Chapter 1 Flashcards
(35 cards)
competitivenes
a company’s ability to maintain and gain market share in its industry
human resource management
the policies, practices, and systems that influence employees’ behavior, attitudes, and performance
shared service model
a way to organize the HR function that includes centers of expertise, service centers, and business partners; can help control costs and improve the business relevance and timeliness of HR practices
self-service
giving employees online access to HR information (training, benefits, compensation, contracts, enrolling in online services, surveys, etc)
outsourcing
the practice of having another company (vendor, third party, consultant) provide services
evidence-based HR
the demonstration that human resource practices have a positive influence on the company’s key stakeholders (employees, customers, community, shareholders)
HR/workforce analytics
the practice of using quantitative and scientific methods to analyze data from human resource databases or other sources to make evidence based human resource decisions and show that HR practices influence the organization’s bottom line (including profits and costs)
sustainabilty
a company’s ability to meet its needs without sacrificing the ability of future generations to meet their needs
stakeholders
the various interest groups who have relationships with, and consequently, whose interests are tied to the organization (employees, suppliers, customers, shareholders, community)
intangible assests
a type of company asset including human capital, customer capital, social capital, and intellectual capital
knowledge workers
employees who own the intellectual means of producing a product or service
empowering
giving employees responsibility and authority to make decisions
learning organization
a culture of lifelong learning in which employees are continually trying to learn new things
change
the adoption of a new idea or behavior by a company
employee engagement
the degree to which employees are fully involved in their work and the strength of their job and company commitment
talent management
a systematic planned strategic effort by a company to attract, retain, develop, and motivate highly skilled employees and managers
alternative work arrangements
independent contractors, on-call workers, temporary workers, and contract company workers who are not employed full-time by the company
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
total quality management
a cooperative form of doing business that relies on the talents and capabilities of both labor and management to continually improve quality and productivity
Malcom 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
ISO 9000:2000
quality standards accepted worldwide
six sigma process
system of measuring, analyzing, improving, and controlling processes once they meet quality standards
lean thinking
a process used to determine how to use less effort, time, equipment, and space but still meet customers’ requirements
internal labor force
labor force of current employees
