تجمع ادرة موارد بشرية للدكتور علي القحطاني

[arwa.a.s]

مساء الخير
بنات بما انو اختبارنا الموارد يوم السبت مع اكبر ظالم في البشرية *حسبي الله ونعم الوكيل *
فلازم نشرح لنفسنا ونذاكر برضه لنفسنا
انا عني ذاكرت السمري نهاية كل شابتر وجمعت التعاريف للخمسة شباتر الاولى حاليا وارفقتها تحت والبقية بس اخلص تجميعها حاحطها
بعد المذاكرة ارجعو لها وراجعوها لانو الدكتور يحب التعاريف
حبيت اذكركم انو في سوال خارجي عن البحث اللي عملتيه واتوقع حيقيم بحثك من اجابتك ماتوقع يقرا البحوث كلها
وللمرة الاخيرة حسبنا الله ونعم الوكيل

[arwa.a.s]

مارضي يترفع حاكتبه هنا

Ch1

• Staffing is the process through which an organization ensures that it always has the right number of employees, with the appropriate skills, in the right jobs at the right time, to achieve organizational objectives.

Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing the jobs in an organization

Human resource planning is the systematic process of matching the internal and external supply of people with the job openings that are anticipated for the organization.

Human resource development is a major HRM function consisting of training and development; career planning and related development activities; organization development; and performance management and appraisal.

human resource manager was responsible for all HR functions and acted in an advisory capacity, working with line managers to help them deal with their areas’ human resource

HR outsourcing is the process of hiring external HR professionals to do the HR work that was previously done internally.

shared service center takes routine activities dispersed throughout the organization and consolidates them in one place

professional employer organization (PEO) is a company that leases employees to other businesses

line managers Individuals directly overseeing the accomplishment of the organization’s primary goals

executive is a top-level manager who reports directly to the CEO or to the head of a major division.

generalist performs tasks in many or all of the five HRM functions for dedicated client groups.

specialist is typically concerned with only one of the five functional areas of HRM.

external environment factors outside on organization boundesid that effect a firm's HR makeup

union:employees who have joined together for the purpose of dealing collectively with their employer

• HRIS An organized approach for obtaining and timely information on which to base HR decisions

country’s culture is the set of values, symbols, beliefs, languages, and norms that guide human behavior within the country.

[arwa.a.s]

Ch2
Ethics:Discipline of dealing with:What is good and bad
What is right and wrong with Moral duty or obligation
Type I :Strength of relationship between What an individual or organization believes to be morally correct and What available sources of guidance suggest is morally correct
Type II ethics is the strength of the relationship between what one believes and how one actually behaves
Human Resource Ethics;Application of ethical principles to HR relationships and activities
profession is a vocation characterized by a common body of knowledge and a procedure for certifying proficient members
Corporate social responsibility is the implied, enforced, or felt obligation of managers, acting in their official capacities, to serve or protect the interests of groups other than themselves
organizational stakeholder is an individual or group whose interests are affected by organizational activities
social contract is a set of written and unwritten rules and assumptions about acceptable interrelationships within society
A social audit is a systematic assessment of a company’s activities in terms of its social impact
Ch3
Diversity refers to any perceived difference among people in terms of age, race, religion, profession, sexual orientation, geographic origin, lifestyle, tenure with the organization, or any other perceived characteristic
Diversity management is ensuring that factors are in place to provide for and encourage the continued development of a diverse workforce
Dual-Career FamiliesBoth husband and wife have jobs and family responsibilities Children often have both parents working outside home Often turn down relocations Want more workplace flexibility
Comparable worth requires determination of the values of dissimilar jobs (such as company nurse and welder) by comparing them under some form of job evaluation, and the assignment of pay rates according to the jobs’ evaluated worth
Glass Ceiling Invisible barrier in organizations that prevents women and minorities from achieving top-level management positions

[arwa.a.s]

طبعا راح تلاحظو بعض التعاريف مختصرة بس تادي نفس المعنى واختصرتها عشان الحفظ

[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

[MaramMAlghamdi]

الله يعطيك العافيه أروى و يجزاك الجنة يارب ..

ماتقصرين ربي يوووفقك و يقويك

و حسبي الله و نعم الوكيل في القطحاني :(

[r.r.r.r.r]

هو صح مهوي بس فيه حسنه يعطي درجات
ادعوا انو يكون خيرلنا يارب ويسهلنا اختبارنا

[arwa.a.s]

ch6
Selection : is the process of choosing the individual best suited for a particular position and the organization
applicant pool: the number of qualified applicants recruited for a particular job
selection ratio: The number of people actually hired for a particular job compared to the number of individuals in the applicant pool.
applicant tracking system: is a software program designed to help an organization select employees more efficiently.
résumé : is a summary of the applicant’s experience, education, and training that he or she has developed for use in a job hunting

[arwa.a.s]

ch7)
Training and development : (T&D) is the heart of a continuous effort to improve employee competency and organizational performance.
Training: provides learners with the knowledge and skills needed for their present jobs.
Development: learning that goes beyond today’s job and has more long –term focus.
learning organization :recognizes the importance of continuous performance-related T&D and takes appropriate action.
Just-in-time training: Training provided anytime, anywhere in the world, when it is needed
Virtual reality :extension of e-learning that Permits trainees to view objects from a perspective otherwise impractical or impossible
case study: is a T&D method in which trainees are expected to study the information provided in the case and make decisions based on it
Behavior modeling :is a T&D method that permits a person learns by copying or replicating behaviors of others to show manager how to handle various situations
Role-playing :is a T&D method in which Participants respond to specific problems they encounter in jobs by acting out real-world situations
Business games :is a T&D method that permits Participants assume roles such as president, controller, or marketing vice president of two or more similar hypothetical organizations and Compete against each other by manipulating selected factors in a particular business situation
In-basket training: is a T&D method in which Participant is asked to establish priorities for and then handle number of
Business papers or e-mail messages ,Memorand Reports,Telephone messages
On-the-job-training (OJT) : is an informal T&D method where employees learn job tasks by performing them.
Apprenticeship training :combines classroom instruction with on-the-job training.
corporate university :T&D delivery system provided under umbrella of organization
Online higher education :Educational opportunities include degree and training programs and Delivered either entirely or partially via Internet
vestibule system :is a T&D delivery system that take place away from production area on equipment that closely resembles equipment actually used on the job
E-learning,: the T&D method for online instruction
Simulators: deliver T&D system comprised of devices or programs that replicate actual job demands.
Management development: refers to all the learning experiences provided by an organization that upgrade the skills and knowledge required for current and future managers
Mentoring :is an approach to advising, coaching, and nurturing that creates a practical relationship to enhance both personal and professional development
Coaching: is often considered a responsibility of the immediate boss, who provides assistance, much like a mentor
Reverse mentoring : Process through which older employees learn from younger ones
Orientation: is the initial T&D effort that informs new employees about the company, job, and work group.
Benchmarking: Process of monitoring and measuring firm’s internal processes, such as operations, and then comparing data with information from companies that excel in those areas
Organization development :involves planned and systematic attempts to change the organization, typically to a more behavioral environment
Survey feedback :Process of collecting data from organizational unit through use of questionnaires, interviews, and other objective data
Quality circles :are groups of employees who voluntarily meet regularly with their supervisors to discuss their problems, investigate causes, recommend solutions, and take corrective action when authorized
Team building :is a conscious effort to develop effective work groups and cooperative skills throughout the organization
Sensitivity training :or T-group training, helps individuals learn how others perceive their behavior.

[arwa.a.s]

نقول يارررررررررررررب يكون خير علينا