Intro To Hr Chapter 1

Front 1

Competitiveness

Back 1

A company's ability to maintain and gain market share in its industry.

Front 2

Human Resource Management

Back 2

Policies, practices, and systems that influence employees behavior, attitudes and performance.

Front 3

Shared service model

Back 3

A way to organize the HR function that includes centers of expertise, service centers, and business partners.

Front 4

Self-service

Back 4

Giving employees online access to HR information

Front 5

Outsourcing

Back 5

The practice of having another company provide services.

Front 6

Evidence-based HR

Back 6

demonstrating that human resource practices have a positive influence on the company's profits or key stakeholders (employees, customers, community, shareholders)

Front 7

HR or Workforce Analytics

Back 7

The practice of using data from HR databases and other data sources to make evidence-based human resource decisions

Front 8

Sustainability

Back 8

A company's ability to meet its needs without sacrificing the ability of future generations to meet their needs.

Front 9

Stakeholders

Back 9

The various interest groups who have relationships with, and consequently, whose interest are tied to the organization (e.g., employees, suppliers, customers, shareholders, community).

Front 10

Intangible Assets

Back 10

A type of company asset including human capital, customer capital, social capital, and intellectual capital.

Front 11

Knowledge Workers

Back 11

Employees who own the intellectual means of producing a product or service.

Front 12

Empowering

Back 12

Giving employees responsibility and authority to make decisions.

Front 13

Learning Organization

Back 13

A culture of lifelong learning in which Employees are continually trying to learn new things.

Front 14

Change

Back 14

The adoption of a new idea or behavior by a company.

Front 15

Employee Engagement

Back 15

The degree to which employees are fully involved in their work and the strength of their job and company commitment.

Front 16

Talent Management

Back 16

A systematic planned strategic effort by a company to attract, retain, develop, and motivate highly skilled employees and managers.

Front 17

Alternate Work Arrangements

Back 17

Independent contractors, on-call workers, temporary workers, and contract company workers who are not employed full-time by the company.

Front 18

Balanced Scorecard

Back 18

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.

Front 19

Total Quality Management (TQM)

Back 19

A cooperative form of doing business that relies on the talents and capabilities of both labor and management to continually improve quality and productivity.

Front 20

Six Sigma Process

Back 20

System of measuring, analyzing, improving, and controlling processes once they meet quality standards.

Front 21

Lean Thinking

Back 21

A process used to determine how to use less effort, time, equipment, and space but still meet customers' requirements.

Front 22

Internal Labor Force

Back 22

Labor force of current employees.

Front 23

External Labor Market

Back 23

Persons outside the firm who are actively seeking employment.

Front 24

Ethics

Back 24

The fundamental principles of right and wrong by which employees and companies interact.

Front 25

Sarbanes-Oxley Act of 2002

Back 25

A congressional act passed in response to illegal and unethical behavior by managers and executives. The act sets stricter rules for business especially accounting practices including requiring more open and consistent disclosure of financial data, CEO's assurance that the data is completely accurate, and provisions that affect the employee-employer relationship (e.g., development of a code of conduct for senior financial officers).

Front 26

Offshoring

Back 26

Exporting jobs from developed to less developed countries.

Front 27

Reshoring

Back 27

Moving jobs from overseas to the U.S.

Front 28

Social Networking

Back 28

Websites and blogs that facilitate interactions between people.

Front 29

Human Resource Information System (HRIS)

Back 29

A system used to acquire, store, manipulate, analyze, retrieve, and distribute HR information .

Front 30

Cloud Computing

Back 30

A computer system that provides information technology infrastructure over a network in a self-service, modifiable, and on-demanding model.

Front 31

HR Dashboard

Back 31

HR metrics such as productivity, absenteeism that are accessible by employees and mangers through the company intranet or HRIS.

Front 32

High-Performance Work Systems

Back 32

Work systems that maximize the fit between the company's social system and technical system.

Front 33

Virtual Teams

Back 33

Teams that are separated by time, geographic distance, culture and/or organizational boundaries and rely exclusively on technology for interaction between team members.