Term
| Human Resource Management (HRM) |
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Definition
| activities undertaken to attract, develop, and maintain an effective workforce within an organization |
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| the economic value of the knowledge, experience, skills, and capabilities of employees |
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| Human resource information system |
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| an integrated computer system designed to provide data and information used in HR planning and decision making |
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| the hiring or promoting of applicants based on criteria that are not job relevant |
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| a policy requiring employers to take positive steps to guarantee equal employment opportunities for people within protected groups |
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| people who work for an organization but not on a permanent or full-time basis, including temporary placements, contracted professionals, or leased employees |
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| a team made up of members who are geographically or organizationally dispersed, rarely meet face to face, and do their work using advanced information technologies |
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| using computers and telecommunications equipment to perform work from home or another remote location |
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| intentional, planned reduction in the size of a company's workforce |
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| an employee selection approach in which the organization and the applicant attempt to match each other's needs, interests, and values |
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| the forecasting of HR needs and the projected matching of individuals with expected job vacancies |
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| the activities or practices that define desired characteristics of applicants for specific jobs |
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| the systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities of a job |
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| a concise summary of the specific tasks and responsibilities of a particular job |
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| an outline of the knowledge, skills, education, and physical abilities needed to adequately perform a job |
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Term
| Realistic job preview (RJP) |
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Definition
| a recruiting approach that gives applicants all pertinent and realistic information about the job and the organization |
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Definition
| the process of determining the skills, abilities, and other attributes a person needs to perform a particular job |
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| the relationship between an applicant's score on a selection device and his or her future job performance |
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| a device for collecting information about an applicant's education, previous job experience, and other background characteristics |
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| a written or computer-based test designed to measure a particular attribute such as intelligence or aptitude |
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| a technique for selecting individuals with high managerial potential based on their performance on a series of simulated managerial tasks |
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Term
| On-the-job training (OJT) |
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Definition
| a type of training in which an experienced employee "adopts" a new employee to teach him or her how to perform job duties |
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| an in-house training and education facility that offers broad-based learning opportunities for employees |
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| implementing strategies to put the right people in the right jobs, make the best use of employee talent and skills, and develop human capital for the future |
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| the process of observing and evaluating an employee's performance, recording the assessment, and providing feedback to the employee |
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| a process that uses multiple raters, including self-rating, to appraise employee performance and guide development |
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| placing an employee into a class or category based on one or a few traits or characteristics |
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| a type of rating error that occurs when an employee receives the same rating on all dimensions regardless of his or her performance on individual ones |
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| Behaviorally anchored rating scale (BARS) |
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Definition
| a rating technique that relates an employee's performance to specific job-related incidents |
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| monetary payments (wages, salaries) and nonmonetary goods/commodities (benefits, vacations) used to reward employees |
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| the process of determining the value of jobs within an organization through an examination of job content |
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| surveys that show what other organizations pay incumbents in jobs that match a sample of "key" jobs selected by the organization |
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| incentive pay that ties at least part of compensation to employee effort and performance |
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| an interview conducted with departing employees to determine the reasons for their termination |
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| the belief that one's own group or subculture is inherently superior to other groups or cultures |
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| a culture that accepts only one way of doing things and one set of values and beliefs |
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| the belief that groups and subcultures are inherently equal |
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| an environment in which the organization accommodates several subcultures, including employees who would otherwise feel isolated and ignored |
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| an invisible barrier that separates women and minorities from top management positions |
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