Human resources management (HRM)
An integrated set of processes, practices, programs and systems in an organization that focuses on the effective deployment and development of its employees
Line manager
Key link between the employee and the organization
Globalization
Moving local or regional business into global marketplace
Downsizing
The planned elimination of jobs
Outsourcing
Contracting outside the organization for work that was formerly done by internal employees.
Telework
Conducting work activities in different locations through the use of technology
Human resource management system (HRMS)
Technology system that provides data and information for purposes of control and decision making
Six sigma
A process used to translate customer needs into a set of optimal tasks performed in concert with one another; it catches mistakes before they happen.
Benchmarking
Finding the best practices in other organizations that can be brought into a company to enhance performance
Human capital
The individual’s knowledge, skills, and abilities that have economic value to an organization
Core competencies
A combination of knowledge, skills, and characteristics needed to effectively perform a role in an organization
Talent management
Leveraging competencies to achieve high organizational performance
Human resources management strategy
Identifying key HR processes and linking those to the overall business strategy
Competitive advantage
the capacity or quality that gives an organization an edge over its competition
Systemic discrimination
The exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job related
Bona fide occupational qualification (BFOQ)
a justifiable reason for discrimination based on business reasons of safety or effectiveness
Reasonable accommodation
Attempt by employers to adjust the working conditions and employment practices of employees to prevent discrimination
Reverse discrimination
Giving preference to members of certain groups such that others feel they are the subjects of discrimination
Harassment
Any unwanted physical or verbal conduct that offends or humiliates the individual
Psychological harassment
Repeated and aggravating behavior that affects an employee’s dignity, psychological, or physical integrity that results in a harmful work environment
Employment equity
A distinct Canadian process for achieving equality in all aspects of employment
Designated groups
Women, visible minorities, Aboriginal peoples, and persons with disabilities who have been disadvantaged in employment
Pay equity
The practice of equal pay for work of equal value
Diversity Management
The combination of organizational policies and practices that supports and encourages employee differences in order to reach business objectives
Job Analysis
Process of obtaining information about jobs by determining the duties, tasks, or activities and the skills, knowledge and abilities associated with the jobs
Job
A group of related activities and duties
Position
Specific duties and responsibilities performed by only one employee
Work
Tasks or activities that need to be completed.
Job description
A document that lists the tasks, duties, and responsibilities of a job to be performed along with the skills, knowledge, and abilities, or competencies needed to successfully perform the work
Job specifications
Statement of the needed KSA of the person who is to perform the position; the different duties and responsibilities performed by only on employee
Standards of performance
Set out the expected results of the job
Job design
Process of defining and organizing tasks, roles, and other processes to achieve employee goals and organizational effectiveness
Job Characteristics model
An approach to job design that recognizes the link between motivational factors and components of the job to achieve improved work performance and job satisfaction
Employee empowerment
Granting employees power to initiate change, thereby encouraging them to take charge of what they do
Employee teams
an employee-contributions technique in which work functions are structured for groups rather than individuals, and team members are given discretion in matters traditionally considered mgt. prerogatives.
Virtual team
A team with widely dispersed members linked together through computer and telecommunications technology
Human resource planning
Process that the people required to run the company are being used as effectively as possible, where and when they are needed, in order to accomplish the organization’s goals
Trend Analysis
Quantitative approach to forecasting labour demand on an organizational index
Management forecasts
Opinions and judgements of supervisors or managers and others that are knowledgeable about the organization’s future employment needs
Staffing table
Graphic representations of organizational jobs along with the number of employees currently occupying those jobs and future employment needs
Markov Analysis
Method for tracking the pattern of employee movements through various jobs
Skills inventory
Information about the education, experiences, skills, etc of staff
Recruitment
The process of locating and encouraging potential applicants to apply for jobs
Internal job posting
Method of communicating information about job openings
Labour market
area from which applicants are recruited
Selection
The process of choosing individuals who have relevant qualifications and who will best perform on the job to fill existing or projected job openings
Reliability
The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures
Validity
How well a test or selection procedure measures a person’s attributes
Panel Interview
An interview in which a board of interviewers questions and observes a single candidate
Behavioral description Interview (BDI)
Question about what a person did in a given situation
Situational question
Question in which an applicant is given a hypothetical incident and asked how he or she would respond to it
Aptitude tests
Measures of a person’s capacity to learn or acquire skills
Achievement tests
Measures of what a person knows or can do right now
“Can-do” Factors
knowledge, skills, aptitude
“Will-Do” Factors
motivation, interests, personality characteristics
Job performance formula
“can-do” factors x “will-do” factors
