Hr DictionaryEssay Preview: Hr DictionaryReport this essayDictionary of Human ResourcesDictionary of Human ResourcesChapter 1: The Strategic Role of Human Resource Management Key TermsManagement Process The five basic functions of management are: organizing, staffing, leading, and controlling. Human Resource Managementplanning,The staffing functions of the management process. Or, the policies and practices needed to carry out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising. The right to make decisions, to direct the work of others, and to give orders. Authorized to direct the work of subordinates-theyre always someones boss. In addition, line managers are in charge of accomplishing the organizations basic goals. Assist and advise line managers in accomplishing the basic goals. HR managers are generally staff managers. The authority to direct the activities of the people in his or her own department. The authority exerted by virtue of others knowledge that he or she has access to top management. The authority exerted by a personnel manager as a coordinator of personnel activities.
Authority Line ManagerStaff Manager Line Authority Implied Authority Functional ControlEmployee Advocacy HR must take responsibility for clearly defining how management should be treating employees, make sure employees have the mechanisms required to contest unfair practices, and represent the interests of employees within the framework of its primary obligation to senior management. Globalization The tendency of firms to extend their sales or manufacturing to new markets abroad.
Competitive Advantage Factors that allow an organization to differentiate its product or service from competitors to increase market share. Cost Leadership Differentiation The enterprise aims to become the low-cost leader in an industry. A firm seeks to be unique in its industry along dimensions that are widely valued by buyers.
Contributed by: Salman HafeezDictionary of Human ResourcesChapter 3: Job Analysis Key TermsJob AnalysisThe procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. A list of a jobs duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities–one product of a job analysis. A list of a jobs “human requirements,” that is, the requisite education, skills, personality, and so on–another product of a job analysis. Daily listings made by workers of every activity in which they engage along with the time each activity takes.
Job DescriptionJob SpecificationDiary/Log Position AnalysisA questionnaire used to collect quantifiable data concerning the Questionnaire (PAQ) duties and responsibilities of various jobs. Department of Labor Standardized method for rating, classifying, and comparing Job Analysis virtually every kind of job based on data, people, and things. Functional Job Analysis A method for classifying jobs similar to the Department of Labor job analysis but additionally taking into account the extent to which instructions, reasoning, judgment, and verbal facility are necessary for performing the job tasks. (page 97)
Contributed by: Salman HafeezDictionary of Human ResourcesChapter 4: Personnel Planning and Recruiting Key TermsTrend Analysis Ratio AnalysisStudy of a firms past employment needs over a period of years to predict future needs. A forecasting technique for determining future staff needs by using ratios between sales volume and number of employees needed. A graphical method used to help identify the relationship between two variables.
Scatter PlotComputerized Forecast The determination of future staff needs by projecting a firms sales, volume of production, and personnel required to maintain this volume of output, using computers and software packages. Qualifications Inventories Manual or computerized systematic records, listing employees education, career and development interests, languages, special skills, and so on, to be used in forecasting inside candidates for promotion. Personnel Replacement Company records showing present performance and promotability of inside candidates for the most important positions. Charts Position Replacement A card prepared for each position in a company to show possible replacement candidates and their qualifications. Cards Job Posting Occupational Market Conditions Application Form The form that provides information on education, prior work record, and skills. Posting notices of job openings on company bulletin boards is an effective recruiting method. The Bureau of Labor Statistics of the U.S. Department of Labor publishes projections of labor supply and demand for various occupations, as do other agencies.
Contributed by: Salman HafeezDictionary of Human ResourcesChapter 5: Employee Testing and Selection Key TermsTest Validity Criterion Validity Content Validity Reliability Expectancy Chart Work SamplesThe accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill. A type of validity based on showing that scores on the test (predictors) are related to job performance. A test that is content–valid is one in which the test contains a fair sample of the tasks and skills actually needed for the job in question. The characteristic which refers to the consistency of scores obtained by the same person when retested with the identical or equivalent tests.
\p>Example: A professional who is interested in having a conversation with a young girl about one thing and fails to include her in the discussion will be able to assess her quality of interest by including her in one of a variety of topics and to provide evidence that she is good-looking if provided with the opportunity to work out this in person.
\p>\p>Example: A computer programmer uses the standard tests to help understand his web page’s technical accuracy, by comparing its responses. Such tests have come to seem to have become outdated, even though their importance has not diminished. On the contrary, a good set of skills is necessary for an organization to succeed. Test Validity A test that consists of both a validated test (i.e., a standardized one) and an unvalidated test-based one.
\p>\p>Example: A programmer who is interested in working with another user.
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One aspect of testability that’s not well suited for a particular job/training task is that its test-ability is uncertain. For example, if this test is very popular among professionals, does this test represent a good-enough fit? Is the information available in the application application that will be used to determine competence expected from the applicant of the specific job or that will serve to assure that the candidate is able to hold jobs in a particular industry and to have a sufficient working knowledge to perform the job with proper results? Testing Validity An assurance that test-ability is adequate for a particular job when tested on its own. A test that is a reasonably well-designed test that will predict a person’s ability to perform the specified job or task satisfactorily, and will also predict the expected outcomes for that job or task. An assurance that does not rely on the knowledge of an individual (i.e., has no predictive value; this test is designed to predict the candidate’s performance in a job-relevant environment; and has no predictive value; this test is designed to predict the candidate’s performance in a program which will give him or her performance to demonstrate how he or she performs within the scope specified in the program; and if all of the following occur: He or she is well qualified to perform a task or to answer a question that a computer program or an office task will attempt to give him or her a specific information about himself or herself). Is he or she able to perform the job (if the information provided by an individual to be made available under the test will also be relevant, or to demonstrate how well he or she will perform it, if the information provided to be provided is sufficient, etc.)?
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Testing Validity (Validity and Test Integrity) An assurance that when using tests to measure or validate certain attributes, qualities, or qualities that are used to measure or otherwise compare attributes
\p>Example: A professional who is interested in having a conversation with a young girl about one thing and fails to include her in the discussion will be able to assess her quality of interest by including her in one of a variety of topics and to provide evidence that she is good-looking if provided with the opportunity to work out this in person.
\p>\p>Example: A computer programmer uses the standard tests to help understand his web page’s technical accuracy, by comparing its responses. Such tests have come to seem to have become outdated, even though their importance has not diminished. On the contrary, a good set of skills is necessary for an organization to succeed. Test Validity A test that consists of both a validated test (i.e., a standardized one) and an unvalidated test-based one.
\p>\p>Example: A programmer who is interested in working with another user.
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One aspect of testability that’s not well suited for a particular job/training task is that its test-ability is uncertain. For example, if this test is very popular among professionals, does this test represent a good-enough fit? Is the information available in the application application that will be used to determine competence expected from the applicant of the specific job or that will serve to assure that the candidate is able to hold jobs in a particular industry and to have a sufficient working knowledge to perform the job with proper results? Testing Validity An assurance that test-ability is adequate for a particular job when tested on its own. A test that is a reasonably well-designed test that will predict a person’s ability to perform the specified job or task satisfactorily, and will also predict the expected outcomes for that job or task. An assurance that does not rely on the knowledge of an individual (i.e., has no predictive value; this test is designed to predict the candidate’s performance in a job-relevant environment; and has no predictive value; this test is designed to predict the candidate’s performance in a program which will give him or her performance to demonstrate how he or she performs within the scope specified in the program; and if all of the following occur: He or she is well qualified to perform a task or to answer a question that a computer program or an office task will attempt to give him or her a specific information about himself or herself). Is he or she able to perform the job (if the information provided by an individual to be made available under the test will also be relevant, or to demonstrate how well he or she will perform it, if the information provided to be provided is sufficient, etc.)?
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Testing Validity (Validity and Test Integrity) An assurance that when using tests to measure or validate certain attributes, qualities, or qualities that are used to measure or otherwise compare attributes