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Review SheetSunday, September 30, 20125:16 PMChapter 1-Globalization- a process of interaction and integration among people, companies, and governments of different nations, driven by international trade and investment, accelerated by information technology-Multinational corporations- corporations with significant operations in more than one country-Knowledge Workers- Individuals whose jobs are designed around the acquisition and application of information-HRM FUNCTIONSoRecruit talentoSelect talentoDevelop talentoRewarding talentoRetaining talentoTechnology for HR -Workforce diversity- the varied personal characteristics that make up the workforce heterogeneous-Baby Boomers- individuals born between 1946 and 1965-Downsizing- an activity in an organization aimed at creating greater efficiency by eliminating certain jobs-Rightsizing- linking employee needs to organizational strategy-Outsourcing- Sending work outside the organization to be done by individuals not employed full time with the organization-Contingent Workforce- part time, temporary, and contract workers used by organizations to fill peak staffing needs or perform work not done by core employeesoCore employees- an organization's full time employee population-Quality Management- Organizational commitment to continuous process of improvement that expands the definition of customer to include everyone involved in the organization -Work Process Engineering- Radical, quantum change in an organization-Offshoring- process of moving jobs out of one country and in to another country -Merger- Joining ownership of two organizations-Acquisition- the transfer of ownership and control of one organization to another-Ethics- set of rules or principles that defines right and wrong conduct-Code of ethics- a formal document that states an organization's primary values and the ethical rules it expects organizational members to follow-Strategic Mgt. Processa. Visionb. Missionc. Objectivesi. External Environmentii. Internal Environmentiii. (SWOT) strength weakness opportunities and threatsd. Strategic choicese. Corporate Strategyi. What Business do you want to go in1. Business Strategya. How to competef. Implement Strategyg. Competitive advantageh. Above average Returns = $$$ Chapter 2-Management- the process of efficiently completing activities with and through people-Planning- a management function focusing on setting organizational goals and objectives-Organizing- a management function that deals with determining what jobs are to be done, by whom, where decisions are to be made, and how to group employees-Leading- Management function concerned with directing the work of others-Controlling- Management function concerned with monitoring activities to ensure goals are met-Strategic human resource management- Aligning HR policies and decisions with the organizational strategy-oStaffing function- activities in HRM concerned with seeking and hiring qualified employeesoTraining and development Function- Activities in HRM concerned with assisting employees to develop up to date skills, knowledge, and abilitiesoMotivation Function- Activities in HRM concerned with helping employees exert at high energy levelsoMaintenance Function- Activities in HRM concerned with maintaining employees' commitment and loyalty to the organization-Labor unions- Acts on behalf of its members to secure wages, hours, and other terms and conditions of employment-Scientific management- a set of principles designed to enhance worker productivity-Hawthorne studies- a series of studies that provided new insights into group behavior and motivationoThe advent of employee benefit offerings, safe and healthy working conditions, and the concern of every manager for human relations stem directly from the work of Mayo and his associates at Hawthorne -Compensation and benefits- HRM function concerned with paying employees and administering the benefits package-Employee relations function- activities in HRM concerned with effective communication among organizational members-Outsourcing- Contracting with a company to handle one or more HR functions-Professional employer organization- Assumes all HR functions of a client company by hiring all of its employees and leasing them back to the company-HR Generalist- Position responsible for all or a large number of HR functions in an organization-Sarbanes-Oxley Act- Establishes procedures for public companies regarding how they handle and report their finances Chapter 3-Civil Rights act of 1866- Federal law that prohibited discrimination based on race-Civil Rights act of 1964- Outlawed racial segregation and discrimination in employment, public facilities, and education-Title VII (7)- The most prominent piece of legislation regarding HRM, it states the illegality of discrimination against individuals based on race, religion, color, sex or national origin-EEOA- Equal Employment Opportunity Act- Granted enforcement powers to the equal employment opportunity commission-EEOC- Equal Employment Opportunity commission- the arm of the federal government empowered to handle discrimination in employment cases-Affirmative action- a practice in organizations that goes beyond discontinuance of discrimination practices to include actively seeking, hiring, and promoting minority group members and women-Adverse (disparate) impact- a consequence of an employment practice that results in a greater rejection rate for a minority group than for the majority group in the occupation-Adverse (disparate) treatment- an employment situation where protected group members receive treatment different from other employees in matters such as performance evaluation and promotions-ADEA- Age Discrimination in Employment Act- This act prohibits arbitrary age discrimination, particularly among those over the age of 40-Pregnancy Discrimination Act of 1978- law prohibiting discrimination based on pregnancy-ADA- Americans with Disabilities act of 1990- Extends EEO coverage to include most forms of disability, requires employers to make reasonable accommodations, and eliminates post job offer medical examsoReasonable accommodations- Changes to the workplace that allow qualified workers with disabilities' to perform their jobs-FMLA- The Family and Medical leave act of 1993- Provides employees in most organizations the opportunity to take up to 12 weeks of unpaid leave for family matters-4/5ths rule- A rough indicator of discrimination, this rule requires that the number


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UMD BMGT 360 - Review Sheet

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