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Definition
| Consist of people with formally assigned roles who work together to achieve its goals |
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Definition
| Those who are responsible for accomplishing the organization’s goals, and who does so by managing the efforts of the organization’s people |
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| Human Resource Management |
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Definition
| the process of acquiring, training, appraising, and compensating employees while attending to their labor relations, health and safety, and fairness concerns |
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Definition
The right to make decisions
The right to direct the work of others
The right to give orders |
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Definition
| Line managers, Staff managers |
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Definition
authorized to direct the work of subordinates and are responsible for accomplishing the organizations tasks
associated with managing functions (like sales or production) that the company needs to exist |
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Definition
| search for qualified job applicants |
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Definition
| coordinators investigate and resolve EEO grievances; examine organizational practices for potential violations; and compile and submit EEO reports. |
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| collect and examine information about jobs to prepare job descriptions |
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| managers develop compensation plans and handle the employee benefits program |
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| plan, organize, and direct training activities |
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Term
| labor-relations specialist |
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Definition
| advise management on all aspects of union–management relations |
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Definition
| Focuses on using centralized call centers and vendors to provide specialized support in day-to-day transactional HR activities |
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Definition
| Focuses on assisting top management in “top-level” issues |
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Definition
| assigns HR generalists, also known as “relationship managers” or “HR business partners,” to departments like sales and production to provide the assistance the departments need |
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| Centers of Expertise Groups |
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Definition
| specialized HR consulting firms within the company, by, for example, providing specialized assistance in such areas as organizational change. |
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Definition
| the tendency of organizations to extend their sales, ownership, and/or manufacturing to new markets abroad |
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Definition
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| situations like when U.S. consumers have spent more than they earned, and when our nation’s imports far outweigh its exports |
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| allowing companies to expand into new businesses or foreign markets, which also required more borrowing |
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Definition
those born between 1977 and 2002, have different work values than their parents. tends to be more family-centric or dual-centric, balancing family and work life. May be the most high maintenance workforce in the history of the world.
This generation’s capacity for using information technology will also make it the most high-performing |
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Definition
| The end-to-end process of planning, recruiting, developing, managing, and compensating employees throughout the organization |
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| Application Service Provider |
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Definition
| allow online processing of employment applications |
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Definition
| let employees manage their own benefits packages, and streaming desktop videos facilitate learning quickly and cost-effectively |
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| Data warehouses and computerized analytical programs |
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Definition
| track employees’ Internet and email activities and monitor their performance. |
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Term
| High-Performance Work Systems |
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Definition
| An integrated set of human resource management policies and practices that together produce superior employee performance |
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Definition
| research what competitors are doing and then compare |
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Definition
| a concise measurement system that shows the metrics for each HR activity, measures the employee behaviors resulting from these activities, and measures the organizational outcomes of those behaviors |
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Term
| 5th Amendment to the US Constitution |
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Definition
| states that “no person shall . . . be deprived of life, liberty, or property, without due process of the law.” |
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Definition
Employers cannot discriminate in pay on the basis of sex when jobs involve equal work—equivalent skills, effort, and responsibility—and are performed under similar working conditions.
Differences in pay that are not violations:
Seniority systems
Merit systems
Measures of production
Differentials based on anything other than sex |
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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 with respect to employment.. further specifies that it would be unlawful for an employer to discriminate. Also states that an employer cannot limit, segregate, or classify employees or applicants in any way that would deprive or tend to deprive any individual of employment opportunities or that would otherwise adversely affect his or her status as an employee. created the Equal Employment Opportunity Commission (EEOC) to enhance the federal government’s ability to enforce equal employment opportunity laws |
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Term
| Equal Employment Opportunity Commission (EEOC) |
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Definition
is empowered to investigate job discrimination complaints and sue on behalf of complainants.
5 members, appointed by the President
Ability to enforce equal employment opportunity laws
Receives and investigates job discrimination complaints |
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Term
| Executive Orders 11246 and 11375 |
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Definition
not only ban discrimination, they also require that contractors take affirmative action to ensure equal employment opportunity.
These orders also established the Office of Federal Contract Compliance Programs (OFCCP), which ensures the compliance of federal contractors. |
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Term
| Age Discrimination in Employment Act (ADEA) of 1967 |
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Definition
| makes it unlawful to discriminate against employees or applicants for employment who are 40 years of age or older, effectively ending most mandatory retirement policies |
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Term
| Vocational Rehabilitation Act |
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Definition
| requires employers with federal contracts over $2,500 to take affirmative action for the employment of handicapped persons. It doesn’t require that an unqualified person be hired, but it does require that an employer take steps to accommodate a handicapped worker, unless these impose undue hardship on the employer |
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Term
| Pregnancy Discrimination Act (amendment to Title VII) |
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Definition
prohibits using pregnancy, childbirth, or related medical conditions for discrimination in hiring, promotion, suspension, discharge, or any other term or condition of employment.
It maintains that if an employer offers disability coverage, then pregnancy and childbirth must be treated like any other disability and must be covered in the plan. |
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Term
| Federal Agency Guidelines |
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Definition
| specify procedures federal agencies recommend that employers follow to comply with the equal opportunity laws regarding employee relations, record keeping, and affirmative action programs. |
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Term
| Griggs vs. Duke Power Company |
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Definition
Plaintiff argued that his employer’s requirement that coal handlers be high school graduates was unfairly discriminatory.
In finding for the plaintiff, the Court ruled that:
discrimination need not be overt to be illegal
employment practices must be related to job performance
the burden of proof is on the employer to show that hiring standards are job related |
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Term
| Albemarle Paper Company v. Moody |
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Definition
Ruled that the validity of job tests must be documented, and that employee performance standards must be unambiguous.
Helped to outline what could and couldn’t be used to screen applicants |
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Term
| Civil Rights Act of 1991 (CRA 1991) |
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Definition
places the burden of proof on employers and permits compensatory and punitive damages.
An unlawful employment practice is evidenced when the complaining party demonstrates that race, color, religion, sex, or national origin was a motivating factor for any employment practice. |
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Term
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Definition
An unintentional disparity between the proportion of a protected group applying for a position and the proportion getting the job
Ex: requiring a college degree for a job |
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Term
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Definition
An intentional disparity between the proportion of a protected group applying for a position and the proportion getting the job
Ex: not hiring a woman because the company employs only men |
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Term
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Definition
unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that takes place under any of the following conditions:
Submission is either explicitly or implicitly a condition of an individual’s employment.
Submission to or rejection of such conduct affects the individual’s employment.
Such conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or offensive work environment. |
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Term
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Definition
| asking for favors; "give me this for that" |
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Term
| permissive social climate |
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Definition
| Employees conclude there’s a risk to victims for complaining, that complaints won't be taken seriously, and that there’s a lack of sanctions against offenders |
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Term
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Definition
| where a hostile environment appears to be motivated by hostility toward individuals who violate gender ideals—for example, for not acting feminine enough. |
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Term
| Americans with Disabilities Act (ADA) |
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Definition
| reduces or eliminate serious discrimination against disabled individuals, prohibits employers from discriminating against qualified disabled individuals, and requires employers to make “reasonable accommodations” for physical or mental limitations, unless doing so imposes an “undue hardship” on the business. |
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Term
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Definition
Redesigning the job
Modifying work schedules
Modifying or acquiring equipment to assist the employee in performing the job |
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Term
| Genetic Information Non-Discrimination Act of 2008 (GINA) |
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Definition
Prohibits the use of genetic information in employment
Prohibits the intentional acquisition of genetic information about applicants and employees
Imposes strict confidentiality requirements |
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Term
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Definition
| further restrict employers regarding their treatment of job applicants and employees, especially employers with fewer than 15 employees, which are not covered by federal legislation. |
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Term
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Definition
| Prohibit employment discrimination by employers with federal contracts of more than $10,000 (and their subcontractors); establish office of federal compliance; require affirmative action programs. |
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Term
| Vietnam Era Veterans’ Readjustment Assistance Act of 1974 |
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Definition
| Requires affirmative action in employment for veterans of the Vietnam war era. |
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Definition
| Made it more difficult to prove a case of unlawful discrimination against an employer. |
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Term
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Definition
| used for showing (intentional) disparate treatment, rather than (unintentional) disparate impact |
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Term
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Definition
| Total employment process that results in a significantly higher percentage of a protected group being rejected for employment, placement, or promotion |
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Term
| bona fide occupational qualification (BFOQ) |
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Definition
allows employers to hire employees of a certain religion, gender, or national origin when it’s necessary for the organization’s normal operation.
An employer can use age as a ______ to defend itself against a disparate treatment (intentional discrimination) charge when federal requirements impose a compulsory age limit, such as when the Federal Aviation Agency sets a ceiling of age 65 for pilots or when actors need to be youthful or elderly for specific roles.
Examples: Chick Fil A, Hooters, Actors, Pilots |
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Term
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Definition
| Justification for an otherwise discriminatory employment practice, provided there is an overriding legitimate business purpose |
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Term
| Spurlock vs. United Airlines |
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Definition
a minority candidate sued United Airlines, stating that its requirements that a pilot candidate have 500 flight hours and a college degree were unfairly discriminatory.
The Court agreed that these requirements did have an adverse impact.
The Court held that, in light of the tremendous human and economic risks involved in hiring unqualified candidates, the selection standards were required by business necessity. |
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Term
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Definition
| any physiological order or condition; cosmetic disfigurement, or anatomical loss affecting one or more of several body systems or any mental or psychological disorder |
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Term
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Definition
| physical or mental impairment that substantially limits one or more major life activities |
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Term
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Definition
| on the face does this look like intentional discrimination |
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Term
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Definition
| deals with percent of nonprotected class that pass a test vs. percent of protected class passing |
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Term
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Definition
| (in terms of adverse impact) whatever methods they used to bring people in did not discriminate and that it predicts whether or not they will be successful on the job |
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Definition
| are you measuring what you say you're measuring |
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Term
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Definition
| the variety or multiplicity of demographic features that characterize a company’s workforce, particularly in terms of race, sex, culture, national origin, handicap, age, and religion. |
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Term
| equal employment opportunity |
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Definition
| Aims, through legal compliance, to ensure that anyone, regardless of race, color, disability, sex, religion, national origin, or age, has an equal opportunity based on his or her qualifications |
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Term
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Definition
| Employers take actions, to comply legally or voluntarily, in the recruitment, hiring, promotion, and compensation of protected classes to eliminate the current effects of past discrimination |
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Term
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Definition
| ascribes specific behavioral traits to individuals based on their apparent membership in a group; for example, “older people can’t work hard. |
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Term
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Definition
| means taking specific actions toward or against the person based on the person’s group. In practice, discrimination is often subtle. For example, an “old boys’ network” effectively prevents women from reaching top management |
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Term
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Definition
| occurs when a company appoints a small group of women or minorities to high-profile positions, rather than aggressively seeking full representation for that group. ____ is a diversity barrier when it slows the process of hiring or promoting more members of the minority group. |
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Term
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Definition
| is the tendency to view members of other social groups less favorably than members of one’s own. |
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Term
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Definition
| associate women with certain jobs, frequently non-managerial positions. |
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Term
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Definition
| means maximizing its potential advantages while minimizing the potential barriers—such as prejudices and bias—that undermine the functioning of a diverse workforce. |
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Term
| Office of Federal Contract Compliance Programs (OFCCP) |
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Definition
| the office responsible for implementing executive orders and ensuring compliance of federal contractors |
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Term
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Definition
| Formulating and executing human resource policies and practices that produce the employee competencies and behaviors that the company needs to achieve its strategic aims |
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Term
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Definition
| involves setting objectives, forecasting and assessing your basic planning assumptions, determining alternative courses of action, evaluating which options are best, and then choosing, evaluating and implementing your plan. |
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Definition
| (1) a description of the business (including ownership and products or services), (2) the marketing plan, (3) the financial plan, and (4) the management and/or personnel plan |
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Term
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Definition
| specific (make clear what to achieve), measurable, attainable; relevant (in terms of what you’re setting the goal for), and timely (they have deadlines and milestones |
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Term
| Strategic Management Process |
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Definition
Defining the business and developing a mission
Evaluating the firm’s internal and external strengths, weaknesses, opportunities, and threats
Formulating a new business direction
Translating the mission into strategic goals
Formulating strategies or courses of action
Steps 6 and 7 involve implementing and then evaluating the strategic plan. |
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Definition
| The company’s plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage |
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Definition
| The company’s long-term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage |
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Definition
| The process of identifying and executing the company’s mission by matching its capabilities with the demands of its environment |
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Term
| Environmental Scanning Worksheet |
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Definition
| a simple tool that helps compile relevant information about the company’s environment |
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Term
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Definition
| mangers use to evaluate the company’s strengths, weaknesses, opportunities, and threats—and to create a strategy that makes sense in terms of each. backbone of strategic planning |
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Definition
| A general statement of the company’s intended direction that evokes strong emotions in organization members |
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Definition
| Spells out who the company is, what it does, and where it’s headed |
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Term
| checkMATE and Business Plan Pro |
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Definition
| computerized business planning software |
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Term
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Definition
| Uses strategic planning tools, such as SWOT analysis, to enable even users with no prior planning experience to develop sophisticated strategic plans |
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Term
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Definition
| Contains all the information and planning aids necessary to create a business plan |
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Term
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Definition
| Identifies the sorts of businesses that will comprise the company and the ways in which these businesses relate to each other |
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Term
| Types of Corporate Strategies |
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Definition
| Concentration, Diversification, Consolidation, Vertical Integration, Geographical Expansion |
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Term
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Definition
| the firm offers one product or product line, usually in one market. ______ growth strategies include market penetration, product development, and horizontal integration. |
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Term
| Related Diversification Strategy |
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Definition
| implies that the firm will expand by adding new product lines and diversifying so that a firm’s lines of business still possess some kind of fit. |
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Term
| Conglomerate Diversification Strategy |
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Definition
| means diversifying into products or markets not related to a firm’s current businesses or to one another. |
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Term
| Vertical Integration Strategy |
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Definition
| the firm expands by, perhaps, producing its own raw materials, or selling its products direct. |
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Term
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Definition
| focuses on reducing a firm’s size. |
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| Geographic Expansion Strategy |
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Definition
| taking the business abroad |
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Term
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Definition
| Identifies how to build and strengthen the company’s long-term competitive position in the marketplace |
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Definition
| Any factors that allow a company to differentiate its product or service from those of its competitors to increase market share |
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Definition
| the enterprise aims to become the low-cost leader in an industry |
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Term
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Definition
| a company seeks to be unique in its industry along dimensions that are widely valued by buyers |
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Definition
| carve out a market niche (like Ferrari). They compete by providing a product or service customers can’t get otherwise. |
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Definition
| Identify the basic courses of action that each department will pursue in order to help the company attain its competitive goals |
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Term
| Human Resource Strategies |
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Definition
| Refer to the specific human resource management functional policies and practices the company uses to help achieve its strategic aims |
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Term
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Definition
| graphically displays the chain of activities that contribute to a company's success, and shows employees the “big picture” of how their performance contributes to achieving the company's overall strategic goals |
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Term
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Definition
| is a process for managing employee performance and for aligning all employees with key objectives by assigning financial and nonfinancial goals, monitoring and assessing performance, and quickly taking corrective action |
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Term
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Definition
| Presents the manager with desktop graphs and charts, so he or she gets a computerized picture of where the company stands on all the metrics from the HR Scorecard process |
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Term
| Merger and Acquisition Process |
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Definition
| Planning Stage, Due Diligence Stage, Integration Stage |
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Term
| Planning Stage (Mergers and Acquisitions) |
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Definition
| , the acquiring team needs information about the acquisition target on matters such as total headcount, benefits and pension obligations, and pending litigation—all HR-related topics generally accessible via public sources. |
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Term
| Due Diligence Stage (Mergers and Acquisitions) |
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Definition
| before finalizing a deal, it is usual for the acquirer (or merger partners) to perform _____ reviews to ensure that they know what they’re getting into. For human resource teams, _____ reviews include reviewing organizational structure, employee compensation and benefits, industrial relations, pending employee litigation, human resource policies and procedures, employee benefits, and key talent analysis. |
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Term
| Integration Stage (Mergers and Acquisitions) |
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Definition
| the human resource team has responsibilities in choosing the management team, communicating effectively with employees, retaining key talent, and aligning the cultures of the organizations. |
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Term
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Definition
| The end-to-end process of planning, recruiting, developing, managing, and compensating employees throughout an organization |
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Term
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Definition
| Procedure through which you determine the duties of jobs and the characteristics of the people who should perform them |
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Term
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Definition
| Written statement of what the jobholder does, how he or she does it, and under what conditions the job is performed |
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Definition
| Job duties that employees must be able to perform, either with or without reasonable accommodation |
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Term
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Definition
| answers the question, “What traits and experience are required to do this job well?”, to show what kind of person to recruit and or the qualities that should be tested |
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Definition
A worker’s observable and measurable behaviors that make performance possible
Describes the job in terms of measurable, observable, behavioral competencies that an employee must exhibit to do the job well
Worker-focused |
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Term
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Definition
| is the process of formulating plans to fill the employer’s future openings—from clerk to CEO—based on projecting open positions. |
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Term
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Definition
| provide an initial estimate of future staffing needs, but employment levels rarely depend just on the passage of time. Other factors (like changes in sales volume and productivity) also affect staffing needs |
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Term
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Definition
| provides forecasts based on the historical ratio between (1) some causal factor (like sales volume) and (2) the number of employees required (such as number of salespeople). |
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Term
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Definition
| shows graphically how two variables—such as sales and your firm’s staffing levels—are related. If they are, and then if you can forecast the business activity (like sales), you should also be able to estimate your personnel needs |
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Term
| Qualifications Inventories |
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Definition
| Manual or computerized records listing employees’ education, career and development interests, languages, special skills, and so on to be used in identifying inside candidates for promotion |
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Term
| Personnel Replacement Charts |
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Definition
| Company records showing present performance and promotability of inside candidates for the firm’s most important positions |
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Term
| computerized information systems (forcasting the supply of inside employees) |
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Definition
A web–based survey in which employees describe their background and experience
Also maintains records of performance appraisals |
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Term
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Definition
The process of ensuring a suitable supply of successors for current and future key jobs arising from business strategy
Careers of individuals can be planned and managed to optimize the organization’s needs and the individuals’ aspirations |
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Term
| Applicant Tracking Systems |
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Definition
| Software systems that help employers screen and keep track of their applicants by performing various services such as collecting application information, prescreening applicants, scheduling interviews, and letting employers do searches (such as by skill) easily to match candidates with positions |
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Term
| Application Service provider |
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Definition
An online vendor that uses its own servers and systems to manage tasks for employers, such as recruitment or training
During recruitment process, compiles application information, prescreens applicants, and helps the employer rank applicants and set interview appointments |
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Term
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Definition
| compose an expandable, inexpensive labor force that usually isn’t paid benefits. Many firms use temporary hiring to give prospective employees a trial before making them permanent. |
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Term
| In-House Temporary Employees |
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Definition
| people employed directly by the company on a short-term basis |
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Term
| Contract Technical Employees |
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Definition
| who work on long-term projects under contract from an outside technical services firm. |
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Term
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Definition
| also called headhunters, are employment agencies retained by employers to seek out top-management talent. |
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Term
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Definition
| refer to people who make direct applications at your office, perhaps responding to a posted “Hiring” sign on the premises. This is a major source of applicants, especially for hourly work. |
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