PROF ELEC REVIEW MATERIAL

Chapter 1

Human Resource Management (HRM) - The policies, Human resources cannot be imitated
practices, and systems that influence employees'
behavior, attitudes, and performance. Human resources have no good substitutes - When
people are well trained and highly motivated, they
Human Resource Planning - analyzing work and learn, develop their abilities, and care about customers.
designing jobs, determining how many employees with It is difficult to imagine another resource that can match
specific knowledge and skills are needed. committed and talented employees.

Recruiting - attracting potential employees Job analysis - is the process of getting detailed
Selection - Choosing employees information about jobs.
Training and Development - teaching employees how to
perform their jobs and preparing them for the future Job design - is the process of defining the way work will
be performed and the tasks that a given job requires.
Performance Management - evaluating their
performance Recruitment - is the process through which organization
seeks applicants for potential employment
Compensation - rewarding employees
Selection - refers to the process by which the
Employee Relations - creating a positive work organization makes selection decisions in order to add
environment employees to its workforce, as well as to transfer
existing employees to new positions.
Human Capital - means the organization's employees,
described in terms of their training, experience,
judgement, intelligence, relationships, and insight. Top Qualities Employees
1. Verbal communication skills
2. Teamwork skills
Human Resource Management 3. Decision making, problem solving
• Type of Human Capital 4. Planning, prioritizing tasks
o Training 5. Gathering/processing information
o Experience
o Judgement Training - is a planned effort to enable employees to
o Intelligence learn job-related knowledge, skills, and behavior.
o Relationships
o Insights Development - involves acquiring knowledge, skills, and
• Behavior of Human Capital behaviors that improve employees' ability to meet the
o Motivation challenges of a variety of new or existing jobs, including
o Effort the client and customer demands of those jobs.

▪ Organizational Performance Performance management - The process of ensuring

▪ Quality the employees' activities and outputs match the
▪ Profitability organization's goals.
▪ Customer Satisfaction
Workforce Analytics - the use of quantitative tools and
Human resources are valuable - High-quality employees scientific methods to analyze data from human resource
provide a needed service as they perform many critical data-bases and other sources to make evidence-based
functions. decisions that support business goals.

Human resources are rare - in the sense that a person Human Resource Planning - identifying the numbers
with high levels of needed skills and knowledge is not and types of employees the organization will require in
common. order to meet its objectives.
PROF ELEC REVIEW MATERIAL
Basic Rights
Talent Management - a systematic, planned effort to • Right of free consent
attract, retain, develop, and motivate highly skilled • Right of privacy
employees and managers. • Right of freedom of conscience
• Right of freedom of speech
Evidence-Based HR - collecting and using data to show • Right to due process
human resource practices have influence on the
company's bottom line or key stakeholders.

Stakeholders - the parties with an interest in the

company success (typically, shareholders, the
community, customers, and employees).

Sustainability - an organization's ability to profit

without depleting its resources, including employees,
natural resources (typically, shareholders, the
community, customers, and employees).

Competencies for HR Professionals

• Human resource expertise - essentially involves

understanding and carrying out the functions of
human resource management.
• Relationship management - involves handling
the personal interactions necessary for
providing services and supporting the
organization's goals.
• Consultation - refers to the way HR employees
guide others in the organization. They do this
through behaviors such as coaching, gathering
data to support business decisions, and
especially at a senior level, designing solutions
in support of business strategy.
• Communication - involves the skills needed to
exchange information with others inside and
outside the organization.
• Global and cultural effectiveness - means
valuing and considering various people's
perspectives.
• Ethical practice - involves applying integrity,
accountability, and other core values.
• Critical evaluation - refers to the interpretation
of information needed for making business
decisions.
• Business acumen - involves understanding how
information can be used to support the
organization's strategy.

Ethics - refers to fundamental principles of right and

wrong.
PROF ELEC REVIEW MATERIAL
Chapter 2 Outsourcing - contracting with another organization
(vendor, third-party provider, or consultant) to provide
Trends in Human Resource Management services.

Internal Labor Force - An organization's workers (its Offshoring - moving operations from the country where
employees and the people who have contracts to work a company is headquartered to a country where pay
at the organization). rates are lower but the necessary skills are available.

External Labor Market - Individuals who are actively Reshoring - reestablishing operations back in the
seeking employment. country where a company is headquartered due to
quality and flexibility concerns.

HRM Practices That Support Diversity Management Expatriates - employees assigned to work in another
• Communication: Communicate with employees country.
from a variety of backgrounds.
• Development: Provide career development for Human Resource Information System (HRIS) - a
employees with different backgrounds and computer system used to acquire, store, manipulate,
abilities. analyze, retrieve, and distribute information related to
• Performance Appraisal: Provide feedback based an organization's human resources.
on objective outcomes.
• Employee Relations: Create a work Electronic Human Resource Management (e-HRM) -
environment that is comfortable for all and the processing and transmission of digitized HR
fosters creativity. information, especially using computer net-working and
the Internet.

High-Performance Work System - an organization in Cloud Computing - the practice of using a network of
which technology, organizational structure, people, and remote serves hosted on the Internet to store, manage,
processes work together seamlessly to give an and process data.
organization an advantage in the competitive
environment. Self-Service - system in which employees have online
access to information about HR issues and go online to
Knowledge Workers - employees whose main enroll themselves in programs and provide feedback
contribution to the organization is specialized through surveys.
knowledge, such as knowledge of customers, a process,
or profession. Psychological Contract - a description of what an
employee expects to contribute in an employment
Employee Empowerment - giving employees relationship and what the employer will provide the
responsibility and authority to make decisions regarding employee in exchange for those contributions
all aspects of product development or customer service.
Alternative Work Arrangement - methods of staffing
Teamwork - the assignment if work to groups of other than the traditional hiring of full-time employees
employees with various skills who interact to assemble (for example, use of independent contractors, on-call
a product or provide a service. workers, temporary workers, and contract workers).

Total Quality Management - a companywide effort to

continuously improve ways people, machines, and
systems accomplish work.

Reengineering - a complete review of the organization's

critical work processes to make them more efficient and
able to deliver higher quality.
PROF ELEC REVIEW MATERIAL
Chapter 3 Reasonable Accommodation - An employer's obligation
to do something to enable an otherwise qualified
Equal Employment Opportunity (EEO) - The condition person to perform a job.
in which all individuals have an equal chance for
employment, regardless of their race, color, religion, Sexual Harassment - Unwelcome sexual advances as
sex, age, disability or national origin. defined by the EEOC.

Affirmative Action - An organization's active effort to 1. Submission to such conduct is made either
find opportunities to hire or promote people in a explicitly or implicitly a term or condition of an
particular group. individual's employment,
2. Submission to or rejection of such conduct by
EEO-1 Report - The EEOC's Employer Information an individual is used as the basis for
Report, which details the number of women and employment decision affecting such individual,
minorities employed in nine different job categories. or
3. Such conduct has the purpose or effect of
Uniform Guidelines on Employee Selection Procedures unreasonable interfering with an individual's
- Guidelines issued by the EEOC and other agencies to work performance or creating an intimidating,
identify how an organization should develop and hostile, or offensive working environment.
administer its system for selecting employees so as not
to violate anti-discrimination laws. Occupational Safety and Health Act (OSH Act) - U.S.
Law authorizing the federal government to establish
Office of Federal Contract Compliance Programs and enforce occupational safety and health standards
(OFCCP) - The agency responsible for enforcing the for all places of employment engaging in interstate
executive orders that cover companies doing business commerce.
with the federal government.
Occupational Safety and Health Administration (OSHA)
1. Utilization analysis - a comparison of the race, - Labor Department agency responsible for inspecting
sex, and the ethnic composition of the employers, applying safety and health standards, and
employer's workforce with that of the available levying fines for violation.
labor supply.
2. Goals and timetables - The percentages of Right-to-Know Laws - State laws that require employers
women and minorities the organization seeks to to provide employees with information about the
employ in each job group, and the dates by health risks associated with exposure to substances
which the percentages are to be attained. considered hazardous.
3. Action steps - A plan for how the organization
will meet its goals. Material Safety Data Sheets (MSDSes) - Forms on
which chemical manufacturers and importers identify
the hazards of their chemicals.
Disparate Treatment - Differing treatment of
individuals, where the differences are based on the Job Hazard Analysis Technique - Safety promotion
individual's race, color, religion, sex, national origin, age, technique that involves breaking down a job into basic
or disability. elements, then rating each element for its potential for
harm or injury.
Bona Fide Occupational Qualification (BFOQ) - A
necessary (not merely preferred) qualification for Technic of Operations Review (TOR) - Method of
performing a job. promoting safety by determining which specific element
of a job led to a past accident.
Disparate Impact - A condition in which employment
practices are seemingly neutral yet disproportionately
exclude a protected group from employment
opportunities.