What is the term that takes routine transaction based activities that are dispersed throughout the organization and consolidates them in one place?

Define Human Resource Management

Utilization of individuals to achieve organizational objectives.

Identify the human resource management functions

Staffing, Human Resource Development, Performance Management, Compensation, Safety & Health, Employee & Labor Relations

Staffing

Process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs, at the right time, to achieve organizational objectives.

Performance Management

Goal-oriented process directed toward ensuring that organizational processes are in place to maximize the productivity of employees, teams, and ultimately, the organization.

Human Resource Development

Major HRM functions consisting not only of training and development but also of individual career planning and development activities, organization development, and performance management and appraisal.

Compensation

Direct Financial Compensation (Core Compensation): Pay that a person receives in the form of wages, salary, commissions and bonuses.

Indirect Financial Compensation (Employee Benefits): All financial rewards that are not included in direct financial compensation (paid vacations, sick leave, holidays, medical insurance)

Nonfinancial Compensation: Satisfaction that a person receives from the job itself or from the psychological and/or physical environment in which the person works.

Employee and Labor Relations

Employee Relations: compromise the HRM activities associated with the movement of employees within in the organization such as promotions, demotion, terminations and resignation.

Labor Relations: handles the job of collective bargaining with employees and the union

Safety and Health

Safety: protection of employees from injuries caused by work-related accidents

Health: Employees' freedom from physical or emotional illness

Who performs HRM activities?

Human Resource Managers are individuals who normally act in an advisory or staff capacity, working with other managers to help them deal with HR matters.

HR Outsourcing (HRO): process of hiring an external provider to do the work that was previously done internally.

HR Shared Service Centers (SSC): take routine, transaction based activities that are dispersed throughout the organization and consolidate them in one place.

Professional Employer Organization (PEO): company that leases employees to other businesses.

Line Managers: used more frequently than before in certain firms to deliver HR services.

Explain how HR serves as a strategic business partner.

Working as a strategic business partner requires a much deeper and broader understanding of business issues. Possible strategic tasks for HR include: making workforce strategies fundamental to company strategies and goals; increasing HR's role in strategic planning, mergers, and acquisition; developing awareness or an understanding of the business; and helping line managers achieve their goals.

HR helps to identify and develop the human capital necessary for excellent performance, builds recruitment systems, training programs for product distribution and interactions with customers, constructs performance management, and structures compensation programs that will incentivize employees to excel.

HR executives must work with top managers in achieving concrete plans and results.

Dynamic HRM (EXTERNAL) environment

Interrilated factors that affect HRM practice within and outside the organization.

Legal Considerations: federal, state, and local legislation and the many court descicions interpreting this legislation.

Labor market: pool of employees in the geographic area for recruitment

Society: public is no longer content to accept without question, the actions of business.

Explain the importance of corporate culture and HRM

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Describe the importance of employer branding

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Discuss HRM issues for small businesses

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Identify ways that country culture influence global business

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Describe the HRM profession

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strategic endeavor to optimize the use of human capital, which enables an organization to drive short- and long-term results by building culture, engagement, capability, and capacity through integrated talent acquisition, development, and deployment processes that are aligned to business goals.

Talent management:

Systematic process of determining the skills, duties, and knowledge required for performing specific jobs in an organization.

job analysis

Group of tasks that must be performed if an organization is to achieve its goals.

job

Collection of tasks and responsibilities performed by one person.

position

Document that provides information regarding the essential tasks, duties, and responsibilities of a job.

job description

Document that outlines the minimum acceptable qualifications a person should possess to perform a particular job.

job specification

Process by which top management determines overall organizational purposes and objectives and how they are to be achieved.

strategic planning

unit's continuing purpose, or reason for being.

mission

Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time.

human resource planning

Determining the number, skill, and location of employees the organization will need at future dates in order to meet its goals.

requirements forecast

Determination of whether the firm will be able to secure employees with the necessary skills, and from what sources.

Availability forecast

Forecasting method that uses the organization's current level of employment as the starting point for determining future staffing needs.

Zero-base forecasting

Forecasting method in which each successive level in the organization, starting with the lowest, forecasts its requirements, ultimately providing an aggregate forecast of employees needed.

Bottom-up forecast

Forecasting technique for experimenting with a real-world situation through a mathematical model.

Simulation

Process of ensuring that qualified persons are available to assume key managerial positions once the positions are vacant.

Succession planning

Use of software and the corporate network to automate paper-based human resource processes that require a manager's approval, record-keeping or input, and processes that support the manager's job.

Manager self-service (MSS)

Processes that automate transactions that previously were labor-intensive for both employees and HR professionals.

Employee self-service (ESS)

Process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in an organization.

Job design

Changes in the content and level of responsibility of a job so as to provide greater challenges to the worker.

Job enrichment

Increasing the number of tasks a worker performs, with all of the tasks at the same level of responsibility.

Job enlargement

Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance such as cost, quality, service, and speed.

Reengineering

Firm's corporate image or culture focused on attracting the type of employees the firm is seeking.

Employer branding

Utilization of individuals to achieve organizational objectives.

Human resource management (HRM)

The process through which an organization ensures, that it always has the proper number of employees with the appropriate skills in the right jobs at the right time is called Staffing. Staffing ensures that their organizational objectives can be achieved.

Staffing

Major HRM function consisting not only of training and development but also of individual career planning and development activities, organization development, and performance management and appraisal.

Human resource development (HRD)

Factors outside an organization's boundaries that affect a firm's human resources make-up.

External environment

Comprised of employees who have joined together for the purpose of dealing with their employer.

Union

Owners of a corporation.

Shareholders

Any organized approach for obtaining relevant and timely information on which to base human resource decisions.

Human resource information system (HRIS)

Individuals who normally act in an advisory (or staff) capacity when working with other (line) managers regarding human resource matters.

Human resource managers

Process of hiring external HR professionals to do the HR work that was previously done internally.

HR outsourcing (HRO)

A center that takes routine, transaction-based activities dispersed throughout the organization and consolidates them in one place.

Shared service center (SSC)

Company that leases employees to other businesses.

Professional employer organization (PEO)

Individuals directly involved in accomplishing the primary purpose of the organization are called line managers.

Line managers

Top-level manager who reports directly to a corporation's chief executive officer or to the head of a major division.

Executive

Person who may be an executive and performs tasks in a variety of HR-related areas.

Generalist

Individual who may be a HR executive, a human resource manager, or a nonmanager, and who is typically concerned with only one of the five functional areas of human resource management.

Specialist

Set of values, symbols, beliefs, languages, and norms that guide human behavior within the country.

Country's culture

Discipline dealing with what is good and bad, or right and wrong, or with moral duty and obligation.

Ethics

Strength of the relationship between what an individual or an organization believes to be moral and correct and what available sources of guidance suggest is morally correct.

Type I ethics

Strength of the relationship between what one believes and how one behaves.

Type II ethics

Application of ethical principles to human resource relationships and activities.

Human resource ethics

Vocation characterized by the existence of a common body of knowledge and a procedure for certifying members.

Profession

Implied, enforced, or felt obligation of managers, acting in their official capacity, to serve or protect the interests of groups other than themselves.

Corporate social responsibility (CSR)

Individual or group whose interests are affected by organizational activities.

Organizational stakeholder

Set of written and unwritten rules and assumptions about acceptable interrelationships among the various elements of society.

Social contract

Systematic assessment of a company's activities in terms of its social impact.

Social audit

Any perceived difference among people: age, race, religion, functional specialty, profession, sexual orientation, geographic origin, lifestyle, and tenure with the organization or position, and any other perceived difference.

Diversity

Ensuring factors are in place to provide for and encourage the continued development of a diverse workforce by melding these actual and perceived differences among workers to achieve maximum productivity.

Diversity management

Situation in which both husband and wife have jobs and family responsibilities.

Dual-career family

Determination of the values of dissimilar jobs (such as company nurse and welder) by comparing them under some form of job evaluation, and the assignment of pay rates according to their evaluated worth.

Comparable worth

Invisible barrier in organizations that prevents many women and minorities from achieving top-level management positions.

Glass ceiling

Occurs when an employer treats some people less favorably than others because of race, religion, sex, national origin, or age.

Disparate treatment

This concept established by the Uniform Guidelines occurs if women and minorities are not hired at the rate of at least 80 percent of the best-achieving group.

Adverse impact

Discrimination against employees based on their obligations to care for family members.

Family responsibilities discrimination

Directive issued by the president that has the force and effect of law enacted by Congress as it applies to federal agencies and federal contractors.

Executive order

Stipulated by Executive Order 11246, it requires employers to take positive steps to ensure employment of applicants and treatment of employees during employment without regard to race, creed, color, or national origin.

Affirmative action

Approach developed by organizations with government contracts to demonstrate that workers are employed in proportion to their representation in the firm's relevant labor market.

Affirmative action program (AAP)

What is the process of taking routine transaction based activities that are dispersed throughout the organization and consolidating them in one place called?

Which term refers to the HRM activities associated with the movement of employees within the organization such as promotions demotion termination and resignation?

Which term refers to the planned and systematic attempt to change an organization and improve its performance?

Is a formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed?