Notes on Managing Human Resources
CHAPTER 1 – MANAGING HUMAN RESOURCES
Human Resource Management (HRM) - The policies, practices, and systems that influence employees’ behavior, attitudes, and performance.
Human Capital - An organization’s employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight.
High-Performance Work System - An organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment.
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 behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands.
Performance Management - The process of ensuring that employees’ activities and outputs match the organization’s goals.
Human Resource Planning - Identifying the numbers and types of employees the organization will require to meet its objectives.
Evidence-based HR - Collecting and using data to show that human resource practices have a positive influence on the company’s bottom line or key stakeholders.
Corporate Social Responsibility - A company’s commitment to meeting the needs of its stakeholders.
Stakeholders - The parties with an interest in the company’s success (typically, shareholders, the community, customers, and employees).
Ethics - the fundamental principles
Human Resource Management (HRM) - The policies, practices, and systems that influence employees’ behavior, attitudes, and performance.
Human Capital - An organization’s employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight.
High-Performance Work System - An organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment.
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 behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands.
Performance Management - The process of ensuring that employees’ activities and outputs match the organization’s goals.
Human Resource Planning - Identifying the numbers and types of employees the organization will require to meet its objectives.
Evidence-based HR - Collecting and using data to show that human resource practices have a positive influence on the company’s bottom line or key stakeholders.
Corporate Social Responsibility - A company’s commitment to meeting the needs of its stakeholders.
Stakeholders - The parties with an interest in the company’s success (typically, shareholders, the community, customers, and employees).
Ethics - the fundamental principles