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HRM Test #1
| Question | Answer |
|---|---|
| Human Resource Management | The policies, practices, and systems that influence employees' behavior, attitudes, and performance. |
| Human Capital | An organization's employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight. |
| High Performance Work System | An organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment. |
| Job Analysis | The process of getting detailed information about jobs. |
| Job Design | The process of defining the way work will be performed and the tasks that a given job requires. |
| Recruitment | The process through which the organization seeks applicants for potential employment. |
| Selection | The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. |
| Training | A planned effort to enable employees to learn job-related knowledge, skills, and behavior. |
| Development | The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands. |
| Performance Management | The process of ensuring that employees' activities and outputs match the organization's goals. |
| Human Resource Planning | Identifying the numbers and types of employees the organization will require to meet its objectives. |
| Evidence based HR | Collecting the using data to show that human resource practices have a positive influence on the company's borrow line or key stakeholders. |
| Corporate Social Responsibility | A company's commitment to meeting the needs of its stakeholders |
| Stake holders | The parties with an interest in the company's success (typically, shareholders, the community, customers, and employees) |
| Ethics | The fundamental principles of right and wrong. |
| Learning organization | organization that supports lifelong learning by enabling all employees to acquire and share knowledge. |
| Continuous Learning | Each employee's and each group's ongoing efforts to gather information and apply the information to their decisions in a learning organization. |
| Transaction processing | Computation and calculations involved in reviewing and documenting HRM decisions and practices. |
| Decision Support Systems | Computer software systems designed to help managers solve problems by showing how results vary when the manager alters assumptions or data. |
| Expert Systems | Computer systems that support decision making by incorporating the decision rules used by people who are considered to have expertise in a certain area. |
| HR Dashboard | Display of series of HR measure, showing human resource goals and objectives and progress toward meeting them. |
| HRM Audit | Formal review of the outcomes of HRM function, based on identifying key HRM functions and measure of business performance. |
| Involuntary Turnover | Turnover initiated by an employer (often with employees who would prefer to stay) |
| Voluntary Turnover | Turnover initiated by employees (often when the organization would prefer to keep them). |
| Outcome Fairness | Judgement that the consequences given to employees are just. |
| Procedural Justice | A judgement that fair methods were used to determine the consequences an employee receives. |
| Interactional Justice | A judgement that the organization carried out its actions in a way that took the employee's feelings into account. |
| Hot-Stove Rule | Principle of discipline that says discipline should be like a hot stove, giving clear warning and following up with consistent, objective, immediate consequences. |
| Progressive Discipline | A formal discipline process in which the consequences become more serious if the employee repeats the offense. |
| Alternate Dispute Resolution | methods of solving a problem by bringing in an impartial outsider but not using the court system. |
| Open Door policy | Organization's policy of making managers available to hear complaints. |
| Peer Review | Process for resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute. |
| Mediation | Nonbinding process in which a neutral party from outside the organization hears the case and tries to help the people in conflict arrive at a settlement. |
| Arbitration | Binding process in which a professional arbitrator from outside the organization (usually a lawyer or judge) hears the case and resolves it by making a decision. |
| Employee Assistance Program | A referral service that employees can use to seek professional treatment for emotional problems or substance abuse. |
| Outplacement Counseling | A service in which professionals try to help dismissed employees manage the transition from one job to another |
| Job Withdrawal | A set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally. |
| Role | The set of behaviors that people expect of a person in a particular job |
| Role Ambiguity | Uncertainty about what the organization expects from the employee in terms of what to do or how to do it. |
| Role Conflict | An employee's recognition that demands of the job are incompatible or contradictory. |
| Role Overload | A state in which too many expectations or demands are placed on a person. |
| Job Involvement | The degree to which people identify themselves with their jobs |
| Organizational Commitment | Degree to which an employee identifies with the organization and is willing to put forth effort on its behalf. |
| Job Satisfaction | A pleasant feeling resulting from the perception that one's job fulfills or allows for fulfillment of one's important job values. |
| Role Analysis Technique | Process of formally identifying expectations associated with a role. |
| Equal Employment Opportunity | Condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin. |
| Equal Employment Opportunity Commission (EEOC) | Agency of the Department of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other anti-discrimination laws. |
| Affirmative Action | An organization's active effort to find opportunities to hire or promote people in a particular group. |
| Disability | Under the Americans with Disabilities Act, a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment. |
| EEO-1 Report | EEOC's Employer Information Report, which counts employees sorted by job category, sex, ethnicity, and race. |
| Uniform Guidelines on Employee Selection Procedures | Guidelines issued by the EEOC and other agencies to identify how an organization should develop and administer its system for selecting employees so as not to violate anti-discrimination laws. |
| Office of Federal Contract Compliance Procedures (OFCCP) | Agency responsible for enforcing the executive orders that cover companies doing business with the federal government. |
| Disparate Treatment | Differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status. |
| Bona Fide Occupational Qualification (BFOQ) | A necessary (not merely preferred) qualification for performing a job. |
| Disparate Impact | A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities. |
| 4/5 Rule | Rule that finds evidence of discrimination if any organization's hiring rate for a minority group is less than 4/5 the hiring rate for the majority group. |
| Reasonable Accommodation | An employer's obligation to do something to enable an otherwise qualified person to perform a job. |
| Sexual Harassment | Unwelcome sexual advances as defined by the EEOC. |
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kstocker3