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human resources
the people within an organization TERM 2
revenue centers
DEFINITION 2 division or department that generates monetary returns for the organization TERM 3
cost
center
DEFINITION 3 a division or department within the organization that brings in no revenue or profit- it only costs money for the organization to run this function TERM 4
productivity
center
DEFINITION 4 a revenue center that enhances profitability of the organization through enhancing the productivity of the people within the organization TERM 5
productivity
DEFINITION 5 the amount of output that an organization gets per unit of input, with human input usually expressed in terms of units of time
effectiveness
a function of getting the job done whenever and however it must be done; it answers the question "dd we do the right things?" TERM 7
efficiency
DEFINITION 7 a function of how many organizational resources were used in getting the job done; it answers the question "did we do things right?" TERM 8
job satisfaction
DEFINITION 8 the feeling of well-being that we experience in our jobs- basically whether or not we like what we do and the immediate environment surrounding us and our jobs TERM 9
turnover
DEFINITION 9 the permanent loss of workers from the organization TERM 10
absenteeism
DEFINITION 10 the failure of an employee to report to the workplace as scheduled
business skills
the analytical and quantitative skills, including in-depth knowledge of how the business works and its budgeting and strategic planning process, that are necessary for a manager to understand and contribute to the profitability of their organization TERM 17
line managers
DEFINITION 17 individuals who create and maintain the organizational processes and the people who create whatever it is that the business sells TERM 18
staff managers
DEFINITION 18 individuals who advise line management of the firm in their area of expertise TERM 19
SHRM
DEFINITION 19 Society for Human Resource Management, the largest and most recognized HRM advocacy organization in the United States TERM 20
Information Age
DEFINITION 20 an era that began around 1980 in which information became one of the main products used in organizations and that is characterized by exponential increases in available information in all industries
employee engagement
a combination of both job satisfaction and a willingness to perform for the organization at a high level and over an extended period of time TERM 22
strategy
DEFINITION 22 a plan of action to achieve a particular set of objectives TERM 23
vision
DEFINITION 23 what we expect to become as an organization at a particular future point in time TERM 24
mission statement
DEFINITION 24 our expectations of what we're going to do in order to become the organization that we envisioned TERM 25
Objectives
DEFINITION 25 state what is to be accomplished in singular, specific, and measurable terms with a target date
Economic Value Added EVA
a measure of profits taht remain after the cost of capital has been deducted from operating profits TERM 32
Return on Investment
ROI
DEFINITION 32 a measure of the financial return we receive because of something that we do to invest in our organization or its people TERM 33
The Balanced Scorecard
BSC
DEFINITION 33 measures financial, customer service, internal process, and learning and growth (or sustainability) measures TERM 34
HR scorecard
DEFINITION 34 identifies HR deliverables, identifies HR system alignment, compares HR alignment with strategy, and measures organization gains created by HR practices TERM 35
Human Resource Information System
(HRIS)
DEFINITION 35 interacting database system that "aims at generating and delivering HR information and allows us to automate some human resource management functions"
Outsourcing
the process of hiring another organization to do work that was previously done within the host organization TERM 37
Sustainability
DEFINITION 37 meeting the needs of today without sacrificing future generations' ability to meet their needs TERM 38
Discrimination
DEFINITION 38 the act of making distinctions, or choosing one thing over another- in HR, it is distinctions among people. TERM 39
Illegal discrimination
DEFINITION 39 making distinctions that harm people by using a person's membership in a protected class TERM 40
OUCH test
DEFINITION 40 a thumb rule used whenever you are contemplating any employment action, to maintain fairness and equity for all of your action that involves your employees.
Business
necessity
exists when a particular practice is necessary for the safe and efficient operation of the business, and there is a specific business purpose for applying a particular standard that may, in fact, be discriminatory. TERM 47
Job relatedness
DEFINITION 47 exists when a test for employment is a legitimate easure of an individual's ability to do the essential functions of a job TERM 48
Reasonable accommodation
DEFINITION 48 an accommodation made by an employer to allow someone who is disabled but otherwise qualified to do the essential functions of a job to be able to perform that job TERM 49
essential functions
DEFINITION 49 the fundamental duties of the position TERM 50
undue hardship
DEFINITION 50 when the level of difficulty for an organization to provide accommodations, determined by looking at the nature and costs of accommodation and the overall financial resources of the facility, becomes a significant burden on the organization.
Compensatory damages
monetary damages are awarded by the court that compensate the person who was injured for their losses TERM 52
Punitive damages
DEFINITION 52 monetary damages awarded by the court that are designed to punish the injuring party when they intentionally inflicted harm on others TERM 53
Race-norming
DEFINITION 53 when different groups of people have different scores designated as "passing" grades on a test for employment TERM 54
Right-to-sue
DEFINITION 54 a notice from the EEOC, if they elect not to prosecute an individual discrimination complaint within the agency, which gives the recipient the right to go directly to the courts with their complaint TERM 55
Retaliation
DEFINITION 55 a situation where the organization takes an "adverse employment action" against an employee because the employee brought discrimination charges against the organization or supported someone who brought discrimination charges against the company
Creativity
a basic ability to think in unique and different ways and apply those though processes to existing problems TERM 62
innovation
DEFINITION 62 the act of creating useful processes or products based on creative thought processes TERM 63
divergent thinking
DEFINITION 63 the ability to find many possible solutions to a particular problem, including unique, untested solutions TERM 64
conflict
DEFINITION 64 the act of being opposed to another TERM 65
Functional conflict
DEFINITION 65 how organizations go through the process of creating new things- the opposition itself drives the organization to change.
dysfunctional conflict
when conflict gets to the point where creativity is stifled and in fact almost all work becomes difficult or impossible because of the conflict's intensity TERM 67
cohesiveness
DEFINITION 67 an intent and desire for group members to stick together in their actions TERM 68
sexual harassment
DEFINITION 68 unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonable interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment. TERM 69
quid pro quo
DEFINITION 69 harassment that occurs when some type of benefit or punishment is made contingent upon the employee submitting to sexual advances TERM 70
Hostile work environment
DEFINITION 70 harassment that occurs when someone's behavior at work creates an environment that is sexual in nature and makes it difficult for someone of a particular sex to work in that environment
job design
the process of identifying tasks that each employee is responsible for completing as well as how those tasks will be accomplished. TERM 77
Mechanistic job design
DEFINITION 77 focuses on designed jobs around the concepts of task specialization, skill simplification, and repetition TERM 78
Biological job design
DEFINITION 78 focuses on minimizing the physical strain on the worker by structuring the physical work environment around the way the body works TERM 79
perceptual/motor job design
DEFINITION 79 focuses on designing jobs that attempt to make sure that we remain within the worker's normal mental capabilities and limitations. TERM 80
motivational job design
DEFINITION 80 focuses on the job characteristics that affect the psychological meaning and motivational potential, and it views attitudinal variables as the most important outcomes of job design
Job Characteristic Model JCM
developed by Richard Hackman and Greg Oldham, and provides a conceptual framework for designing or enriching jobs based on core job characteristics TERM 82
job simplification
DEFINITION 82 the process of eliminating or combining tasks and/or changing the work sequence to improve performance TERM 83
job expansion
DEFINITION 83 the process of making jobs broader, with less repetition TERM 84
HR forecasting
DEFINITION 84 identifies the estimated supply and demand for the different types of human resources in the organization over some future period, based on analysis of past and present demand TERM 85
quantitative forecast
DEFINITION 85 utilizes mathematics to forecast future events based on historical data
recruiting
the process of creating a reasonable pool of qualified candidates for a job opening TERM 92
labor market
DEFINITION 92 the term for the external pool of candidates from which we draw our recruits TERM 93
internal recruiting
DEFINITION 93 filling job openings with current employees or people they know TERM 94
external recruiting
DEFINITION 94 the process of engaging individuals from the labor market outside the firm to apply for a job TERM 95
Realistic job preview (RJP)
DEFINITION 95 a review of all of the tasks and requirements of the job, both good and bad
active listening
the intention and ability to listen to others, use the content and context of the communication, and respond appropriately TERM 97
yield ratio
DEFINITION 97 a calculation of how many people make it through the recruiting step to the next step in the hiring process TERM 98
selection
DEFINITION 98 the process of choosing the best qualified applicant recruitment for a job TERM 99
negligent hire
DEFINITION 99 a legal concept that says if the organization selects someone for a job who may pose a danger to coworkers, customers, suppliers, or other third parties and then that person harms someone else in the course of their work for the company, the company can be held liable for the individual's actions TERM 100
Uniform Guidelines on Employee Selection
Procedures (UGESP)
DEFINITION 100 provide information that can be used to avoid discriminatory hiring practices as well as discrimination in other employment decisions
