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Definition
| The five basic functions of plannin, organizing, staffing,, leading, and controlling |
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Term
| Human Resource Management |
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Definition
| The policies and practices involved in carrying out the "people" or human resource aspect of a management position, including recruiting screening, training, rewarding, and appraising |
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| The right to make decisions, direct others' work, and give orders |
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| A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization's task |
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| A manager who assist and advises line managers |
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| The authority exerted by an HR manager by directing the activities of the people in his or her own department and in service areas (like the plant cafeteria) |
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| Gives the manager the right (authority) to advise other managers or employees |
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| The authority exerted by an HR managre as coordinator of presonnel activities |
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| The authority exerted by an HR managre by virue of others' knowledge that he of she has access to top management (in areas like testing and affirmative action) |
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| Hr must take responsibility for clearly defining how management should be treating employees, make sure employees have the mechanisms required to contest unfair practices, and represent the interest of employees whith in the framework of its primanry obligation to senior management |
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Definition
| The tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abraod |
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| The knowledge, education, training, skills and expertise of a firm's workers |
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| The companies plan for how it will amtch its internal strengths and weaknesses with external opportunites and threats in order to maintain a competitive advanage |
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| The companies long-ternm plan for how it will balance its inernal strengths and weaknesses with its external opporunites and threats to maintain a competitive advantage |
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| Strategic Human Resource Management |
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Definition
| Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company nees to achieve its stragic aims |
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Definition
| Letting outside vendors provide services |
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Term
| High-performance Work System |
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Definition
| System in an integrated set of human resource management policies and practices that together produce superior employee perfoemance |
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Definition
| A set of quantitative performance measures HR managers use to asses their operations |
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| Measures HR function's effectiveness and efficiency in producing employees behaviors neeeded to achieve the company's strategic goals |
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Definition
| The standards someone uses to decide what his or her conduct should be |
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Definition
| The procedure for determining the duties and skills requirements of a job and the kind of person who should be hired for it |
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Definition
| A list of job's duties, responsibilities, reporting relationships. working conditions, and supervisory responsibilities- one product of a job analysis |
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| A list of a job's "human requirements," that is, the requisite eduction, skills, personality, and so on- another product of a job analysis |
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Definition
| A chart that shows distribution of work, with titles of each position and interconnecting lines that show who reports to and communicated to whom |
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Definition
| A work flow chart of inputs to and outputs from a particular job |
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Definition
| Daily listings made by workers of every activity in which they engage along with the time each activity takes |
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Term
| Position Analysis Questionnaire |
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Definition
| A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs |
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Term
| U.S. Department of Labor (DOL) job analysis Procedure |
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Definition
| A standardized method by which different jobs can be quantitativaly rated, classified and compatred based on dats, people, and things scored |
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Term
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Definition
| A method for classifying jobs similiar to DOL method, but additionally taking into account the extent to which instructions, reasoning, judgment, and mathematical and verbal ability are necessary for performing job tasks |
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| Standard Occupational Classification |
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Definition
| Classifies all workers into one of 23 major groups of jobs which are subdivided into minor groups of jobs and detailed occupations |
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Definition
| Assigning workers additional same-level activites, thus increasing the number of activities they perform |
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Definition
| Systematically moving workers from one job to another to enhance work team performance and/or to broaden his or her experience and identify strond and weak points to prepare the person for an enhanced role with the company |
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Definition
| Redisigning jobs in a way that increases the opportunies for the workers ot experiencwe feelings of responsibility, achievement. growth, and recognition |
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| Broadening the responsibilities of the company's jobs and encouraging employees not to limit themselves to what's on their job description |
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| The fundamnetal rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service, and speed |
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Definition
| Demonstrable characteristics of a person that enable performance of a job |
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| Conpetency-based job anaysis |
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Definition
| Describing a job in terms of the measurable. observable, behavioral competencies an employee must exhibit to do a job well |
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Definition
| Basing your employees' training, appraisals, and rewards on fostering and rewarding the skills and competencies he or she needs to achieve his or her goals |
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Term
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Definition
| All forms of pay or rewards going to employees and arsing form their employment |
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Term
| Direct Financial Payments |
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Definition
| Pay in the form of wages salaries, incentives, commissions, and bonuses |
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Term
| Indirect Financial Payments |
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Definition
| Pay in the form of financial benefits such as insurance |
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Term
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Definition
| A law that sets wages rates for laborers emplyed by contractors working for the federal government |
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Term
| Walsh- Healey Public Contract Act |
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Definition
| A law that requires minimum wage and working conditions for employees working on any goverment contract amounting to more than $10,000 |
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Term
| Title VII of the 1964 Civil Rights Act |
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Definition
| This Act makes it unlawful for employers to discriminate against any individual with respect to hiring compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, or national orgin |
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Term
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Definition
| This act provides for minimum wages, maximum hours, overtime pay, and child labor protection. The law has been amended many times and covers most employees |
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Definition
| An amendement to the Fair Labor Standards Act designed to require equal pay fir women doing the same work as men |
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| Employee Retirement Income Security Act |
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Definition
| The law that provides goverment protection of pension plans. It also regulates vesting rights (employees who leave before retirement may claim compension from the pension plan) |
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Definition
| A salary inequity problem, generally caused by inflation, resulting in longer term employees in a position earning less than workers entering the firm today |
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Definition
| A survey aimed to determining prevailing wage rates. A good salary survey provides specific wage rates for specific jobs. Formal written questionaire surveys are the most comprehensive by telephone surveys and newspaper ads are also sources of information |
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Definition
| A job that is used to anchor the employers pay scale and around which other jobs are arranged in order of relative worth |
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Definition
| A systematic comparicon done in order to determine the worht of one job relative to another |
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Definition
| A fundamental, compensable element of ajob, such as skills,effort, responsibility, and working conditions |
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Definition
| The simplest method of job evaluation that involves ranking each job relative to all other hobs, usually based on overall difficulty |
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| Job Classification Method |
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Definition
| A method for categorizing jobs into gorups |
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Term
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Definition
| Grouping jobs based on a set of rules for each group or class, such as amount of independent judgement, skills, physical effort, and so forth,required. Classes unusually contain similar jobs |
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Definition
| A job classification system like the lasss system, although grades often contain dissimilar jobs, such as secretaries, mechanics, and firefighters. Grade descriptions are written based on compensable factors listed in classification systems |
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Term
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Definition
| Witten descriptions of the level of, say, respinsibility and knowledge required by jobs in each grade. Similar jobs can than be cimbines into grade or classes |
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Term
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Definition
| The job evaluation method in which a numbre of compensable factors are identified and then the degee to which each of these factors is present on the job determined |
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| Factor Comparission Method |
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Definition
| A widely used method of rankining jobs according to a variety of skill and difficulty factors, then added up these rankings to arrive at an overall numerical rating for each given job |
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Term
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Definition
| Is comprised of jobs of approcimately equal difficulty |
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Definition
| Shows the relationship between the value of the job and the average wage paid for this job |
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Definition
| A series of steps or levels within a pay grade, usually based upon years of service |
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Definition
| Where the company pays the employee's range, depth, and tyes of skills and knowledge, rather than for the job title he or she holds |
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Term
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Definition
| Demonstrable characteristics of a person, including knowledge, skills and behaviors, that enable performance |
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Term
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Definition
| Consolidating salary grades and ranges into just a few wide levels or "bands," each of which contains a relatively wide range of jobs and salary levels |
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Definition
| The concept by which women who are usually paid less than men can claim that men in comparable rather than in strict equal jobs are paid more |
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