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Human resources management - DESIGN in an organization to manage and govern human talent with the accomplishment of organizational goals
human capital - the overall value-based concept of abilities, understanding of things, skills, life experiences, and inspiration/ motivation an organization gets in its workforce
core competency - Something an organization exceptionally does and creates an enormous deal in value
productivity- doing something measurable in a specified time concerning cost, money, or resources it expels
organizational culture - ANSWER shared values/beliefs that give members meaning and provide them rules for behavior
expatriate - ANSWER citizen of country working in second county as employee of company in the first country
host-country national - ANSWER citizen of one country working in that country and employed by organization in second country
third country national - ANSWER citizen of one country, working in second country, employed by organization in third country
HR Generalist - ANSWER responsible to carry out numerous activities
HR Specialist- ANSWER has deep knowledge and expertise in the narrow areas of human resources
Strategy- ANSWER is a scheme an organization follows/uses about how to successfully compete, survive, and grow
Strategic Planning - ANSWER is the process of defining organizations strategy and allocating resources towards its achievement
organizational mission - ANSWER the core reason for the existence of the organization and what makes it unique
strategic hr management - ANSWER entails providing input into organizational strategic planning and appropriate use of HR management practices to gain competitive advantage
multinational coroporation (MNC) - ANSWER a corporation that has facilities and other assets in at least one other country than its home country
offshoring - ANSWER relocation of a business process or operation by a company from one country to another
hr planning - ANSWER process of analyzing and identifying the need four ad availability of people so that the organization can meets its strategic objectives
environmental scanning - ANSWER assess external and internal environmental conditions that effect an organization
succession planning - ANSWER identifying replacements of key employees through orderly plan
return on investment (equation) - ANSWER value of gains from productivity improvements for the time period divided by operating costs for a new or enhanced system for the time period plus one time cost of acquisition and implementation
human capital value added (hcva) - ANSWER calculated by subtracting all operating expense except for labor expenses from revenue and dividing by full-time head count
Human Capital Return on Investment (hCroI) - ANSWER directly shows operating profit derived from investment in human capital
Human Economic Value Added Equation - ANSWER net profit after taxes minus cost of capital divided by full-time head count
HR Audit - ANSWER formal research effort to assess the current state of HR practices
Recruiting - ANSWER Process of creating a pool of qualified applicants for the jobs of the organization
labor markets - ANSWER the supply pool from which employers attract employees
labor force population - ANSWER all individuals who are available for selection using a particular recruiting approach
applicant population - ANSWER subset of the labor force population that is available for selection using a particular recruiting approach
applicant pool - ANSWER all persons who are actually evaluated for selection influenced by representative of organization and industry, screening, job specifications, and information available through the ATS
employment brand - ANSWER image of the organization that is held by both employees and outsiders
headhunters - ANSWER employment agencies that focus their efforts on executive, managerial, and professional positions
job posting system in which the employer provides notices of job openings and employees respond by applying for specific openings
rerecruiting seeking out former employees and recruiting to work for organization
yield ratios comparison of the number of applicants at one stage of the recruiting process with the number at the next stage
selection rate percentage hired fro a given group of candidates
acceptance rate - ANSWER percentage of applicants hired divided by total number of applicants offered jobs
selection - ANSWER the process of choosing individuals with correct qualifications needed to fill jobs in an organization
placement - ANSWER fitting a person to the right job
person/job fit - ANSWER matching the KSAs of individuals with the characteristics of jobs
person/organization fit - ANSWER the congruence between individuals and organization factors
reasoning, verbal and mathematical abilities
structured interview - ANSWER interview that uses a set of prepared, job-related questions that are asked of all applicants, comparisons made easily
behavioral interview - ANSWER applicants give specific examples of how they have performed a certain task or handled a problem in the past
competency interview - ANSWER questions are designed to provide interviewer with benchmark against which to measure an applicant's response
situational interview - ANSWER structured interview that contains questions about how applicants might handle specific job situations
stress interview - ANSWER interview designed to create anxiety and put pressure on applicants to see how they respond
non-directive interview - ANSWER interview that uses questions developed from the answers to previous questions
panel interview - ANSWER several interviewers meet with candidate at the same time
team interview - ANSWER applicants are interviewed by the team members with whom they will work
negligent hiring - ANSWER occurs when an employer fails to check an employee's background and the employee injures someone on the job
negligent retention - ANSWER occurs when employer becomes aware that an employee may be unfit for work but continues to employ the person and the person injures someone
Title VII of Civil Rights Act (1964) - ANSWER create the EEOC, and race, religion, sex, national origin and color are protected, 1978 amendment to include pregnancy as protected class
Age Discrimination in Employment Act (1967) - ANSWER covers compensation, terms, conditions, and other privileges (i.e. health benefits)
EEOC 1965 ANSWER 5 member bipartisan committee, no more than 3 of whom from same political party, 5 year terms, appointed by the president, confirmed by the Senate
Uniform Guidelines on Employment Selection Procedures ANSWER issued by EEOC, help employers comply with Federal Law
Title I of the Civil Rights Act 1991 - ANSWER parties can request jury trials and successful plaintiffs can recover, comp/ punitive damages in intentional employment discrimination cases, expands protections of Title VII to include Congressional and high level political appointees, eliminate 2-3 year statue of limits for filing lawsuits under ADEA
Americans with Disabilities Act 1990 ANSWER organizations with 15 or more employees must make reasonable accommodations that allow a qualified job applicant with disability to complete the applicant process or carry out duties of the job, amended 2008 to expand protections and clarify
adverse impact - ANSWER if the selection rate for any race, sex, or ethnic group is less than 80% for the group having the highest selection rate
Equal Pay Act (1963) - ANSWER no sex-based wage discrimination for men and women who perform sustainability equal work
Section 501 and 505 of the Rehabilitation Act (1973) - ANSWER no discrimination against qualified individuals with disabilities who work in the federal government
