1.

Staffing: Process through which an organization ensures that it always has the proper
number of employees with the appropriate skills in the right jobs at the right time.
2. Recruitment: The process f attracting individuals on a timely basis, in sufficient numbers
and whit appropriate qualifications to apply for jobs.
3. Selection: The process of choosing from a group of applicants, the individual best suited
for a particular position.
4. HR Planning: Systematic process of matching the internal and external supply of people
with job opening anticipated in the organization over a specific period.
5. Training: Activities designed to provide learners with the knowledge and skills needed
for their present jobs or developing skills for broader responsibilities.
6. Job Analysis: Systematic process of determining the skills, duties and knowledge require
for performing job.
7. HR Development: Major HR function that consist of training and development,
individual career planning, development, activities, performance management and
appraisal.
8. Organization of Development: planned and systematic attempts to change the
organization, typically a more behavior environment.
9. Performance Appraisal: Is a formal system of review and evaluation of individual or team
task performance.
10. Succession planning: Process of ensuring that qualified persons are available to
assume key managerial positions once the positions are vacant

11. Diversity: Refers to any perceived difference among people: age, race, religion,
functional specialty, profession, sexual orientation, geographic origin, lifestyle, tenure or
position with organization, any other perceived difference.
12. Ethics: Discipline dealing with what is good and bad, or right and wrong, or with moral
duty and obligation.
13. Selection:

14. Age discrimination in employment Act: A federal act passed in 1967 making it illegal for
employers with 20 or more employees working at least 20 weeks a year to discriminate
against workers aged 40 years or older. Act that prohibits discrimination in employment
for persons age 40 and over except where age is a bona fide occupational qualification.
15. Uniformed Services Employment and Reemployment Rights Act: Userra- provides
protection to reservists and National guard members, in which workers are entitled to
return to their civilian employment after completing their military service in the same job
position or a position that he or she would have attained with reasonable certainty if not
for the absence to serve in the military. This is known as the escalator principle, ensures
worker is not penalized for time spent on active duty, up to five years.
16. Corporate Social Responsibility: The implied, enforced, or felt obligation of managers,
acting in their official capacity, to serve or protect the interest of groups other than
themselves. Corporations behave as if it has a conscience, how as a whole they behave
toward society.
17. Lilly Ledbetter Fair Pay Act: Creates a rolling time frame for filing wage discrimination
claims; retains the 180/300 day time frame outlined in the Title VII but allows the clock
to renew each time employees receive compensation that is based on discriminatory
decision by the employer.
18. Adverse Impact: Occurs when a procedure used as a basis for employment decisions
results in substantially different selection, placement, or promotion rate for members of a
subgroup - 80% (4/5ths) Rule - determines this
19. Human Resource Management: The utilization of individuals to achieve organizational
objectives.
20. Equal Pay Act: Requires men & women to be paid the same amount for doing the same
jobs; exceptions are permitted for seniority & merit pay, systems which measures earning
by quantity or quality of production, and any other factor other than sex.
21. Social Contract: The set of written and unwritten rules and assumptions about acceptable
inter-relationships among the various elements of society. Includes relationships with
individuals, government, other organizations, and society in general.
22. Executive: A Top-level manager who reports directly to a CEO or head of a major
division.
23. Internal Environment: The controllable elements inside an organization, including its
people, facilities, and how it does things that influence the operations of the organization.
24. External environment: Factors outside an organizations boundaries that affect a firms
human resources makeup.
25. Manager self-service (mss): The use of software and the corporate network to automate
paper - based human resource processes that require a manages approval, recordkeeping
or input and processes that support the managers job.
26. Rehabilitation Act: Prohibits discrimination based on physical and mental disabilities;
requires employers to make reasonable accommodation unless there is undue hardship;
applies to fed. gov. or fed. contractors/contracts over $10K; requires affirmative action.
27. Glass ceiling: An unofficial, invisible barrier that prevents women and minorities from
advancing in businesses dominated by white men.
28. Pregnancy Discrimination Act: Amended Title VII to prohibit discrimination on the basis
of pregnancy, childbirth, or related conditions, under the act, an employer may not fire,
refuse to hire, or fail to promote a woman because she is pregnant. An employer must
also treat pregnancy as any other temporary disability.

29. Americans with Disabilities act: Passed by Congress in 1991, this act banned
discrimination against the disabled in employment and mandated easy access to all public
and commercial buildings.

30. Mission: Unit's continuing purpose or reason for being

31. Job description: Document that provides information regarding the essential tasks, duties,
and responsibilities of a job.

32. Caregiver Discrimination: Discrimination against employees based in their obligations to
care for family members.

33. Succession planning: Process of ensuring that qualified persons are available to assume
key managerial positions once the positions are vacant

34. Employee self-service (ess): processes that automate transactions that previously were
labor-intensive for both employees and HR professionals