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HRM Chapter 1

Vocabulary

TermDefinition
Business management and strategy The human resource function concerned with strategic planning, change processes, and evaluating organizational effectiveness.
Capability builder competencies Knowledge and skills related to understanding what the organization is capable of doing successfully.
Change champion competencies Knowledge and skills necessary to initiate and carry out change.
Communal stage Second stage in the organizational life cycle; focuses on expansion and innovation.
Compensation and benefits The human resource function concerned with managing employee pay and benefits.
Competencies Characteristics and capabilities that people need to succeed in work assignments.
Credible activist competencies Knowledge and skills for influencing others through acting with integrity, sharing information, and building trust.
Education and training trends Trends concerning the knowledge and skills workers will need in the future.
Elaboration stage Final stage in the organizational life cycle; focuses on reinvention and adaptation to change.
Employee advocate role A human resource role concerned with looking out for the interests of employees and ensuring that they are treated fairly.
Employee and labor relations The human resource function concerned with building and maintaining good relationships with employees and labor unions.
Employee turnover The process in which employees leave the organization and are replaced by other employees.
Employment opportunity trends Trends concerning the types of jobs that will be available in the future.
Entrepreneurial stage First stage in the organizational life cycle; focuses on survival.
Formalization stage Third stage in the organizational life cycle; focuses on establishing clear practices and procedures for carrying out work.
Functional expert role A human resource role concerned with providing technical expertise related to functions such as hiring, training, and compensating employees.
Globalization trends Trends concerning the process in which companies move from doing business within one country to doing business in many countries.
HR innovator and integrator competencies Knowledge and skills that ensure HR practices such as work design, staffing, and compensation are aligned in ways that facilitate organizational success.
Human capital developer role A human resource role concerned with facilitating learning and skill development.
Human resource development The human resource function concerned with helping employees learn knowledge and skills.
Human resource management The field of study and practice that focuses on people in organizations.
Labor force trends Trends concerning the number and types of people who are working or looking for work.
Organizational life cycle Stages through which an organization moves after its founding.
Population trends Demographic trends related to the characteristics of people in a certain population.
Risk management The human resource function concerned with employees' physical and mental well-being.
Stakeholders Individuals or groups who are affected by or who affect an organization.
Strategic partner role A human resource role concerned with providing inputs that help an organization put its competitive strategy into action.
Strategic positioner competencies Knowledge and skills associated with accurately placing an organization in its business context through understanding finance, strategy, stakeholders, and competitive context.
Technology proponent competencies Knowledge and skills used to help organizations effectively adopt technology to manage information and connect individuals.
Workforce planning and employment The human resource function concerned with designing jobs and placing people in those jobs.
Created by: LJones8376