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| Policies, practices, and systems that influence employees behaviors, attitutes and performances. |
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To be valuable, rare, cannot be immiatated.
An organizations employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight. |
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| Society for HR Management. They provide professional certifications. |
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| Employees whose main contribute is specialized knowledge, such as knowledge of customers, a process, or a profession |
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| An activity in an organziation aimed at creating greater efficiency by eliminating certain jobs. Planned elimination of a large number of jobs. |
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| Sending work "outside" the organziation to be done by individuals not employed full time with the organization |
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| EEO stands for and means... |
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| Equal Employement Opportunity - means all individuals have an equal chance for employment regardless of race, color, religion, sex, and disability. This is created through Constitutional amendments, legislation, and executive orders. |
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| EEOC stands for and means... |
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| Equal Employment Opportunity Commission - is responsible for enforcing most of the EEO laws. They investigate and resolve complains. |
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| OFCCP stands for and means... |
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| Office of Federal Contract Compliance Proceedure - is the agency responsible for enforcing the executive orders that cover organziations doing business with the Federal government. |
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| Refers to an employer providing the necessary technology to enable affected individuals to do a job |
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| OSHA stands for and means... |
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| Occupational Safety and Health Administration - protects workers from workplace hazards and is responsible for inspecting employers, applying safety and health standards, and issue fines. |
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| 13th - abolish slavery. 14th - provides equal protection |
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| Process of determining an organziations human resource needs. |
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| HRIS stands for and means... |
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| Human Resource Information System - A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute info related to human resources. |
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| A set of knowledge and skills that make a company unique and superior |
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| Job = a set of related duties. Position = the ste of duties performed by one person. 1 job can = many positions. |
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| the process of getting detailed info. about jobs |
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| a list of tasks, duties and responsibilities (TDR's) that a job entails |
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| process of analyzing taks required to produce a product or service |
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| organziations formed for the purpose of representing their members interests in dealing with employers. Through collective bargaining. |
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| all have a specific skill or occupation |
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| members linked by their work in a particular industry |
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| represent the works against the company and supervisors |
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| Threaten, Interogate, Promise, Spy |
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| NLRA stands for and means... |
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| National Labor Relations Act was passed to make collective bargaining legal. Allows unions to organize, strike, and recruite. |
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| Statements indicating the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of their jbos. |
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| Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees. |
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| The most prominent peice of legislation regarding HRM, it states the illegalality of discriminating against individuals based on race, religion, color, sex, or national origin. Applies to organizations with 15 or more employees working 20 or more weeks a year. |
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| anything of a sexual nature that creates a condition of employment, an employment consequence, or a hostile or offensive environment. |
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| Pregnancy Discrimination Act |
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| Law prohibiting discrimination based on pregnancy |
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| This act requires equal pay for equal work. |
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| A rough indicator of discrimination, this rule requires that the number ofminority members a company hires must equal at least 80% of the majority members in the population hired. |
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| A work arrangement where there is typically a core period when an employee is expected to be at work during the day and the rest of the day they can work "flextime" and decide what hours to work. |
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| High-Performance Work System |
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| Organizations that have the best possible fit between their social system and technical system. |
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| Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service. |
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| The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service. |
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| A description of what an employee expects to contribute and what the employer will provide in exchange. |
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| a physical or mental impairment that substantially limits one or more major life activity. |
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| Active effort to find opportunities to hire or promote people in a particular group. |
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| "This for that". ie: You give me a blowjob and I'll let you keep your job |
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| The process of defining how work will be performed and what tasks will be required in a given job |
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| Using statistical models to predict labor demand for the next year using Leading indicators and Subjective judgements |
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| Objective measures that accurately predict future labor demand |
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| Field that emphasizes skills managers and union leaders can use to minimize costly forms of conflict (ie: strikes) and seek win-win solutions to disagreements. |
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| An association that seeks to advance the shared interests of its member unions at the national level |
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| NLRB stands for and means... |
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| National Labor Relations Board - a Federal Government agency that enforces the NLRA and has the 2 functions of, (1) conduct elections, (2) prevent unfair labor practices. |
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| Under that Taft-Hartley Act established the Right-To-Work which allows states to enact laws that do not require union membership or payment of union dues. |
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| Negotiation between union representatives and management to arrive at a contract defining conditions of employment. |
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| A collective decision by union members not to work until certain demands or conditions are met. |
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| Process for resolving conflicts where (1) employee talks to the superviors. (2) If fails, then talks to the union steward and union puts grievance in writing and (3) submits to manager and (4) steward meets with management representative. |
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| A mediator attempts to find common ground between the two parties and offer recommendations. |
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| techinque whereby a third party conducts a hearing to gather evidence from both sides (labor + management), then the fact-finder renders a decision as an appropriate settlement. |
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| Americans with Disabilities Act - extends EEO coverage to include most forms of disability and requires employers to make reasonable accommodations. |
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| permits employers to discipline or discharge employees at their discretion. |
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| enhancing jobs by giving employees more opportunity to plan and control their work. |
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| Moving employees horizontally or vertically to expand their skills, knowledge, or abilities. |
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| Any nonunion workers must become dues-paying members within a prescribed period of time |
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| Employees are free to join the union or not, and those who decline need not pay union dues. |
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| the study of the interaction of a person with a machine. |
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| Title VII prohibits employers from treating applicants or employees differently because of their membership in a protected class |
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