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Terms in this set (43)Job analysis the process of getting detailed information about jobs. Job design the process of defining the way work will be performed and the tasks that a given job requires. Recruitment the process through which the organization seeks applicants for potential employment. Selection the process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. Training A planned effort to enable employees to learn job-related knowledge, skills, and behavior. Development The acquisition of knowledge, skills, and behavior that improve an employee's ability to meet changes in job requirements and in customer demands. Performance Management The process of ensuring that employee's activities and outputs match the organizations goals. Point development comes from a combination of on-the job learning, training programs, and support from mentors. Point 1 HR may be responsible for developing or obtaining questionnaires and other devices for measuring performance. performance measures may emphasize observable behavior (ex. answering the phone by the second ring). Outcomes (# of customer complaints and compliments or both.) Point 2 planning pay and benefits involves many decisions often complex and based on knowledge of a multitude of legal requirements. Point 3 Developing fair and effective policies requires strong decision-making skills, the ability to think ethically, and a broad understanding of business activities that will be covered by the policies. Workforce Analytics the use of quantitative tools and scientific methods to analyze data from human resources databases and other sources to make evidence-based decisions that support business goals. Point 4 evidence for greater involvement in strategy comes from interviews with finance and HR executives who say they are more interested than ever in collaborating to strengthen their companies. HR planning identifying the numbers and types of employees the organization will require to meet its objective. Talented management A systematic, planned effort to attract, retain develop, and motivate highly skilled employees and managers. Evidence-based HR collecting and using data to show that hr practices have a positive influence on the company's bottom line or key stakeholders. Sustainability an organization's ability to profit without depleting its resources, including employees, natural resources and the support of the surrounding community. Stakeholders The parties with interest in the company's success (typically shareholders, the community, customers, and employees.) Point 5 Diversity training help people work productively in teams regardless of ethnicity, gender, or other differences. Global enablement teams address employee development nations in various regions by sending employees from highly developed nations to mentor employees in developing nations. The mentors teach skills while learning about these high-potential markets. credible activists r well respected in the organizations that they can influence the positions taken by managers. HR professionals who r competent in this area have the most influence over the organization success, but to build this competency, they have to gain credibility by mastering all the others. Cultural and change steward understand the organizations culture and helping to build and strengthen or change the culture by identifying and expressing its values through words and actions. Talented manager/ organizational designer knows the ways that people join the organization and move to different positions within in. Strategic architect requires awareness of business trend and an understanding of how they might affect the business, as well as opportunities and threats they might present. Business allies knows how the business makes money, who its customers are, and why customers buy what the company sells. Operational executors At the most basic level they carry out particular HR functions such as handling the selection, training, or compensation of employees and communicating through a variety of media. HR responsibilities of supervisors * Help define jobs Ethics The fundamental principal of right or wrong. Employees rights * Right of free consent Standards for ethical behavior: 4 principles: 1 1. in their relationship with customers, vendors and clients, ethical and successful companies emphasize mutual benefits. Standards for ethical behavior: 4 principles:2 2. Employees assume responsibilities for the actions of the comapny Standards for ethical behavior: 4 principles: 3 3. Such companies have a sense of purpose or vision that employees value and use in their day-to-day work.
Standards for ethical behavior: 4 principles: 4 4. They emphasizes fairness, that is, another person's interest count as much as their own. Ethical alternative * greatest good for greatest number job analysis is the process of getting detailed information about jobs. Training 1 Which of the following refers to a planned effort to enable employees to learn job related knowledge, skills, and behavior? Decisions related to training and development include: whether to offer programs to select employees or to all employees. "Employment at will" refers to: the principle that an employer may terminate employment at any time without notice. Evidence-based HR 1 refers to collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders. Right to freedom of speech refers to the right to: criticize an organization's ethics in good conscience. People have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms. This right is referred to as: right of freedom of conscience. Everyone's Basic Right per the Constitution: 1. Right of free consent (treated as they knowingly and willingly consent) What is the HR product line that contributes to a company success by understanding how HR can give the company a competitive advantage Strategic partner Sets with similar termsManagement 381 Chapter 139 terms nicholasbmills HR ch 140 terms ncoron00 HR Mgmt CH 144 terms cjoel6 Exam 1 (part 1) - HR Management - Isbell37 terms jonmichaeldowning Sets found in the same folderchapter 10 quiz20 terms jiayali MGT Chapter 828 terms alexabruttell Week Three Quiz: EEO and Discrimination15 terms megan_kovacs6 HR final330 terms jaynerene7 Other sets by this creatorVocabulary 11: 3.13.2218 terms guineverejamie Vocabulary 10: 1.8.2221 terms guineverejamie Vocabulary 10: 1.13.2222 terms guineverejamie Vocabulary 9: 01.05.202222 terms guineverejamie Verified questionsQUESTION Which of the following drugs is classified as an opiate? a. Nicotine. b. Marijuana. c. Heroin. d. Methamphetamine. e. Cocaine. Verified answer
QUESTION After observing his sibling walk across a balance beam, Joe's brain reacts in a way that will enable him to imitate the action later. Which part of his brain may be responsible for this? a. Reward system. b. Somatosensory cortex. c. Mirror neurons. d. Motor cortex. e. Aggression areas. Verified answer QUESTION Name and explain two brain abnormalities that help us understand schizophrenia. Verified answer QUESTION Which of the following is an example of a social-cultural influence on aggressive behavior? a. Exposure to violent media. b. Frustration. c. Testosterone. d. Believing you’ve drunk alcohol. e. Genetics. Verified answer Other Quizlet setsLower Extremity52 terms kathryn1121999 Research Methods Final: Chapter 416 terms lisettegonzalez92 HW 910 terms jbravos12 Chap 8 mood disorders pt 29-3011 terms quizlit2015 Related questionsQUESTION It can be accurately said of the "task dimension" component of a job description that is... 2 answers QUESTION is the tendency for individual effort to decline as group size increases 3 answers QUESTION org create many temp, changing teams, work w/ diff teammates, face diff challnegers, leave one team after you've abtained the goal and start from scratch w/ a new team 2 answers QUESTION describe the three categories managers rank employees in... 2 answers What function of HRM refers to a planned effort by a company to enable employees to learn jobTraining: a planned effort to enable employees to learn job-related knowledge, skills and behavior. Development: the acquisition of knowledge, skills and behaviors that improve an employee's ability to meet changes in job requirements and in customer demands.
What function of HR refers to a planned effort?Talent Management. A systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers. Sustainability. An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community.
What term describes a planned effort to enable employees to learn?Training. A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
What term describes a planned effort?What term describes a planned effort to enable employees to learn job-related knowledge, skills, and behavior? Training.
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What function of HR refers to a planned effort by a company to enable employees to learn job related knowledge, skills and behavior quizlet?
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