TERM DEFINITION

Workforce Diversity-“Diversity means being diverse or varied, and at work means having a workforce

comprised of two or more groups of employees with various racial, ethnic, gender, cultural, national origin,

handicap, age, and religious backgrounds. The variety or multiplicity of demographics features that characterize

a company’s workforce, particularly in terms of race, sex, culture, national origin, handicap, age, and religion

(Dessler2012), pg. 55.” Workforce Diversity is important to HRM because it allows employers to understand

different cultures, personalities, ethnic backgrounds. By accepting these differences it will allow each employee to

understand each employee differences and welcome it as an asset. I would use Workforce Diversity as a positive

tool to customers and third party vendors. Workforce Diversity means we have a variety of backgrounds and

knowledge which many different ideas are used to create and offer a great product to the consumer.

Outsourcing-“The use of nontraditional recruitment sources. Outsourcing means having outside vendors

supply services that the company’s own employees previously did in-house (Dessler2012), pg. 157.” How you

present outsourcing maybe be taken in a negative context to the public, especially in a down economy. Outsourcing

is important to HRM because it can affect staffing, layoffs, budgets and the hiring process. I would use outsourcing

as a focus main selling point to keep our current employees and being new ones in. We do not outsource anything

we do, we have our hands on everything from start to end and everything in between.

WARN Act-“A law created in 1989 that requires employers of 100 or more employees to give 60 days’

notice before closing a facility or starting a layoff of 50 people or more. The law does not prevent the employer from

closing down, nor does it require savings jobs. It simply gives employees time to seek other work or retraining by

giving them advance notice (Dessler2012), pg. 484.” The WARN Act has a huge impact on HRM because if an

employer will be shutting down this will effect staff, product, sales and employees will be leaving anytime within

that 60 day time frame. The managers and supervisors will have a huge task of trying to keep employees focused

and productive knowing they will not be employed in a couple months. I would use this term in orientation so all

employees are aware of the WARN Act and in an overall negative topic about job loss if it ever occurred, they

should be beware they would be given proper notice.

Job Analysis-“The procedure for determining the duties and skill requirements of a job and the kind of

person who should be hired for it (Dessler2012), pg. 105.”

Structured Interview-“An interview following a set sequence of questions that the employer has prepared

ahead of time (Dessler2012), pg. 215.”

Equal Pay Act-“Under the Equal Pay Act of 1963 it is unlawful to discriminate in pay on the basis of sex

when jobs involve equal work; require equivalent skills, effort, and responsibility; and are performed under similar

working conditions (Dessler2012), pg. 33.”

Job Specification-“A list of a job’s “human requirements,” that is, the requisite education, skills,

personality, and so on-another product of a job analysis (Dessler2012), pg. 106.”

SWOT Analysis-“A matrix used to compile and organize the company strengths, weaknesses,

opportunities, and threats. The aim, of course, is to create a strategy that makes sense in terms of the company’s

strengths, weaknesses, opportunities , and threats (Dessler2012), pg. 75.”

Employee Referrals-“Where employers posts announcements of openings and requests for referrals on its

Web site, bulletin, and/or wallboards (Dessler2012), pg. 160.”

Employee Orientation-“A procedure for providing new employees with the information they need to

function; ideally, though, it should also help new employees start getting emotionally attached to the firm

(Dessler2012), pg. 244.”

Job Description-“A list of a job’s duties, responsibilities, reporting relationships, working conditions, and

supervisory responsibilities-one product of a job analysis (Dessler2012), pg. 106.”

Job Evaluation-“A formal and systematic comparison of jobs to determine the worth of one job

relative to another. Job evaluation aims to determine a job’s relatives worth (Dessler2012), pg. 360.”