Chapter 7
Human Resource Management
By Boundless
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Human resource management's mission is to coordinate people within an organization to achieve the organization's goals.
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Human resource planning identifies the competencies an organization needs to fulfill its goals and acquires the appropriate people.
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Discrimination—treating specific groups of people unequally—is unethical behavior and is prohibited by several pieces of U.S. legislation.
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Labor laws encompass various types of government mandates that define the relationship between an employee and employer.
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Unionization is the process of workers forming a union, which is an organization to further the workers' shared interests.
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Collective bargaining is negotiation between unions and employers to come to an agreement on the conditions of employment.
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Compensation and benefits is the subdiscipline of human resources that deals with employees' remuneration.
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Occupational safety and health (OSH) is used to protect people in the workplace and create human resource policies that adhere to the law.
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Recruitment is the process of identifying an organizational gap and attracting, evaluating, and hiring employees to fill that role.
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Selection is the process—based on filtering techniques that ensure added value—of choosing a qualified candidate for a position.
Orientation tactics exist to provide new employees enough information to adjust, resulting in satisfaction and effectiveness in their role.
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A core function of human resource management is development—training efforts to improve personal, group, or organizational effectiveness.
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Career-path management requires human resource management to actively manage employee skills in pursuit of successful professional careers.
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Performance evaluation is the process of assessing an employee's job performance and productivity over a specified period of time.
Effective feedback is structured in a way that provides actionable conclusions to motivate employee growth through objective assessments.
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Making pay decisions can be a function of HR; payroll surveys and internal measures can help determine what is appropriate.
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Human resources professionals assess organizational and employee needs to identify the ideal incentive systems for collaborative success.
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Employee benefits are non-wage compensations designed to provide employees with extra economic security.
A promotion is the advancement of an employee's rank, salary, duties, and/or designation within an organization.
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Transfers take place in response to goals, needs, talent, or employee requests; HR evaluates and executes transfers.
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Organizations must create strong, clear disciplinary policies; all disciplinary actions should be well documented and fairly applied.
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Dismissal is the involuntary termination of an employee due to incompetence, poor job performance, or violation of policy.
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Managers are increasingly aware of the importance of promoting a healthy work-life balance for employees, which increases job satisfaction.
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Management must both define and carefully consider the common tradeoffs in employing a part-time or contract-based workforce.
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Good compensation helps organizations stay competitive in their industry by retaining high-quality employees.
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Hiring and retaining employee talent is a critical factor in success, and providing fringe benefits can be an effective tool in this process.
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Human resource management must carefully monitor the labor relations and regulations in all of the geographic regions where they hire.