CHAPTER 12
* human capital = the economic value of people with job-relevant
abilities, knowledge, ideas and energies and commitments.
* human resource management = a process of attracting,
developing and maintaining a talented work force.
* person-job fit= the extent to which an individual´s skills, interests
and personal characteristics are consistent with the requirements of
their work.
* person-organization fit = the extent to which an invididual´s
values, interest and behaviour are consistent with the culture of an
organization.
* 3 major tasks in HRM:
1. attracting a quality workforce = human resource planning,
employee development and performance management.
2. developing a quality workforce = employee orientation, training,
development and performance management.
3. maintaining a quality workforce = career development, work-life
balance, compensation and benefits retention and turnover and
labor management relations.
* strategic HRM = mobilzes human capitabl to implement
organizational strategies.
* discrimination = occurs when somone denied a job or job
assignment for reasons that are not job relevant.
* americans with disabilities act(1990) = prohibits discrimination
against a qualified individual on the basis of diasbilities.
* age discrimination in employement act (1967) = prohibits
discrimination against 40+. restricts mandatoy retirement.
* Pregnancy discrimination act (1978) = prohibits discrimination
against pregant workers.
* family and medical leave act (1993) = allows employees up to 12
weeks of unpaid, leave with job guarantees for childbirth, adoption
and other family illness.
* equal employement opportunity = the recruitment that
employment decisions be made without regard to race, colour,
national origin, religion, gender, age or disability status.
* affirmative action = an effort to give preference in employment to
, women and minority group members who have traditionally been
underrepresented.
* bona fide ocupational qualitifications = employment criteria
justified by capacity to perform a job.
* sexual harrasment = behaviour of sexual nature that affects a
persons´s employment situation.
* comparable worth = holds that perfons performing jobs of similar
importance should be paid at comparable levels.
* independent contractors = are hired as needed and are not part of
the organization´s permanent workforce.
* workplace privacy = the right of privacy while working.
* human resources planning = analyses needs and identifies actions
to fulfill these needs.
* job analysis = studies exactly what is done in a job and why.
* job description = details the duties and responsabilities of a job
holder.
* job specification = list the qualificiations required from a job
holder.
* recruiment = set of activities designed to attract a qualified pool
of job applicants.
* STEPS IN STRATEGIC HR-PLANNING
1. review organization´s mission, objectives and strategies.
2. review HR objectives and strategies
3. asses the current HR
4. forecast the HR´s needs.
5. develop and implement HR plans to match people and job
openings.
* external recruiment = seeks jobs applicants from outside the
organisation.
* internal recruitment = seeks job applicants from inside the
organization,
* traditional recruitment = focusses on selling the job and the
organization to applicants.
* realistic job previews = provide job candidates with all pertinent
* human capital = the economic value of people with job-relevant
abilities, knowledge, ideas and energies and commitments.
* human resource management = a process of attracting,
developing and maintaining a talented work force.
* person-job fit= the extent to which an individual´s skills, interests
and personal characteristics are consistent with the requirements of
their work.
* person-organization fit = the extent to which an invididual´s
values, interest and behaviour are consistent with the culture of an
organization.
* 3 major tasks in HRM:
1. attracting a quality workforce = human resource planning,
employee development and performance management.
2. developing a quality workforce = employee orientation, training,
development and performance management.
3. maintaining a quality workforce = career development, work-life
balance, compensation and benefits retention and turnover and
labor management relations.
* strategic HRM = mobilzes human capitabl to implement
organizational strategies.
* discrimination = occurs when somone denied a job or job
assignment for reasons that are not job relevant.
* americans with disabilities act(1990) = prohibits discrimination
against a qualified individual on the basis of diasbilities.
* age discrimination in employement act (1967) = prohibits
discrimination against 40+. restricts mandatoy retirement.
* Pregnancy discrimination act (1978) = prohibits discrimination
against pregant workers.
* family and medical leave act (1993) = allows employees up to 12
weeks of unpaid, leave with job guarantees for childbirth, adoption
and other family illness.
* equal employement opportunity = the recruitment that
employment decisions be made without regard to race, colour,
national origin, religion, gender, age or disability status.
* affirmative action = an effort to give preference in employment to
, women and minority group members who have traditionally been
underrepresented.
* bona fide ocupational qualitifications = employment criteria
justified by capacity to perform a job.
* sexual harrasment = behaviour of sexual nature that affects a
persons´s employment situation.
* comparable worth = holds that perfons performing jobs of similar
importance should be paid at comparable levels.
* independent contractors = are hired as needed and are not part of
the organization´s permanent workforce.
* workplace privacy = the right of privacy while working.
* human resources planning = analyses needs and identifies actions
to fulfill these needs.
* job analysis = studies exactly what is done in a job and why.
* job description = details the duties and responsabilities of a job
holder.
* job specification = list the qualificiations required from a job
holder.
* recruiment = set of activities designed to attract a qualified pool
of job applicants.
* STEPS IN STRATEGIC HR-PLANNING
1. review organization´s mission, objectives and strategies.
2. review HR objectives and strategies
3. asses the current HR
4. forecast the HR´s needs.
5. develop and implement HR plans to match people and job
openings.
* external recruiment = seeks jobs applicants from outside the
organisation.
* internal recruitment = seeks job applicants from inside the
organization,
* traditional recruitment = focusses on selling the job and the
organization to applicants.
* realistic job previews = provide job candidates with all pertinent
