Term
| Human resources management (HRM) |
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Definition
| The process of managing human talent to achieve an organization's objectives |
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Definition
| The trend toward opening up foreign markets to international trade and investment |
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| Corporate social responsibility |
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Definition
| The responsibity of the firm to act in the best interests of the people and communities affected by its activities |
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Definition
| Workers whose responsibilities extend beyond the physical execution of work to include planning, decision-making, and problem-solving |
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| Human Resources information system (HRIS) |
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Definition
| A computerized system that provides current and accurate data for purposes of control and decision-making |
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| Change that occurs after external forces have already affected performance |
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| Change initiated to take advantage of targeted opportunities |
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| The knowledge, skills, and capabilities of individuals that have economic value to an organization |
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| Total quality management (TQM) |
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Definition
| A set of principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement |
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| A process used to translate customer needs into a set of optimal tasks that are performed in concert with one another |
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| Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service, and speed |
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| Planned elimination of jobs |
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Definition
| Contracting outside the organization to have work done that formerly was done by internal employees |
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| The business practice of sending jobs to other countries |
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Definition
| The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees |
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| Being aware of characteristics common to employees, while also managing employees as individuals |
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Definition
| The demand for an input derived from consumers' demand for the good or service produced with that input |
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Term
| Marginal Revenue Product (MRP) |
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Definition
| Marginal product times the price of the product |
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Term
| Marginal Revenue Cost (MRC) |
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Definition
| The amount that an extra input adds to the firm's total cost |
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Definition
| The change in total output of a good that results from a one-unit change in input |
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Term
| Backward-Bending Labor Supply Curve |
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Definition
| Above a certain wage rate, a worker may prefer to enjoy more leisure and less work to meet his or her own personal preferences (the income effect dominates the substitution effect) |
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Definition
| A market with a single buyer |
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Definition
| Legislaton enacted in 1935 that protected worker' rights to organize and bargain collectively |
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Definition
| Legislation enacted in 1947 to some-what restrict power of unions granted by the Wagner Act |
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Definition
| Practice of hiring workers who may not be necessary |
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| Negotiations between representatives of employers and unions |
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Term
| Real gross domestic product (RGDP) |
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Definition
| The total value of all final goods and services produced in a given period, such as a year or a quarter, adjusted for inflation |
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Term
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Definition
| A commitment by the federal government to hold itself accountable for short-run economic fluctuations |
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Definition
| The percentage of the population aged 16 and older who are willing and able to work but are unable to obtain a job |
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Definition
| The number of people aged 16 and over who are available for employment |
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Term
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Definition
| An individual who has left the labor force because he or she could not find a job |
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Term
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Definition
| An individual who has been temporarily laid off or fired |
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Definition
| A person who quits his or her job |
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Term
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Definition
| An individual who worked before and is now reentering the labor force |
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Definition
| An individual who has not held a job before but is now seeking employment |
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Definition
| A situation in which a worker's skill level is higher than necessary for a job |
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Term
| Labor Force Participation Rate |
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Definition
| The percentage of the population in the labor force |
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Definition
| The unemployment that results from workers searching for suitable jobs and firms looking for suitable workers |
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Term
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Definition
| The unemployment that results from workers not having the skills to obtain long-term employment |
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Term
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Definition
| Unemployment due to short-term cyclical fluctuations in the economy |
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Term
| Natural rate of unemployment |
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Definition
| The median, or "typical," unemployment rate, equal to the sum of frictional and structural unemployment when they are at a maximum |
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Term
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Definition
| The amount of real output the economy would produce if its labor and other resouces were fully employed, that is, at the natural rate of unemployment |
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Term
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Definition
| an hourly wage floor set above the equilibrium wage |
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Term
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Definition
| Theory stating that higher wages lead to greater productivity |
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Term
| Equal employment opportunity (EEO) |
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Definition
| The treatment of individuals in all aspects of employment-- hiring, promotion, training, etc.--in a fair and nonbiased manner |
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Term
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Definition
| Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity |
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Term
| bona fide occupational qualification (BFOQ) |
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Definition
| Suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job |
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Definition
| A work-related practice that is necessary to the safe and efficient operation of an organization |
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Definition
| An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences |
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Definition
| Any person who (1) has a physical or mental impairment that substantially limits one or more of the person's major life activities, (2) has a record of such impairment, or (3) is regarded as having such an impairment |
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Term
| Fair Employment Practices (FEP's) |
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Definition
| State and local laws governing equal employment opportunity that are often more comprehensive than federal laws and apply to small employer |
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Term
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Definition
| Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment |
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| Uniform Guidelines on Employee Selection Procedures |
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Definition
| A procedural document published in the Federal Register to help employers comply with federal regulations against discriminatory actions |
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Definition
| A concept that refers to the rejecton of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected class |
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Definition
| A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings |
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Definition
| A situation in which protected class members receive unequal treatment or are evaluated by different standards |
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Term
| Workforce Utilization Analysis |
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Definition
| A process of classifying protected-class members by number and by the type of job they hold within the organization |
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Definition
| An employer information report that must be filed annually by employers of 100 or more employees (except state and local government employers) and government contractors and subcontractors to determine an employer's workforce composition |
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Definition
| A discrimination complaint filed with the EEOC by employees or job applicants |
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Definition
| A policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory practices by increasing the number of minorities and women in specific postions |
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Definition
| The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrination |
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Definition
| The way in which factors such as skills, abilities, personalities, perceptions, attitudes, values, and ethics differ from one individual to another |
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Definition
| The psychological approach that emphasizes that in order to understand human behavior, we must know something about the person and about the situation |
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Definition
| A relatively stable set of characteristics that influence an individual's behavior |
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Definition
| The broad theory that describes personality as a composite of an individual's psychological processes |
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Definition
| A set of personality traits reflecting an individual's fundamental evaluation of himself or herself |
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Definition
| An individual's generalized belief about internal control(self-control) versus external control (control by the situaton or by others) |
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Definition
| An individual's general belief that he or she is capable of meeting job demands in a wide variety of situations |
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Definition
| An individual's general feeling of self-worth. |
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Definition
| The extent to which people base their behavior on cues from other people and situations |
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Term
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Definition
| An individual's tendency to accentuate the positive aspects of himself or herself, other people, and the world in general |
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Term
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Definition
| An individual's tendency to accentuate the negative aspects of himself or herself, other people, and the world in general |
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Term
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Definition
| A situation that over-whelms the effects of individual personalities by providing strong cues for appropriate behavior |
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Term
| Name the 6 Competitive Challenges |
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Definition
| 1)Globalization 2)Embracing New Technology 3)Managing Change 4)Managing talent or Human Capital 5)Responding to the market 6)Containing costs |
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Term
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Definition
| Exit interviews, administrative functions, and separation pay. |
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Term
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Definition
| communication of job availability, administrative functions, entrance interviews, testing, and travel/moving expenses. |
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Term
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Definition
| oriented and trained to a standard level of competence |
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Term
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Definition
| between leavers and replacements, costs the most money |
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Term
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Definition
| Fired against your will or quit before you get fired (knowing that you will get fired) |
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Term
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Definition
| Employees that are successful at their jobs quit |
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Term
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Definition
| Poorly performing employee leaves the organization |
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Term
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Definition
| High performing employees leave the organization |
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Term
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Definition
| The organization has control over many of the factors that influence employee quits and discharges |
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Term
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Definition
Employer has little control to reduce this type of turnover
Examples:
Death, illness, spouse relocation, economic conditions of the labor market, and retirement |
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Term
| Why do organizations need to understand the different types of turnover? |
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Definition
| There are different costs for different types |
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Term
| Unfolding model of turnover |
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Definition
| The study of how ppl think |
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Term
| 5 ways to reduce voluntary turnover |
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Definition
1) Job redesign- take away parts of their job they don’t like
2) Give employees a greater voice– give them a say
3) Provide internal advancement–
4) Higher Wages–
5) Better training–
6) Better recruitment and selection |
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Term
| 2 main ways to reduce involuntary turnover |
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Definition
1) give better training
2) better recruitment and selection |
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Term
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Definition
| The process of negotiating a labor agreement, including the use of economic pressures by both parties. |
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Term
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Definition
| A voluntary process that relies on the communication and persuasive skills of a mediator to help the parties resolve their differences |
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Definition
| The process whereby a neutral third-party resolves a labor dispute by issuing a final decision in the disagreement |
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Definition
| The refusal of a group of employees to perform their jobs |
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Definition
| A refusal to patronize the employer |
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Definition
| Union members station themselves at business entrances to advertise the dispute and to discourage others from entering the premises. |
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Definition
| The result of a decrease in the demand for labor due to the changing of the season E.g., many agricultural and construction jobs; resort/holiday jobs |
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