An assignment on Key terms of Human resource management,

Management and human resource information system

Key terms of human resource management

Employment law
Employment law is a set of laws that affect workplace conduct and fair practices. Some types of laws set forth for
employment issues include affirmative action, discrimination and employee benefits.
Retention
Retention is the process of keeping skilled, successful employees at a specific company. Retention can succeed with
perks and benefits for the employee, including vacation time, sick leave and recognition programs.
Competency assessment
A competency assessment is a measure of the performance of an individual employee based on criteria that meets the
requirements for what a company deems as standard performance.
Employee development, human resources development
Employee development is the specific education and training of new employees. Employee development can also refer
to an employee's continued education or retraining.
Performance review
A performance review is a written evaluation of an employee's success to show how well he or she has performed for
a specific amount of time. This is given to the employee and used as a learning tool on areas where the employee
needs to improve.
Succession planning
Succession planning is another way that HR management can help employees determine their strengths and
weaknesses. Succession planning is a way top executives are evaluated by senior management. This helps to prepare
backup options for senior officials in the company.
Behavioral training
Emphasize repeating the same task many times under the same conditions
Cognitive training
Group of training procedures designed to change thoughts or thought pattern
Contract of employment
A legal document that sets out the terms and conditions governing a worker's job
Demography
Scientific study of human populations.
Dismissal
Being sent away; being removed from a duty, position, or employment
External recruitment
The process of seeking new employees from outside the firm
Flexible work patterns
Means the trend in using less core staff and more peripheral workers and subcontractors
Gross misconduct
(Dismissal) Assault, theft, serious crime
Human resource management
The process of acquiring training, developing, motivating and appraising sufficient quantity of qualified employees to
perform necessary activities.
Human resource planning
Analyzing and forecasting the number of workers and the skills of those workers that will be required by the organization
to achieve its objectives (Workforce Planning)
Internal recruitment
The process of seeking employees who are currently within the firm to fill open positions
Job analysis
A tool for determining what is done on a given job and what should be done on that job.
Job description
A definition of work duties

Labor turnover
A measure of how many people leave a business over a given period of time. It is usually expressed as a percentage
of the total labor force.
Mentoring
Is used to describe a supportive relationship, where a senior member of an organization counsels, coaches, teaches
and provides feedback to a junior member
Mobility of labor
The willingness and ability of labor to move to another job.

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Offshoring
An extension of outsourcing that involves relocating business activities and processes abroad
Off-the-job training
Training programs away from the workplace that develop any of a variety of skills or foster personal development
On-the-job training
Refers to training carried out whilst at the workplace
Outsourcing
Contracting with an outside company to provide a service or product instead of providing it from within the organization.
Performance management
Is the continuous process involving the planning, reviewing and mentoring of employees in order to enhance their
performance at job
Person specification
Is a document that gives the profile of the ideal candidate for a job (skills, qualifications and experience)
Portfolio working
The working pattern of following several simultaneous employments at any one time
Recruitment
The process of hiring suitable workers
Redeployment
Transferring an unrequited worker to other areas
Redundancies
Occur when the employer can no longer afford to hire the worker
Re-shoring
Is the reversal of offshore outsourcing
Shortlisting
The process of sifting through applications to identify suitable candidates for a job
Teleworking
Is a method of workplace planning whereby employees work in a location away from the workplace
Training
Is the process of providing opportunities for workers to acquire employment-related skills and knowledge
Workforce
Refers to the number of employees at any one point in time for a particular organization

Key terms of management

Management
Getting work done through others
Efficiency
Getting work done with the minimum amount of effort, waste, or expense
Effectiveness
Accomplishing tasks that help fulfill organizational objectives
The 4 functions of management
Planning, organizing, leading, controlling
Planning
Determining organizational goals a means for achieving them
Organizing
Deciding where decisions will be made who will what jobs and tasks and who will work for whom in the company
Leading
Inspiring and motivating workers to work hard to achieve organizational goals
Controlling
Monitoring progress toward goal achievement and taking corrective action when progress isn't being made
Top managers
CEO, COO, CFO, CIO, Vice president, corporate heads
Middle managers
General managers, plant manager’s regional managers, divisional managers
First line manager’s responsibility
Non-managerial work supervision, teaching and training, scheduling, facilitation
Team leader’s responsibility
Facilitation, external relationships, internal relationships
Team leaders
Team leaders, team contact, group facilitator

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Workplace deviances
Production deviance, property deviance, political deviance, personal aggression
Ethical behavior
Conforms to a society's accepted principles of right and wrong
Workplace deviance
Unethical behavior that violates organizational norms about right and wrong
Influences on ethical decision making
Ethical intensity, moral development, and ethical principles
Conceptual skills
Ability to see the organization as a whole to recognize how the company fits into its external environment
Motivation to manage
An assessment of how motivated employees are to interact with superiors, participate in competitive situations, behave
assertively with others, and handle, and organize administrative tasks
Code of ethics
A company must communicate its inside and out the company, standards and procedures specific to the company's
line of business

Key terms of Human resource information system

Change Management
A systematic way of bringing about and managing both organizational changes and changes on the individual level
Collaborative Software
Software that allows workers to interface and share information with one another electronically
Corporate Social Responsibility
The responsibility of the firm to act in the best interest of the people and communities affected by its activities
Downsizing
Planned elimination of jobs
Employee Leasing
The process of dismissing employees who are then hired by a leasing company (which handles all HR related Activities)
and contracting with that company to lease back the employees
Globalization
The trend toward opening up foreign markets to international trade and investment
Human Capital
The knowledge, skills, and capabilities of individuals that have economic value to an organization
Human Resources Information System
A computerized system that provides current and accurate data for purposes of control and decision making
Human Resources Information System
Line Managers
Non HR managers who are responsible for overseeing the work of other employees
Managing Diversity
Leveraging differences among employees to improve products and services delivered to customers
Offshoring
The business practice of sending jobs to other countries
Outsourcing
Contracting outside the organization to have work done that formally was done by internal employees
Furloughing
A situation in which an organization asks or requires employees to take time off for either no pay or reduced pay
Proactive Change
Change initiated to take advantage of targeted opportunities
Reactive Change
Change that occurs after external focus have already affected performance
Reengineering
Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality,
service and speed
Six Sigma
A process used to translate customer needs into a set of optimal tasks that are performed in concert with one another
Total Quality Management
A set of principles and practices whose core ideas include understanding customer needs, doing things right the first
time, and striving for continuous improvement

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How can Human Resource Professionals help improve a company's top line?
By forecasting labor trends, designing new ways to acquire and utilize employees, measuring their effectiveness, and
helping managers enter new markets
What are some ways organizations can modify the way they operate in order to be more successful?
Total Quality improvements (TQM), reengineering, downsizing, and outsourcing
The best way to manage change is to envision the future, communicate the vision to employees, set clear expectations
for performance, and develop the capability to execute by reorganizing people and relocating assets
What are some successful engineering change qualities?
Link the change to the business strategy, Show how the change creates quantifiable benefits, engage key employees,
customers, and their suppliers early when making a change, and make an investment in implementing and sustaining
change
What is HR's leadership role in corporate responsibility and sustainability goals?
HR's leadership goals is to spearhead the development and implementation of corporate citizenship throughout their
organizations, especially the fair treatment of workers
What does "From Touch Labor to Knowledge Labor mean?"
Advanced technology tends to reduce the number of jobs that require little skill and to increase the number of jobs
that require considerable skill
What is the impact of HRIS?
Lowering administrative costs, increasing productivity, speeding up response times, improving decision making, and
tracking a company's talent
What is the operational impact of HRIS?
Automating routine activities, alleviating administrative burdens, reducing costs, and improving productivity internal to
the HR function itself
What is the Relational impact of HRIS?
Connecting people with each other and with HR data they need
What is the Transformational impact of HRIS?
Changes the way HR processes are designed and executed
Advantages of HRIS systems
HR personnel can concentrate more effectively on the firm's strategic direction instead of routine tasks
Hidden Costs of Downsizing
Severance and rehiring costs, accrued vacation and sick day payouts, Pension and benefit payouts, potential lawsuits,
loss of trust in management, lack of staggers when economy rebounds
"No Lay Off" Benefits
A fiercely loyal, more productive workforce, higher customer satisfaction, Readiness to snap back with economy,
Recruiting Edge, Workers are not afraid to be innovative
Drawbacks of Furloughing
Costs are not cut as significantly as with downsizing because employees keep their benefits, Product and service quality
suffer as a result of higher workloads