BUS 350 - Test 1
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| Human Resource Management | The policies, practices, and systems that influence employees' behavior, attitudes, and performance
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| What are the 8 HRM practices/responsibilities? | Analysis and design of work; HR planning; Recruiting; Selection; Training and development; Compensation; Performance management; Employee relations
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| Human Capital | An organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight
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| How can organizational performance be measured? | Quality, profitability, customer satisfaction
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| What are some of the necessary qualities of human resources? | They are valuable, rare, cannot be imitated, and there are no good substitutes for them
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| Job Analysis | THe process of getting detailed information about jobs
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| Job Design | The process of defining the way work will be performed and the tasks that a given job requires
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| Recruitment | The process through which the organization seeks applicants for potential employment
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| 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
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| Training | A planned effort to enable empoyees to learn job-related knowledge, skills, and behavior; educating ees for their current jobs
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| Development | The acquisition of knoledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands; helping ees become prepared for future jobs
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| Human Resource Planning | Identifying the numbers and types of employees the organization will require to meet its objectives
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| What are the four skills of HRM professionals? | Human relations skills, decision-making skills, leadership skills, and technical skills
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| Ethics | The fundamental principles of right and wrong
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| Human resource practices must satisfy what three basic standards to be considered ethical? | Must result in the greatest good for the greates number, must respect basic human rights, and managers must treat ees and customers equitably and fairly
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| What are some of the most significant changes in the labor force that have occurred over the years? | An aging workforce, a diverse workforce, and skill deficiencies of the workforce
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| High-Performance Work System | Organizations that have the best possible fit between their social system (people and how they interact) and technical system (equipment and processes)
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| Knowledge Workers | Employees whose main contribution to the organization is specialized knowledsge, such as knowledge of customers, a process, or a profession
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| Employee Empowerment | Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service
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| Teamwork | 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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| Total Quality Management (TQM) | A companywide effort to continuously improve the ways people, machines, and systems accomplish work
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| Reengineering | A complete review of the organization's critical work processes to make them more efficient and able to deliver higher quality
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| Outsourcing | The practice of having another company(a vendor, third0party provider, or consultant) provide services
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| Offshoring | Moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available
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| Expatriates | Employees who take assignments in other countries
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| Psychological Contract | A description of what an employee expects to contribute in an employment relationship and what the employer will provide the employee in exchange for those contributions
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| Alternative Work Arrangements | Methods of staffing other than the traditional hiring of full-time employees (i.e. use of independent contractors, on-call workers, temporary workers, and contract company workers)
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| Equal Employement Opportunity | The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin
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| EEOC | Agency of the Department of Justice charged with enforcing Tivle VII of the Civil Rights Act of 1964 and other antidiscrimination laws
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| Thirteenth Amendment | Abolished slavery
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| Fourteenth Amendment | Provides equal protection for all citizens and requires due process in state action
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| CRAs of 1866 and 1871 | Grant all citizens the right to make, perform, modify, and terminate contracts and enjoy al benefits, terms, and conditions of contractual relationship
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| Equal Pay Act of 1963 | Requires that men and women performing equal jobs receive equal pay
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| Age Discrimination Empoyment Act of 1967 | Prohibits discrimination in employment against individuals 40 years of age and older
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| Title VII of CRA of 1964 | Forbits discrimination based on race, color, religion, sex, or national origin
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| Rehabilitation Act of 1973 | Requires affirmative action in the employment of individuals with disabilities
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| Pregnancy Discrimination Act of 1978 | Treats discrimination based on pregnancy-related conditions as illegal sex discrimination
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| Americans with Disabilities Act of 1990 | Prohibits discrimination against individuals with disabilities
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| Executive Order 11246 | Requires affirmative action in hiring women and minorities
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| Uniformed Services Employment and Reemployment Rights Act of 1994 | Requires rehiring of employees who are absent for military service, with training and accomodations as needed
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| Affirmative Action | An organization's active effort to find opportunities to hire or promote people in a particular group
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| EEO-1 Report | The EEOC's Employer Information Report, which counts employees sorted by job category, sex, ethnicity, and race
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| Office of Federal Contract Compliance Programs | The agency responsible for enforcing the executive orders that cover companies doing business with the federal government
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| Disparate Treatment | Differing treatment of individuals, where the differences are based on the individuals' race, color, religion, sex, national origin, age, or disability status
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| Bona Fide Occupational Qualification (BFOQ) | A necessary (not merely preferred) qualification for performing a job
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| Disparate Impact | A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opporutnities
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| Four-Fifths Rule | Rule of thumb that finds evidence of discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group
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| Reasonable Accommodation | An employer's obligation to do something to enable an otherwise qualified person to perform a job
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| Sexual Harassment | Unwelcome sexual advances as defined by the EEOC
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| Occupational Safety and Health Act | U.S. law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce
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| Occupational Safety and Health Administration (OSHA) | Labor Department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation
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| Right-to-Know Laws | State laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous
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| Work Flow Design | The process of analyzing the tasks necessary for the production of a product or service
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| Job | A set of related duties
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| Position | The set of duties (job) performed by a particular person
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| Job Description | A list of the tasks, duties, and responsibilities that a particular job entails
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| Job Specification | A list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform a particular job
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| Job Design | The process of defining how work will be performed and what tasks will be required in a given job
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| Job Enlargement | Broadening the types of tasks performed in a job
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| Job Extension | Elarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks
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| Job Rotation | Enlarging jobs by moving employees among several different jobs
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| Job Enrichment | Empowering workers by adding more decision-making authority to jobs
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| Flextime | A sheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization
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| Job Sharing | A work option in which two part-time employees carry out the tasks associated with a single job
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| Ergonomics | The study of the interface between individuals' physiology and the caracteristics o the physical work environment
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