HRM

administrative linkage

(the lowest level of integration), the HRM function's attention is focused on day-to-day activities.

Total quality management (TQM)

A cooperative form of doing business that relies on the talents and capabilities of both labor and management to continually improve quality and productivity.

External growth strategy

An emphasis on acquiring vendors and suppliers or buying businesses that allow a company to expand into new markets

HRM function must reduce the workforce by cutting only the workers who are less valuable in their performance. Another HRM challenge is to boost the morale of employees who remain after the reduction.

Challenges of Downsizing

expert judgement

Content validity is achieved primarily through the process of ___

Repurposing

Directly translating instructor-led training online.

Action plan

Document summarizing what the trainee and manager will do to ensure that training transfers to the job.

Self-service

Giving employees online access to human resources information.

E-learning

Instruction and delivery of training by computers through the Internet or company intranet.

Reasonable accommodation

Making facilities readily accessible to and usable by individuals with disabilities.

Internship

On-the-job learning sponsored by an educational institution, or part of an academic program.

Return on investment

Refers to the estimated dollar return from each dollar invested in learning.

Competencies

Sets of skills, knowledge, and abilities and personal characteristics that enable employees to perform their jobs.

Teleconferencing

Synchronous exchange of audio, video, or text between individuals or groups at two or more locations.

Change

The adoption of a new idea or behavior by a company.

Strategic choice

The organization's strategy; the ways an organization will attempt to fulfill its mission and achieve its long-term goals.

Goals and timetables

The part of a written affirmative action plan that specifies the percentage of women and minorities that an employer seeks to have in each job group and the date by which that percentage is to be attained.

Action steps

The part of a written affirmative plan that specifies what an employer plans to do to reduce underutilization of protected groups.

Downsizing

The planned elimination of large numbers of personnel, designed to enhance organizational effectiveness.

HR or workforce analytics

The practice of using data from HR databases and other data sources to make evidence-based human resource decisions.

Human resource recruitment

The practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees.

Job redesign

The process of changing the tasks or the way work is performed in an existing job.

Opportunity to perform

The trainee is provided with or actively seeks experience using newly learned knowledge, skills, or behavior.

Office of Federal Contract Compliance Programs and Equal Employment Opportunity Committee

The two agencies responsible for the enforcement of these laws and executive orders are the ____ & _____

audio visual training

The use of ___ training has a number of advantages. First, users have control over the presentation. They can review, slow down, or speed up the lesson, which permits flexibility in customizing the session depending on trainees' expertise. Second, trainees can be exposed to equipment, problems, and events that cannot be easily demonstrated in a classroom. Another advantage is that learners get a consistent presentation.

Transfer of training

The use of knowledge, skills, and behaviors learned in training on the job.

increases

The utility of any test generally __ as the selection rate gets lower

Vocational Rehabilitation Act of 1973

This act covers executive agencies and contractors and subcontractors that receive more than $2,500 annually from the federal government.

Civil Rights act of 1991

This act protects individuals from discrimination based on race, color, sex, religion, and national origin with respect to hiring as well as compensation and working conditions . It establishes employers' explicit obligation to establish neutral-appearing selection method. Allows a jury to decide punitive damages. It explicitly prohibits the granting of preferential treatment to minority groups.

reference checks

This information can be solicited from the people who know the candidate through

hostile working environment

This occurs when someone's behavior in the workplace creates an environment that makes it difficult for someone of a particular sex to work.

"(1) fail or refuse to hire or discharge any individual, or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual's race, color, religion, sex, or national origin, or (2) to limit, segregate, or classify his employees or applicants for employment in any way that would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee because of such individual's race, color, religion, sex, or national origin."

Title VII states that it is illegal for an employer to

Coordination training

Training a team in how to share information and decision-making responsibilities to maximize team performance.

cooperation

Training and development activities focus on ___

Formal training

Training and development programs and courses that are developed and organized by the company.

Cross-training

Training in which team members understand and practice each other's skills so that members are prepared to step in and take another member's place should he or she temporarily or permanently leave the team.

Presentation methods

Training methods in which trainees are passive recipients of information.

Group- or team-building methods

Training methods that help trainees share ideas and experiences, build group identity, understand the dynamics of interpersonal relationships, and get to know their own strengths and weaknesses and those of their co-workers.

Hands-on methods

Training methods that require the trainee to be actively involved in learning.

Team leader training

Training of the team manager or facilitator.

Experiential Programs

Training programs in which trainees gain knowledge and theory, participate in behavioral simulations, analyze the activity, and connect the theory and activity with on-the-job situations

social capital & human capital

____ & ____ help companies gain competitive advantage

job enlargement

broadening the types of tasks performed

Quantitative ability

concerns the speed and accuracy with which one can solve arithmetic problems of all kinds.

fixed costs

considered the costs that are incurred regardless of the number of units produced.

judicial branch

consists of the federal court system, which is made up of three levels.

executive branch

consists of the president of the United States and the many regulatory agencies the president oversees

variable costs

costs that vary directly with the units produced.

functional structure

employs a functional departmentalization scheme with relatively high levels of centralization

job enrichment

empowering workers by adding more decision-making authority to jobs

Quid pro quo

harassment occurs when some kind of benefit (or punishment) is made contingent on the employee's submitting (or not submitting) to sexual advances.

Pareto chart

highlights the most important cause of a problem. Causes are listed in decreasing order of importance, where importance is usually defined as the frequency with which that cause resulted in a problem. The assumption of___ analysis is that the majority of problems are the result of a small number of causes.

self- motivation

how to motivate oneself and persevere in the face of obstacles

ethical practice

integration of core values integrity and accountability throughout all organizational business practices

Strategic management

is a process, an approach to addressing the competitive challenges an organization faces.

Work Furlough

is a short-term elimination of paid workdays applied to salaried workers, as opposed to "hourly workers."

mission

is a statement of the organization's reason for being; it usually specifies the customers served, the needs satisfied and/or the values received by the customers, and the technology used.

business model

is a story of how the firm will create value for customers and, more important, how it will do so profitably.

Behaviorally anchored rating scale

is designed to specifically define performance dimensions by developing behavioral anchors associated with different levels of performance.

Integrative linkage

is dynamic and multifaceted, based on continuing rather than sequential interaction.

cost of conducting an evaluation

which of the following is a factor to be considered in choosing an evaluation design?

goals and timetables

specify the percentage of women and minorities that the employer seeks to have in each job group and the date by which that percentage is to be attained. These are not to be viewed as quotas, which entail setting aside a specific number of positions to be filled only by members of the protected class

strategy formulation and strategy implementation.

strategic management process has two distinct yet interdependent phases:

The mission statement is often accompanied by a statement of a company's __ &/or ___

vision and/or values.

mixed standard scale

were developed to get around some of the problems with graphic rating scales. To create a ____, we define the relevant performance dimensions and then develop statements representing good, average, and poor performance along each dimension. These statements are then mixed with the statements from other dimensions on the actual rating instrument.

Bona fide occupational qualification (BFOQ)

A job qualification based on race, sex, religion, and so on that an employer asserts is a necessary qualification for the job.

Continuous learning

A learning system that requires employees to understand the entire work process and expects them to acquire new skills, apply them on the job, and share what they have learned with other employees.

Job specification

A list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a job.

Job description

A list of the tasks, duties, and responsibilities that a job entails.

Balanced scorecard

A means of performance measurement that gives managers a chance to look at their company from the perspectives of internal and external customers, employees, and shareholders.

Criterion-related validity

A method of establishing the validity of a personnel selection method by showing a substantial correlation between test scores and job performance scores.

Strategic human resource management (SHRM)

A pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals.

360-degree appraisal (feedback systems)

A performance appraisal process for managers that includes evaluations from a wide range of persons who interact with the manager. The process includes self-evaluations as well as evaluations from the manager's boss, subordinates, peers, and customers.

Upward feedback

A performance appraisal process for managers that includes subordinates' evaluations.

Training

A planned effort to facilitate the learning of job-related knowledge, skills, and behavior by employees.

Organizational analysis

A process for determining the business appropriateness of training.

Person analysis

A process for determining whether employees need training, who needs training, and whether employees are ready for training.

Four-fifths rule

A rule that states that an employment test has disparate impact if the hiring rate for a minority group is less than four-fifths, or 80 %, of the hiring rate for the majority group.

Standard deviation rule

A rule used to analyze employment tests to determine disparate impact; it uses the difference between the expected representation for minority groups and the actual representation to determine whether the difference between the two is greater than would occur by chance.

ISO 9000:200

A series of quality assurance standards developed by the International Organization for Standardization in Switzerland and adopted worldwide.

Appraisal politics

A situation in which evaluators purposefully distort a rating to achieve personal or company goals.

Offshoring

A special case of outsourcing where the jobs that move actually leave one country and go to another.

Concentration strategy

A strategy focusing on increasing market share, reducing costs, or creating and maintaining a market niche for products and services.

Human resource information system (HRIS)

A system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to human resources.

Training design process

A systematic approach for developing training programs.

Content validation

A test validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job.

Disparate treatment

A theory of discrimination based on different treatment given to individuals because of their race, color, religion, sex, national origin, age, or disability status.

Disparate impact

A theory of discrimination based on facially neutral employment practices that disproportionately exclude a protected group from employment opportunities.

Simulation

A training method that represents a real-life situation, allowing trainees to see the outcomes of their decisions in an artificial environment.

Calibration meetings

A way to discuss employees' performance with the goal of ensuring that similar standards are applied to their evaluations.

Lean thinking

A way to do more with less effort, equipment, space, and time, but providing customers with what they need and want.

Training outcomes

A way to evaluate the effectiveness of a training program based on cognitive, skill-based, affective, and results outcomes.

Shared service model

A way to organize the HR function that includes centers of expertise or excellence, service centers, and business partners.

Apprenticeship

A work-study training method with both on-the-job and classroom training.

Centralization

Degree to which decision-making authority resides at the top of the organizational chart.

Manager support

Degree to which trainees' managers emphasize the importance of attending training programs and stress the application of training content to the job.

Departmentalization

Degree to which work units are grouped based on functional similarity or similarity of workflow.

Blended learning

Delivering content and instruction with a combination of technology-based and face-to-face methods.

Evidence-based HR

Demonstrating that human re-source practices have a positive influence on the company's bottom line or key stakeholders (employees, customers, community, shareholders).

First, it defines employers' explicit obligations to establish the business necessity of any neutral appearing selection method that has had adverse impact on groups specified by the law. Second it allows the individual filing the complaint o have a jury decide whether he or she may recover punitive damages. Finally, the act explicitly prohibits the granting of preferential treatment to minority groups.

Differences between the Civil rights act of '91 and the Civil Rights Act of '64.

EEO-1

Each year organizations with 100 or more employees must file a report ___ with the EEOC that provides the number of women and minorities employed in nine different job categories.

Readiness for training

Employee characteristics that provide them with the desire, energy, and focus necessary to learn from training.

Expatriate

Employee sent by his or her company to manage operations in a different country.

Knowledge workers

Employees who own the intellectual means of producing a product or service.

Safety awareness programs

Employer programs that attempt to instill symbolic and substantive changes in the organization's emphasis on safety.

National Labor Relations Board

Enforces laws composed of: a five-member board, the general counsel, and 33 regional offices.

administrative linkage, one-way linkage, two-way linkage, and integrative linkage.

Four levels of integration seem to exist between the HRM function and the strategic management function:

Empowering

Giving employees the responsibility and authority to make decisions.

Communities of practice

Groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished.

HR dashboard

HR metrics (such as productivity and absenteeism) that are accessible by employees and managers through the company intranet or human resource information system.

Competency model

Identifies and provides a description of competencies that are common for an entire occupation, organization, job family, or specific job.

Alternative work arrangements

Independent contractors, on-call workers, temporary workers, and contract company workers who are not employed full-time by the company.

Tacit knowledge

Knowledge based on personal experience that is difficult to codify.

Explicit knowledge

Knowledge that is well-documented and easily transferred to other persons.

Internal labor force

Labor force of current employees.

Adventure learning

Learning focused on the development of teamwork and leadership skills by using structured outdoor activities.

Informal learning

Learning that is learner initiated, involves action and doing, is motivated by an intent to develop, and does not occur in a formal learning setting.

Executive Order 11246

Legislation that prohibits discrimination and mandates that employers take affirmative actions to hire qualified minority applicants?

Transitional matrix

Matrix showing the proportion or number of employees in different job categories at different times.

Technic of operations review (TOR)

Method of determining safety problems via an analysis of past accidents.

Reshoring

Moving jobs from overseas to the U.S.

employment relationship

New or emergent business strategies that result from these changes cause companies to merge, acquire new companies, grow, and in some cases downsize and restructure. This has resulted in changes in the _____

Social media

Online and mobile technology used to create interactive communications.

Triple bottom line

Organizations pursuing a sustainable strategy pursue the ___: economic, social, and environmental benefits.

On-the-job training (OJT)

Peers or managers training new or inexperienced employees who learn the job by observation, understanding, and imitation.

Direct applicants

People who apply for a job vacancy without prompting from the organization.

Referrals

People who are prompted to apply for a job by someone within the organization.

Behaviorally anchored rating scales

Performance Management technique involves the identification of a large number of critical incidents, the classification of these incidents into performance dimensions, and the rank ordering of these incidents into levels of performance?

External labor market

Persons outside the firm who are actively seeking employment.

Due process policies

Policies by which a company formally lays out the steps an employee can take to appeal a termination decision.

Employment- at-Will Policies

Policies which state that either an employer or an employee can terminate the employment relationship at any time, regardless of cause.

Kaizen

Practices participated by employees from all levels of the company that focus on continuous improvement of business processes.

-emphasize mutual benefits in customer, vendor, client, and community relationships -employees take responsibility for company actions -a sense of purpose or vision valued and used by employees in their work -emphasize fairness in treatment of employees, customers, vendors, and clients.

Principals of ethical Companies

irst, people in an organization identify the products, or the set of activities or objectives, the organization expects to accomplish. Second, the staff defines indicators of the products. Indicators are measures of how well the products are being generated by the organization. Quality of repair could be indicated by (1) return rate (percentage of items returned that did not function immediately after repair) and (2) percentage of quality-control inspections passed. Third, the staff establishes the contingencies between the amount of the indicators and the level of evaluation associated with that amount. Fourth, a feedback system is developed that provides employees and work groups with information about their specific level of performance on each of the indicators. An overall productivity score can be computed by summing the effectiveness scores across the various indicators.

ProMES consists of four steps:

Knowledge management

Process of enhancing company performance by designing and using tools, systems, and cultures to improve creation, sharing, and use of knowledge.

Age Discrimination in Employment Act of 1967.

Prohibits discrimination in employment against individuals 40 years of age and older.

Diversity training

Refers to learning efforts that are designed to change employees' attitudes about diversity and/or develop skills needed to work with a diverse workforce.

Onboarding

Refers to the process of helping new hires adjust to social and performance aspects of their new jobs.

Performance management

The means through which managers ensure that employees' activities and outputs are congruent with the organization's goals.

graphic rating scales

The most common form that the attribute approach to performance management takes is the graphic rating scale.

Repatriation

The preparation of expatriates for return to the parent company and country from a foreign assignment.

Selection

The process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help it achieve its goals.

Managing diversity

The process of creating an environment that allows all employees to contribute to organizational goals and experience personal growth.

Strategy formulation

The process of deciding on a strategic direction by defining a company's mission and goals, its external opportunities and threats, and its internal strengths and weaknesses.

Job design

The process of defining the way work will be performed and the tasks that will be required in a given job.

Strategy implementation

The process of devising structures and allocating resources to enact the strategy a company has chosen.

Cross-cultural preparation

The process of educating employees (and their families) who are given an assignment in a foreign country.

Internal analysis

The process of examining an organization's strengths and weaknesses.

Job analysis

The process of getting detailed information about jobs.

Task analysis

The process of identifying the tasks, knowledge, skills, and behaviors that need to be emphasized in training.

Performance feedback

The process of providing employees information regarding their performance effectiveness.

Recruitment

The process of seeking applicants for potential employment.

Performance appraisal

The process through which an organization gets information on how well an employee is doing his or her job.

Needs assessment

The process used to determine if training is necessary.

General duty clause

The provision of the Occupational Safety and Health Act that states an employer has an overall obligation to furnish employees with a place of employment free from recognized hazards.

Social networking

Websites and blogs that facilitate interactions between people.

Goals

What an organization hopes to achieve in the medium- to long-term future

try to garner more hours out of the existing labor force.

When a company faces a shortage of labor, and it predicts that current demand for products or services may not extend to the future, it will:

test-retest reliability

When assessing the reliability of a measure, one might be interested in knowing how scores on the measure at one time relate to scores on the same measure at another time.

labor shortages

Whereas downsizing has been a popular method for reducing a labor surplus, hiring temporary workers and outsourcing has been the most widespread means of eliminating a ____

Mechanistic Approach

Which of the following approaches to job design focuses on efficiency as the major outcome of interest?

Motivational Approach

Which of the following approaches to job design focuses on job satisfaction as the major outcome of interest?

Biological Approach

Which of the following approaches to job design focuses on physical comfort (i.e. reducing fatigue, aches, and pains) as the major outcome of interest?

Mechanistic Approach

Which of the following approaches to job design has its roots in the industrial engineering literature?

Motivational Approach

Which of the following approaches to job design has its roots in the organizational psychology and management literatures?

Perceptual Motor Approach

Which of the following approaches to job design seeks to design jobs in such a way that the job requirements do not exceed people's mental capabilities? Has its roots in ergonomics and literature and human factors literature.

content validation

Which of the following forms of validation becomes relatively more attractive as the sample available for validation becomes smaller

small overseas upstarts often promise more than they can deliver

Which of the following is true about offshoring

integrative linkage

Which of the following linkages has its human resource management functions built right into the strategy formulation and implementation processes?

A measure must me reliable if it is to have any validity

Which of the following statements is true regarding reliability and validity

personality inventories

While ability tests attempt to categorize individuals relative to what they can do, personality measures tend to categorize individuals by what they are like.

High-performance work systems

Work systems that maximize the fit between employees and technology.

assessment center

__ is used to describe a wide variety of specific selection programs that employ multiple selection methods it rate either applicants or job incumbents on their managerial potential

outsourcing

___ has been the most widespread means of eliminating a labor shortage.aimed at simply reducing costs by hiring less expensive labor to do the work, and, more often than not, this means moving the work outside the country.

Office of Personnel Management

____ is in charge of Executive Order 11478 Executive Order 11478 , which requires the federal government to base all its employment policies on merit and fitness, and specifies that race, color, sex, religion, and national origin should not be considered.

Halo

____ occurs when a rater gives an employee high ratings on all aspects of performance because of their overall positive impression of the employee

internal analysis

_____ focuses on the quantity and quality of resources available to the organization.

Knowledge

a person's factual or procedural information that is necessary for successfully performing a task

business acumen

ability to understand business functions and metrics within the organization and industry.

management function:

administrative linkage, one-way linkage, two-way linkage, and integrative linkage.

Two-way linkage

allows for consideration of human resource issues during the strategy formulation process.

forced distribution scale

also uses a ranking format, but employees are ranked in groups. This technique requires the manager to put certain percentages of employees into predetermined categories. Most commonly, employees are grouped into three, four, or five categories usually of unequal size indicating the best workers, the worst workers, and one or more categories in between.

Equal Pay Act

an amendment to the Fair Labor Standards Act, requires that men and women in the same organization who are doing equal work must be paid equally.

Intended strategies

are the result of the rational decision-making process used by top managers as they develop a strategic plan.

training evaluation

can provide useful information including the program's strengths and weaknesses, identifying which learners benefited most and least from participating, determining the program's financial benefits and costs, and allowing the comparison of the benefits and costs of different programs.

divisional structure

combine a divisional departmentalization scheme with relatively low levels of centralization.

see to generate more creativity through broadly defined jobs

companies engaged in differentiation strategy

legacy workforce

describes the former workers (i.e., those no longer working for the company) to whom the firm still owes financial obligations.

Cognitive ability tests

differentiate individuals based on their mental rather than physical capacities.

legislative branch

federal government consists of the House of Representatives and the Senate. These bodies develop laws that govern many HRM activities.

Test-retest reliability

knowing how scores on the measure at one time relate to scores on the same measure at another time

self awareness

knowledge of one's strengths and weaknesses

global and cultural effectiveness

managing human resources both within and across boundaries

balanced scorecard

gives managers an indication of the performance of a company based on the degree to which stakeholder needs are satisfied; it depicts the company from the perspective of internal and external customers, employees, and shareholders.

process-flow analysis

identifies each action and decision necessary to complete work, such as waiting on a customer or assembling a television set. ____ is useful for identifying redundancy in processes that increase manufacturing or service time

learning organization

in which people continually expand their capacity to achieve the results they desire

diversity programs

involve more than just an effective training program. They require an ongoing process of culture change that includes top management support as well as diversity policies and practices in the areas of recruitment and hiring, training and development, and administrative structures, such as conducting diversity surveys and evaluating managers' progress on diversity goals. They also focus on enhancing diversity and inclusion with suppliers, vendors, and in the communities where the company conducts business.

behavioral observation scale

is a variation of a BARS. Like a BARS, a __ is developed from critical incidents.However, a _ differs from a BARS in two basic ways. First, rather than discarding a large number of the behaviors that exemplify effective or ineffective performance, a _ uses many of them to more specifically define all the behaviors that are necessary for effective performance (or that would be considered ineffective performance) A second difference is that rather than assessing which behavior best reflects an individual's performance, a _ requires managers to rate the frequency with which the employee has exhibited each behavior during the rating period. These ratings are then averaged to compute an overall performance rating.

goal of companies

is to maximize stockholder wealth. But companies have to set other long-term goals in order to maximize stockholder wealth.

distance learning

is used by geographically dispersed companies to provide information about new products, policies, or procedures as well as skills training and expert lectures to field locations.

consultation

provide guidance to stakeholders such as employees and leaders seeking expert advice on a variety of circumstances and situations

Reasoning ability

refers to a person's capacity to invent solutions to many diverse problems.

Lean Production

refers to processes developed in Japan, but then adopted worldwide, emphasizing manufacturing goods with a minimum amount of time, materials, money—and most important—people.

Employee engagement

refers to the degree to which employees are fully involved in their work and the strength of their commitment to their job and the company

Sexual harassment

refers to unwelcome sexual advances. It can take place in two basic ways. "Quid pro quo and "hostile working environment

critical evaluation

skills in interpreting information to determine return on investment and organizational impact in making recommendations and business decisions.

Internal growth strategy

A focus on new market and product development, innovation, and joint ventures.

Ergonomics

The interface between individuals' physiological characteristics and the physical work environment.

Americans with Disabilities Act (ADA)

A 1990 act prohibiting individuals with disabilities from being discriminated against in the workplace.

central tendency

A ____ error is one in which a rater gives middle or average ratings to all employees despite their performance

Job hazard analysis technique

A breakdown of each job into basic elements, each of which is rated for its potential for harm or injury.

construct efficient large-scale facilities

A company that wants to become the lowest cost producer in an industry should _____.

Workforce utilization review

A comparison of the proportion of workers in protected subgroups with the proportion that each subgroup represents in the relevant labor market.

Utilization analysis

A comparison of the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply.

contrast rate error

A competent employee receives lower-than-deserved ratings because of few outstanding colleagues who set very-high performance standards.

Cloud computing

A computing system that provides information technology infrastructure over a network in a self-service, modifiable, and on-demand model.

Sarbanes-Oxley Act of 2002

A congressional act passed in response to illegal and unethical behavior by managers and executives. The act sets stricter rules for business, especially accounting practices including requiring more open and consistent disclosure of financial data, CEOs' assurance that data are completely accurate, and provisions that affect the employee-employer relationship (e.g., development of a code of conduct for senior financial officers).

Concurrent validation

A criterion-related validity study in which a test is administered to all the people currently in a job and then incumbents' scores are correlated with existing measures of their performance on the job.

Predictive validation

A criterion-related validity study that seeks to establish an empirical relationship between applicants' test scores and their eventual performance on the job.

making sure that some individual is held accountable for achieving the stated goals.

A critical aspect of the program implementation step of human resource planning is:

Malcolm Baldrige National Quality Award

An award established in 1987 to promote quality awareness, to recognize quality achievements of U.S. companies, and to publicize successful quality strategies.

Situational Interview

An interview procedure where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job.

Situational interview

An interview procedure where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job.

Leading indicator

An objective measure that accurately predicts future labor demand.

Learning organization

An organization whose employees are continuously attempting to learn new things and apply what they have learned to improve product or service quality.

Outsourcing

An organization's use of an outside organization for a broad set of services.

labor surplus

Another popular means of reducing a ____ is to offer an early retirement program.

Differentiation

Apple is known for using a unique operating system that integrates well with the peripheral devices such as iPod and iPhone. What kind of strategy is Apple using?

results approach

Assumes that subjectivity can be eliminated from the measurement process and that results are the closest indicator of one's contribution to organizational effectiveness

Talent management

Attracting, retaining, developing, and motivating highly skilled employees and managers.

Role behaviors

Behaviors that are required of an individual in his or her role as a job holder in a social work environment.

Webcasting

Classroom instruction provided online via live broadcasts.

-Human Resource Technical Expertise and Practice -relationship management -consultation -organizational leadership and navigation -communications -global and cultural effectiveness -ethical practice -critical evaluation -business acumen

Competencies for HR professionals

Electronic performance support systems (EPSS)

Computer applications that can provide (as requested) skills training, information access, and expert advice.

Avatars

Computer depictions of humans that can be used as imaginary coaches, co-workers, and customers in simulations.

Virtual reality

Computer-based technology that provides trainees with a three-dimensional learning experience. Trainees operate in a simulated environment that responds to their behaviors and reactions

Inclusion

Creating an environment in which employees share a sense of belonging, mutual respect, and commitment with others so they can perform their best work.

External analysis

Examining the organization's operating environment to identify strategic opportunities and threats.

Executive Order 11246 (prohibits discrimination for federal contractors and subcontractors) and Executive Order 11478 (requires federal government to base its employee policies on merit and fitness) also for contractors and subcontractors

Executive Orders that effect HRM:

SWOT (strengths, weaknesses, opportunities, threats) analysis

External analysis and internal analysis combined constitute what has come to be called the ___

expatriates (employees on foreign assignments) need to be 1.Competent in their areas of expertise. 2.Able to communicate verbally and nonverbally in the host country. 3.Flexible, tolerant of ambiguity, and sensitive to cultural differences. 4.Motivated to succeed, able to enjoy the challenge of working in other countries, and willing to learn about the host country's culture, language, and customs. 5.Supported by their families.

Successful training for overseas assignments

Six Sigma process

System of measuring, analyzing, improving, and controlling processes once they meet quality standards.

Virtual teams

Teams that are separated by time, geographic distance, culture and/or organizational boundaries and rely exclusively on technology for interaction between team members.

Action learning

Teams work on an actual business problem, commit to an action plan, and are accountable for carrying out the plan.

Learning management system (LMS)

Technology platform that automates the administration, development, and delivery of a company's training program.

Occupational Safety and Health Act (OSHA)

The 1970 law that authorizes the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.

Development

The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in client and customer demands.

Forecasting

The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be future labor shortages or surpluses.

(1) link human resource management activities to the company's business strategy and (2) evaluate the extent to which the HRM function is helping the company meet its strategic objectives.

The balanced scorecard should be used for two reasons:

Reliability

The consistency of a performance measure; the degree to which a performance measure is free from random error.

Employee engagement

The degree to which employees are fully involved in their work and the strength of their job and company commitment.

Utility

The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in real organizations.

Generalizability

The degree to which the validity of a selection method established in one context extends to other contexts.

Motivation to learn

The desire of the trainee to learn the content of a training program.

Validity

The extent to which a performance measure assesses all the relevant—and only the relevant— aspects of job performance.

Specificity

The extent to which a performance measure gives detailed guidance to employees about what is expected of them and how they can meet these expectations.

Acceptability

The extent to which a performance measure is deemed to be satisfactory or adequate by those who use it.

task significance

The extent to which the job has an important impact on the lives of there people is

Strategic congruence

The extent to which the performance management system elicits job performance that is consistent with the organization's strategy, goals, and culture.

Ethics

The fundamental principles of right and wrong by which employees and companies interact.

knowledge economy and a service economy.

The future U.S. labor market will be both a ____ and a ____

Equal employment opportunity (EEO)

The government's attempt to ensure that all individuals have an equal opportunity for employment, regardless of race, color, religion, sex, age, disability, or national origin.

corporate social responsibility

Traditionally, sustainability has been viewed as one aspect of ___ related to the impact of the business on the environment

Support network

Trainees who meet to discuss their progress in using learned capabilities on the job.

The human suffering caused by downsizing has both an immediate and a long-term element. In the short term, the lack of pay, benefits, and meaningful work has negative implications for financial, physical, and psychological aspects of individuals, causing bankruptcies, illnesses, and depression. Then, even if one can survive these immediate problems, in the long term, an extended bout of unemployment (e.g., lasting over six months) can stigmatize the individual, thus reducing future opportunities.Surveys indicate three major reasons that organizations engage in downsizing. First, many organizations are looking to reduce costs, and because labor costs represent a big part of a company's total costs, this is an attractive place to start. Second, in some organizations, the introduction of new technologies or robots reduces the need for a large number of employees. A third reason for downsizing was that, for economic reasons, many firms changed the location of where they did business. The negative effect of downsizing on performance was especially high among firms that engaged in high-involvement work practices, such as employing teams and pay-for-performance incentives.

downsizing (reasons, advantages, and disadvantages)

onshoring

exporting jobs to rural parts of the US

yield ratio

express the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.

Emergent strategies

on the other hand, consist of the strategies that evolve from the grassroots of the organization and can be thought of as what organizations actually do, as opposed to what they intend to do.

advantage:frees the firm from many administrative tasks and financial burdens associated with being the "employer of record."train employees before sending them to employers, which reduces training costs and eases the transition.Because the temporary worker has little experience in the host firm, she brings an objective perspective to the organization's problems and procedures that is sometimes valuable. Also, since the temporary worker may have a great deal of experience in other firms, she can sometimes identify solutions to the host organization's problems that were confronted at a different firm. disadvanates:there is often tension between a firm's temporary employees and its full-time employees. the organization needs to have bottomed out in terms of any downsizing effort before it starts bringing in temporaries

temporary workers advantages and disadvantages

Human Resource Technical Expertise and Practice

the ability to apply the principles of human resource management to contribute to the success of the business

organizational leadership and navigation

the ability to direct initiatives and processes within the organization and gain buy-in from stakeholders

communications

the ability to effectively exchange and create a free flow of information with and among various stakeholders at all levels of the organization to produce meaningful outcomes

self-regulation

the ability to keep disruptive emotions in check

Relationship Management

the ability to manage interactions with and between other with the specific goal of providing service and organizational success

social skills

the ability to manage the emotions of other people

empathy

the ability to sense and read emotions in others

mixed-motive case

the defendant acknowledges that some discriminatory motive existed but argues that the same hiring decision would have been reached even without the discriminatory motive.

one-way linkage

the firm's strategic business planning function develops the strategic plan and then informs the HRM function of the plan.