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 FUNCTIONS Review Sheet Sunday September 30 2012 5 16 PM Chapter 1 o Recruit talent o Select talent o Develop talent o o o Rewarding talent Retaining talent Technology 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 employees o an organization s full time employee population Quality Management Organizational commitment to continuous process of improvement that Core employees 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 Process a Vision b Mission c Objectives i ii iii External Environment Internal Environment SWOT strength weakness opportunities and threats d Strategic choices e Corporate Strategy i What Business do you want to go in 1 Business Strategy a How to compete f Implement Strategy g Competitive advantage h 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 o o Staffing function activities in HRM concerned with seeking and hiring qualified employees Training and development Function Activities in HRM concerned with assisting employees to develop up to date skills knowledge and abilities o Motivation Function Activities in HRM concerned with helping employees exert at high energy levels o Maintenance 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 motivation o The 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 exams o Reasonable 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 of minority members a company hires must equal at least 80 percent of the majority