Term
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Definition
| The extent to which the three primary HR activities are designed to achieve the goals of the organization. |
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Term
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Definition
| knowledge, skills, and abilities |
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Term
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Definition
| quality of the employees, people are the source of corporate advantages |
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Term
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Definition
| Employees are person who are compensated for service performed and whose duties under the control of an employer. |
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Term
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Definition
| labor force trends, globalization, technology, ethics and social responsibility |
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Term
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Definition
| practices work in concert with one another as well as with external challenges companies face |
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Term
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Definition
Blurs country boundaries in business activities
Enables international joint ventures and partnerships |
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Term
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Definition
Challenges that managers must consider in the management of employees that relate to
1. Organizational demands,
2. environmental influences,
3. regulatory issues. |
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Term
| Human resource department |
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Definition
| support function that designs and implements company policies for managing employees |
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Term
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Definition
| tools a company uses to manage employees |
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Term
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Definition
| practices within each HR activity are consistent with each other |
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Term
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Definition
| individuals responsible for supervising and directing a group of employees to perform tasks |
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Term
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Definition
Set of underlying values and beliefs employees share
Unwritten yet understood
Represents beliefs of company’s founders and key leaders
Influences how employees do their jobs
Can assist in attracting and retaining employees |
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Term
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Definition
| strategy, culture, employee concerns |
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Term
| Primary human resource activities |
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Definition
| The three primary HR activities include: Work design and workforce planning, managing employee competencies, and encouraging the right employee attitudes and behaviors. |
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Term
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Definition
Company’s strategy influences types of jobs needed
Low-cost leader, example: Wal-Mart
Differentiation, example: Nordstrom
Four-star restaurant vs. fast food |
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