Term
| Human Resource Management |
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Definition
| The practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding and providing a safe, ethical, and fair environment for your company's employees |
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| the right to make decisions, to direct the work of others, and to give orders |
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| authorized to give orders |
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| authorized to assist and advise line managers in accomplishing their goals |
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| Maintain contact within the community and perhaps travel extensively to search for qualified job applicants. |
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| Equal Employment Opportunity (EEO) Representatives or affirmative action coordinators |
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Definition
| Investiage and resolve EEO grievances, examine organizational practices for potential violations, and compile and submit EEO reports |
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Definition
| Collect and examine etailed information about job duties to prepare job descriptions |
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| Develop compensation plans and handle the employees benefits program |
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| Plan, organize, and direct training activities |
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| Labor Relations Specialists |
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Definition
| Advise management on all aspects of union-management relations |
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Term
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| refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad |
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| The knowledge, education, training, skills and expertise of a firm's workers |
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| identifies the portfolio of business that, in total, comprise the company, and the ways in which these businesses relate to each other. |
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| identifies how to build and strengthen the business's long term competitive position in the marketplace |
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| any factors that allow an organization to differentiate its products or service from those of its competitors to increase market share |
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| identify the basic courses of action that each of the business's epartments will pursue in order to help the businesses attain its competitive goals |
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Term
| Strategic human resource management |
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Definition
| means formulating and executing HR Systems- HR policies and practices- that produce the employee competencies and behaviors the company needs to achieve its strategic aims |
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Term
| High-Performance work system |
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Definition
| an integrated set of human resource mangement policies and practices that together produce superior employee performance |
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Definition
| standards someone uses to decide what his or her conduct should be |
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| Unlawful to discriminate in pay on the basis of sex when jobs involve equal work and are performed under similar working conditions. |
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Term
| Title VII of the 1964 Civil Rights Act |
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Definition
| An employer cannot discriminate based on race, color, religion, sex, or national origin |
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Term
| Equal Employment Opportunity Commission (EEOC) |
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Definition
| Consists of 5 members, appointed by the president with the advice and consent of the senate, members serve 5 year terms. |
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Definition
| Ensure equal employment opportunity |
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Term
| Office of Federal COntract COmpliance Programs (OFCCP) |
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Definition
| Responsible for ensuring the ocmpliance of federal contracts |
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Term
| Age Discrimination in Employment ACt (ADEA) of 1967 |
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Definition
| Makes it unlawful to discrimate against employees or applicants for employment who are 40 years of age or older, effectively ending most mandatory retirement |
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Term
| Vocational Rehabilitation Act of 1973 |
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Definition
| Requires employers with federal contracts over $2500 to take affirmative action for the employment of handicapped persons |
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| Pregnancy Discrimination Act (PDA) |
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Definition
| Broadened the definition of sex discrimination to encompass pregnancy, childbirth, or related medical conditions |
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Term
| Federal Agency Guidelines |
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Definition
| Specify the procedures these agencies recommend employers follow in complying with the equal opportunity laws. |
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Term
| Federal Violence Against Women Act of 1994 |
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Definition
| Provides that a person who commits a crime of violence motivated by gender and thus deprives another her rights shall be liable to the party injured. |
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Definition
| Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature that takes place under any of the 3 conditions. |
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Term
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Definition
| Form of hostile environment harassment that appears to be motivated by hostility toward individuals who violate gender ideals |
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Term
| Griggs v Duke Power Company |
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Definition
| Griggs was not a high school graduate and duke power company wouldn't hire him as a coal handler wouldn't hire them. He argued that having a high school diploma did not effect work performance for this situation |
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Term
| Albemarle Paper Company v Moody |
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Definition
| A screening tool had to be job related or valid |
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Definition
| burden of proof, disparate impact, disparate treatment |
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| Means that an employer engages in an employment practice or policy that has a greater adverse impact on the members of a protected group under TItle VII than on other employees, regardless of intent. |
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Definition
| Intentional Discrimination |
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| Americans with Disabilities Act (ADA) |
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| prohibits employment discrimination against qualified disabled individuals |
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Term
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Definition
| might include re-designing the job, modifying work schedules, or modifying or acquiring equipment or other devices to assist the person in performing the job. |
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Term
| Bona Fide Occupational Qualification (BFOQ) |
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Definition
| It should not be unlawful employment practice for an employer to hire an employee on the basis of religion, sex, or national origin in those certain instances where religion, sex or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise |
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Definition
| Defense requires showing that there is an overriding business purpose for discriminatory practice and that the practice is therefore acceptable |
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| Procedure through which you determine the duties of these jobs and the characteristics of the people who should be hired for them |
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| What kind of people to hire for the job |
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| Is the process of formulating plans to fill the employer's future openings, based on projecting open positions and deciding whether to fill these with inside or outside cadidates |
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Term
| ratio analysis (trend analysis) |
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Definition
| estimate staffing needs based on sales projections and historical sales to personnel relationships |
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Term
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Definition
| Shows graphically how two variables are related |
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Term
| Qualifications inventories |
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Definition
| Contain summary data such as each current employee's performance record, educational background, and promotability, compiled either manually or in a computerized system |
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Term
| Personnel replacement charts |
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Definition
| Show the present performance and promotability for each potential replacement for important positions |
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Term
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Definition
| Posting the open hob on compnay bulletin boards and or on the web and listing its attributes such as qualifications supervisor working schedule and pay rate |
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Term
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Definition
| a good way to quickly collect verifiable and therefore fairly accurate historical data from the candidate |
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| Candidate Relationship management |
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Definition
| Systems aim to nurture relationships with prospective candidates |
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Term
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Definition
| An essential characteristic and refers to the test's consistency |
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Definition
| Does this test measure what it's supposed to measure? |
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| Validity means demonstrating that those who do well on the test also do well on the job and that those who do poorly on the test do poorly on the job |
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| Test by showing that test constitutes a fair sample of the content of a job |
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Term
| Management Assessment Center |
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Definition
| Management candidates take tests and make decisions in simulated situations and observers score them on their performance |
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| A procedure designed to solicit information from a person's oral responses to oral inquiries |
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Definition
| Provides new employees with the basic background information they need to perform their jobs satisfactorily, such as information about company rules |
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| Refers to the methods used to give new or present employees the skills they need to perform their jobs |
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| Used for determining new employees training needs |
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| Verifying that there is a performance deficiency and determining whether that deficiency should be rectified through training or through some other means |
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Term
| On the Job Training (OJT) |
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Definition
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| A technique in which trainees learn on the actual or simulated equipment they will use on the job but receive their training off the job |
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Definition
| The trainee uses a computer based system to interactively increase his or her knowledge |
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Definition
| Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills |
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Term
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Definition
| Moving management trainees from department to department to broaden their understanding of all parts of the business |
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Term
| Coaching/Understudy Method |
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Definition
| New manager receives ongoing advice often from the person he or she is scheduled to replace |
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Definition
| Letting managers work full time on real projects, analyzing and solving problems, usually in departments other than their own |
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Definition
| Trainees split into 5 or 6 person companies each of with hast o compete with the others in a simulated marketplace |
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Definition
| Involves showing trainees the right way of doing something, letting each person practice the right way to do it, and providing feedback regarding each trainee's performance |
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| In-house development centers |
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Definition
| which usually combine classroom learning with other techniques such as assessment centers and online learning opportunities to help develop employees and other managers |
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Term
| Organizational Development |
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Definition
| Aims to change the attitudes, values, and beliefs of employees so that the employees can identify and implement changes, usually with the aid of an outside change agent or consultant |
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Definition
| Questionnaires to survey employees attitudes and to provide feedback |
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Term
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Definition
| Aims to increase participants insights into their behavior and the behavior of others by encouraging an open expression of feelings in the trainer-guided. |
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| Refers to a group of OD techniques aimed at improving the effectiveness of teams at work |
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Definition
| Is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights |
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Term
| Controlled Experimentation |
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Definition
| The best method to use in evaluating a training program |
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