[arwa.a.s]

1. Ch4
2. Strategic endeavor: To optimize the use of human capital Enables an organization to drive short- and long-term results by building culture, engagement, capability, and capacity through: Integrated talent acquisition Development Deployment processes that are aligned to business goals
3. job is a group of tasks that must be performed for an organization to achieve its goals
4. Job analysis Systematic process of determining skill ,Duties and Knowledge required for performing jobs in an organization
5. A position is the collection of tasks and responsibilities performed by one person
6. job specification is incorporated into the job deion document and spells out the minimum acceptable qualifications a person needs to perform a particular job
7. job deion : document that provide information regarding the essential tasks , duties and responsibilities of job
8. Strategic planning is the process by which top management determines overall organizational objectives and how they are achieved.
9. MISSION :unit's continuing purpose or reason for being
10. Human resource planning, is the systematic process of matching the internal and external supply of people with anticipated job openings over a specific period of time
11. A requirements forecast determines the number, skill, and location of employees the organization will need at future dates to meet its goals.
12. availability forecast :determination of whether the firm will be able to secure employess with the necessary skills ,and form what sources
13. zero-base forecasting method uses the organization’s current level of employment as the starting point for determining future staffing needs.
14. bottom-up forecast, each successive level in the organization, starting with the lowest, forecasts its requirements to provide an aggregate forecast of employees needed
15. Succession planning is the process of ensuring that qualified persons are available to assume key managerial positions, once they become vacant.
16. Employee self-service (ESS) consists of processes that automate previously labor-intensive transactions for both employees and HR professionals, reducing administrative time and costs.
17. Manager self-service (MSS) is the use of software and the corporate network to automate tasks that were previously done by HR.
18. job design is the necessary process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization.
19. Job enrichment involves making basic changes in the content and vertical level of responsibility of a job to provide greater challenges to the worker, often improving job performance and satisfaction
20. job enlargement, which provides workers with greater variety by increasing the number of tasks the worker performs, all at the same level of responsibility.
21. Job rotation, or cross-training, moves employees from one job to another to broaden their experience.
22. Reengineering involves a firm’s radically rethinking and redesigning its business system to become more competitive.
23. Ch5
24. Recruitment is the process of attracting enough individuals with appropriate qualifications to apply for jobs with an organization
25. Contingent workers are considered to be part of the “disposable American workforce” because they work as part-time, temporary, or contract workers who can easily be let go when they are not needed
26. Promotion from within is filling vacancies above entry-level positions with current employees instead of outside hires
27. employee requisition, a document that specifies job title, department, and date the employee is needed for work
28. Recruitment sources are the places where qualified candidates are located, such as colleges or competitor firms.
29. Recruitment methods, on the other hand, are the specific means used to attract potential employees to the firm, such as online recruiting.
30. Job posting is a procedure for informing employees that job openings exist within the firm.
31. Job bidding is a procedure that allows employees who believe they are qualified to apply for posted jobs
32. Internet recruiter person whose primary responsibility is to use the internet in the recruitment process Also called cyber recruiter.
33. virtual job fair is an online recruiting method used by an employer or group of employers to attract a large number of applicants
34. Corporate career websites list the company positions available and provide a way for applicants to apply for jobs
35. NACElink Network is a national recruiting network and suite of web-based recruiting tools serving the needs of colleges, employers, and job candidates
36. Niche sites web sites that cater to a specific profession
37. job fair is used by a single employer or group of employers to attract a large number of applicants to one location for interviews
38. internship is a special form of recruitment that involves placing a student in a temporary job with no obligation either by the company to hire the student permanently or by the student to accept a permanent position with the firm
39. Event recruiting involves having recruiters go to and sponsor events that are attended by individuals the company is seeking