Term
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Definition
| A unique capability that creates high value and differentiates an organization from its competition. |
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Term
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Definition
| A person who has responsibility for performing a variety of HR activities. |
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Definition
| A person who has in-depth knowledge and expertise in a limited area of HR. |
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Term
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Definition
| The collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce. |
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Term
| Human Resource (HR) management |
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Definition
| The direction of organizational systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals. |
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Term
| Human resource management system (HRMS) |
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Definition
| An integrated system providing information used by HR management in decision making. |
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Term
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Definition
| The shared values and beliefs in an organization. |
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Term
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Definition
| Comparing specific measures of performance against data on those measures in other organizations. |
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Term
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Definition
| Societal forces affecting the values, beliefs, and actions of a distinct group of people. |
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Term
| Economic value added (EVA) |
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Definition
| Net operating profit of a firm after the cost of capital is deducted. |
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Term
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Definition
| The extent to which goals have been met. |
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Term
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Definition
| The degree to which operations are done in an economical manner. |
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Term
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Definition
| Process of studying the environment of the organization to pinpoint opportunities and threats. |
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Term
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Definition
| Using information from the past and the present to identify expected future conditions. |
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Term
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Definition
| Firm that has corporate units in a number of countries that are integrated to operate worldwide. |
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Term
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Definition
| Formal research effort that evaluates the current state of HR management in an organization. |
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Term
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Definition
| Specific measures tied to HR performance indicators. |
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Term
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Definition
| Means used to anticipate and manage the supply of and demand for human resources. |
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Term
| Human resource (HR) planning |
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Definition
| Process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives. |
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Term
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Definition
| Buying and selling goods and services with organizations in other countries. |
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Term
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Definition
| Dimension of culture that refers to the extent to which people in a country prefer to act as individuals instead of members of groups. |
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Term
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Definition
| Dimension of culture that refers to the preference of people in a country for long-term values as opposed to short-term values. |
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Term
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Definition
| Dimension of culture that refers to the degree to which “masculine” values prevail over “feminine” values. |
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Term
| Multi-national enterprise (MNE) |
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Definition
| Organization that has operating units located in foreign countries. |
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Term
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Definition
| The shared values and beliefs in an organization. |
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Term
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Definition
| Dimension of culture that refers to the inequality among the people of a nation. |
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Term
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Definition
| Measure of the quantity and quality of work done, considering the cost of the resources used. |
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Term
| Return on investment (ROI) |
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Definition
| Calculation showing the value of expenditures for HR activities. |
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Term
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Definition
| Use of employees to gain or keep a competitive advantage, resulting in greater organizational effectiveness. |
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Term
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Definition
| Process of identifying a longer-term plan for the orderly replacement of key employees. |
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Term
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Definition
| Dimension of culture that refers to the preference of people in a country for structured rather than unstructured situations. |
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Term
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Definition
| Computed by dividing the average cost of workers by their average levels of output. |
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Term
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Definition
| A survey that focuses on employees’ feelings and beliefs about their jobs and the organization. |
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Term
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Definition
| An interview in which individuals are asked to give their reasons for leaving the organization. |
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Term
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Definition
| A positive emotional state resulting from evaluating one’s job experiences. |
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Term
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Definition
| The desire within a person causing that person to act. |
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Term
| Organizational commitment |
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Definition
| The degree to which employees believe in and accept organizational goals and desire to remain with the organization. |
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Term
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Definition
| The shared values and beliefs of a workforce. |
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Term
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Definition
| The unwritten expectations employees and employers have about the nature of their work relationships. |
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Term
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Definition
| The process in which employees leave an organization and have to be replaced. |
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Term
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Definition
| Discrimination exists if the selection rate for a protected group is less than 80% (4/5ths) of the selection rate for the majority group or less than 80% of the majority group’s representation in the relevant labor market. |
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Term
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Definition
| Employers are urged to hire groups of people based on their race, age, gender, or national origin, to make up for historical discrimination. |
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Term
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Definition
| Differences among people should be ignored and everyone should be treated equally. |
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Term
| Bona fide occupational qualification (BFOQ) |
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Definition
| Characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration. |
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Term
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Definition
| What individuals who file suit against employers must prove in order to establish that illegal discrimination has occurred. |
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Term
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Definition
| Practice necessary for safe and efficient organizational operations. |
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Term
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Definition
| Measured when an employer tests current employees and correlates the scores with their performance ratings. |
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Term
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Definition
| Validity measured by a logical, non-statistical method to identify the KSAs and other characteristics necessary to perform a job. |
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Term
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Definition
| Index number giving the relationship between a predictor and a criterion variable. |
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Term
| Criterion-related validity |
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Definition
| Validity measured by a procedure that uses a test as the predictor of how well an individual will perform on the job. |
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