term
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Definition
| prioritizes which recruiting sources should be used to staff a given position to best meet staffing goals. |
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Term
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Definition
| a process that helps a firm identify what its successful current employes like to do and how people like them can be recruited |
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Term
| recruiting yield analysis |
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Definition
| simply tracks the recruiting sources that produced each applicant and evaluates each recruiting source on the basis of relevant critieria including the number and prtion of qualified applicants coming from each source and their demographic characterisitcs. |
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Term
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Definition
| the sourcing of employees on a global basis. It requires planning, developing, implementing, and evaluating staffing initaitives on a worldwide basis to ensure that staffing goals and objectives are met. |
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Term
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Definition
| sourcing recruits based on where they live, is also commonly done by organizations. Lower level positions in an organization are typically filled from the local labor market, and the geographic boundaries for a sourcing effort tend to widen as the position moves up the organization's hieracrhy. |
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Term
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Definition
| perceived fairness of the hiring or promotion outcome |
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Term
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Definition
| people's beliefs that the policies and the procedures that resulted in the hiring or promotion decision were fair |
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Term
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Definition
| people's perceptions of the interpersonal treatment and the amount of information they received during the hiring process. Honesty and respectful interpersonal treatment during the recruitment process enhance applicants' perceptions of internactional fairness. |
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Term
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Definition
| the indirect or unintended consequences of an action |
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Term
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Definition
| a profile of the skills, characteristics, and backgrounds of the most effective recruiters for different positions. |
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Term
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Definition
| general impression based on both feelings and facts. |
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Term
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Definition
| symbolic picture of all the information connected to a company or its products. |
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Term
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Definition
| refelcts what a company offers as an employer and helps manage internal and external perceptions of what it is like to work there. |
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Term
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Definition
| involve the presentation of both positive and potentially negative information to job canidates. Rather than trying to sell them on the job and company by presenting the job opportunity in the most positive light, realisstic job previews strive to be present an honest and accurate picture. |
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Term
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Definition
| a formal document that details the process to be followed when a firm recruits for an open position. |
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