Description
This is a report about the term and abbreviation in human resource management.
Term 4/5ths rule:
Definition Rule stating that discrimination generally is considered to occur if the selection rate for a protected group is less than 80% (4/5ths) of the selection rate for the majority group or less than 80% of the group’s representation in the relevant labor market An agreement in which a percentage of an employee’s pay is withheld and invested in a tax deferred account Measuring an employee’s performance against some established standards
401(k) plan:
Absolute standards Accept errors Action learning Active practice: Adjective rating scales Adverse impact
Accepting candidates who would later prove to be poor performers A training technique by which management trainees are allowed to work full time analyzing and solving problems in other departments The performance of job-related tasks and duties by trainees during training
A performance appraisal method that lists a number of traits and a range of performance for each The overall impact of employer practices that result in significantly higher percentages of members of minorities and other protected groups being rejected for employment placement, or promotion A situation in flexible benefits administration where those in greatest need of a particular benefit choose that benefit more often than the average employee Situation in which only higher-risk employees select and use certain benefits
Adverse selection Adverse selection: Affirmative action Affirmative action plan (AAP): Affirmative action: Agency shop
Steps that are taken for the purpose of eliminating the present effects of past discrimination
Formal document that an employer compiles annually for submission to enforcement agencies
Process in which employers identify problem areas, set goals, and take positive steps to enhance opportunities for protected-class members A form of union security in which employees who do not belong to the union must still pay union dues on the assumption that union efforts benefit all workers Supreme Court case in which it was ruled that the validity of job tests must be documented
Albemarle
Paper Company v. Moody Alternation ranking method Apathy Applicant pool: Applicant population: Application form Appraisal interview Apprenticeshi p Arbitration: Arbitration: Assessment center: Attitude survey: Attribution theory Attrition Authority Autonomy
and that employee performance standards must be unambiguous
Ranking employees from best to worst on a particular trait
Significant dysfunction tension resulting in no effort being made All persons who are actually evaluated for selection
A subset of the labor force population that is available for selection using a particular recruiting approach The from that provides information on education, prior work record, and skills
An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths A time – typically two to five years – when an individual is considering to be training to learn a skill Process that uses a neutral third party to make a decision Process that uses a neutral third party to make a decision A collection of instruments and exercises designed to diagnose individuals’ development needs One that focuses on employees’ feelings and beliefs about their jobs and the organization
A theory of performance evaluation based on the perception of who is in control of an employee’s performance A process whereby the jobs of incumbents who leave for any reason will not be filled The right to make decisions, direct others’ work, and give orders The freedom and independence involved in doing one’s job
Autonomy: Availability analysis: Baby boomers Baby busters Background investigation Bargaining unit: Base pay: Behavior modeling
The extent of individual freedom and discretion in the work and its scheduling An analysis that identifies the number of protected-class members available to work in the appropriated labor markets in given jobs Those individuals born between 1946 and 1964 Those individuals born in 1965 and years after. Often referred to as generation Xers The process of verifying information job candidates provide
Employees eligible to select a single union to represent and bargain collectively for them
The basic compensation an employee receives, usually as a wage or salary A training technique in which trainees are first shown good management techniques in a film, are then asked to play roles in a simulated situation, and are then given feedback and praise by their supervisor Copying someone else’s behavior
Behavior modeling: Behavioral interview: Behavioral rating approach: Behavioral symptoms Behaviorally Anchored Rating Scales (BARS) Benchmark job: Benchmarking :
Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past Assesses an employee’s behaviors instead of other characteristics
Symptoms of stress characterized by decreased productivity, increased absenteeism and turnover, and increased smoking and alcohol/substance consumption A performance appraisal technique that generates critical incidents and develops behavioral dimensions of performance. The evaluator appraises behaviors rather than traits
Job found in many organizations and performed by several individuals who have similar duties that are relatively stable and require similar KSAs Comparing specific measures of performance against data on those measures in other “best practice” organizations
Benefit:
An indirect reward given to an employee or group of employees as a part of organizational membership Indirect compensation given to an employee or group of employees as a part of organizational membership A comprehensive look at all aspects of benefits
Benefit:
Benefits needs analysis: Blind-box ad Blue Cross Blue Shield Bona fide occupational qualification (BFOQ): Bonus: Boycott
An advertisement in which there is no identification of the advertising organization A health insurer concerned with the hospital side of health insurance A health insurer concerned with the provider side of health insurance Characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal basis of consideration
A one-time payment that does not become part of the employee’s base pay The combined refusal by employees and other interested parties to by or se the employer’s products Practice of using fewer pay grades having broader ranger than in traditional compensation systems A means a company uses to post information of interest to its employees The total depletion of physical and mental resources caused by excessive striving to reach an unrealistic work-related goal A fulltime union official who operates the union office and assists union members
Broadbanding : Bulletin board Burnout
Business agent: Business necessity: Career stages
A practice necessary for safe and efficient organizational operations
An individual’s career moves through five stages: exploration, establishment, mid-career, late-career, and decline The series of work-related positions a person occupies throughout life
Career:
Case study method Central tendency Central tendency Central tendency error: Change agent
A development method in which the manager is presented with a written description of an organizational problem to diagnose and solve A tendency to rate all employees the same way, such as rating them all average
The tendency of a rater to give average ratings
Rating all employees in a narrow range in the middle of the rating scale
Individuals responsible for fostering the change effort, and assisting employees in adapting to the changes Performance appraisal tool that uses a list of statements or words that are checked by raters Summons informing employers and employees of the regulations and standards that have been violated in the workplace Replace Executive Order 11491 as the basic law governing labor relations for federal employees Method of job evaluation that focuses on creating common job grades based on skills, knowledge, and abilities Labor legislation that attempted to limit the use of injunctions against union activities A firm that requires individuals to join a union before they can be hired A development activity in which a manager takes an active role in guiding another manager Training and feedback given to employees by immediate supervisors Test that measure an individual’s thinking, memory, reasoning, and verbal and mathematical abilities Process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment An external search process focusing recruiting efforts on a college campus
Checklist: Citation
Civil Service Reform Act Classification method Clayton Act Closed shop: Coaching Coaching: Cognitive ability tests: Collective bargaining: College placements
Commission: Communicatio ns programs Comparable worth Compa-ratio: Compensable factor: Compensation committee: Compensator y time off: Competencies : Competitive advantage Complaint procedure Complaint: Compressed workweek: Conciliation:
Compensation computed as a percentage of sales in units or dollars HRM programs designed to provide information to employees
The concept by which women who are usually paid less than men can claim that men in comparable rather than strictly equal jobs are paid more Pay level divided by the midpoint of the pay range Identifies a job value commonly present throughout a group of jobs
A subgroup of the board of directors composed of directors who are not officers of the firm
Hours given in lieu of payment for extra time worked
Basic characteristics that can be linked to enhanced performance by individuals or teams
The basis for superiority over competitors and thus for hoping to claim certain customers
A formalized procedure in an organization through which an employee seeks resolution of a work problem Indication of employee dissatisfaction One in which a full week’s work is accomplished in fewer than five days
Process by which a third party attempts to keep union and management negotiators talking so that they can reach a voluntary settlement Measured when an employer tests current employees and correlates the scores with their performance ratings Factors that can affect maximizing outcome is recruiting
Concurrent validity: Constraints on recruiting efforts
Construct validity: Constructive discharge: Content validity: Continuous process improvement Contract administratio n Contractual rights: Contrast error: Contributory plan: Controlled experimentati on Controlling Co-payment: Core competency: Core-plus plans Correlation coefficient: Correlation coefficients
Validity showing a relationship between an abstract characteristic and job performance
Occurs when an employer deliberately makes conditions intolerable in an attempt to get an employee to quit Validity measured by use of a logical, nonstatistical method to identify the KSAs and other characteristics necessary to perform a job A total quality management concept whereby workers continue toward 100 percent effectiveness on the job
Implementing, interpreting, and monitoring the negotiated agreement between labor and management
Rights based on a specific contractual agreement between employer and employee
Tendency to rate people relative to others rather than against performance
Pension plan in which the money for pension benefits is paid in by both employees and employers Formal method for testing the effectiveness of a training program, preferable with beforeand-after tests and a control group
A management function concerned with monitoring activities Employee’s payment of a portion of the cost of both insurance premiums and medical care A unique capability that creates high value and that differentiates the organization from its competition A flexible benefits program whereby employees are provided core benefit coverage and then are permitted to buy additional benefits from a menu Index number giving the relationship between a predictor and a criterion variable
A statistical procedure showing the strength of the relationship between one’s test score and job performance
Cost-benefit analysis: Craft union: Criterionrelated validity: Critical incident appraisal Critical incident method Cultural environments Cumulative trauma disorders (CTDs): Cut score Davis-Bacon Act Decentralized work sites Decertificatio n: Decline phase Definedbenefit plan: Definedcontribution plan: Delegation
Comparison of costs and benefits associated with training
One whose members do one type of work, often using specialized skills and training Validity measured by a procedure that uses a test as the predictor of how well an individual will perform on the job
A performance appraisal method that focuses on the key behaviors that make the difference between doing a job effectively or ineffectively
Keeping a record of uncommonly food or undesirable examples of an employee’s workrelated behavior and reviewing it with the employee at predetermined times
The attitudes and perspectives shared by individuals from specific countries that shape their behavior and how they view the world Muscle and skeletal injuries that occur when workers respectively use the same muscles to perform tasks
A point at which applicants scoring below that point are rejected A law passed in 1931 that sets wage rates for laborers employed by contractors working for the federal government Work sites that exist away from an organization’s facilities
Process whereby a union is removed as the representative of a group of employees
The final stage in one’s career, usually marked by retirement One in which an employee is promised a pension amount based on age and service
One in which the employer makes an annual payment to an employee’s pension account
A management activity in which activities are assigned to individuals at lower levels in the
organization Deprivation Development: Diary method Dictionary of Occupational Titles Differential piece-rate system: Differential validity Disabled person: Discipline: Disparate impact: Disparate treatment: Distributive bargaining Distributive justice: Distributive justice: Diversity: Diversity: Documentatio A state of having an unfulfilled need Efforts to improve employees’ ability to handle a variety of assignments A job analysis method requiring job incumbents to record their daily activities A government publication that lists more than 30,000 jobs
A system in which employees are paid one piece-rate wage for units produced up to a standard output and a higher piece-rate wage for units produced over the standard
A special type of validation whereby a cut score is lower due to bias in the test
Someone who has a physical or mental impairment that substantially limits life activities, who has record of such an impairment, or who is regarded as having such an impairment Form of training that enforces organizational rules Occurs when substantial under representation of protected-class members results from employment decisions that work to their disadvantage Situation that exists when protected-class members are treated differently from others
A competitive, confrontational bargaining strategy
The perceived fairness in the distribution of outcomes
Perceived fairness in the distribution of outcomes
The differences among people The differences among people Used as a record of the performance appraisal process outcomes
n Downsizing Draw: Drug-free Workplace Act Due process: Duty: Dysfunctional tension Early retirement Economic strike Economic value added (EVA): Effortperformance relationship E-learning: Employee assistance program: Employee benefits Employee counseling An activity in an organization aimed at creating greater efficiency by eliminating certain jobs An amount advanced from and repaid to future commissions earned b the employee Requires specific government-related groups to ensure that their workplace is drug free
Means used for individuals to explain and defend their actions against charges or discipline A larger work segment composed of several tasks that are performed by an individual Tension that leads to negative stress
A downsizing effort whereby employees close to retirement are given some incentive to leave the company earlier than expected An impasse that results from labor and management’s ability to agree on the wages, hours, terms, and conditions of a “new” contract A firm’s net operating profit after the cost of capital is deducted
The likelihood that putting forth the effort will lead to successful performance on the job
The use of the Internet or an organizational intranet to conduct training on-line One that provides counseling and other help to employees having emotional, physical, or other personal problems
Membership-based, nonfinancial rewards offered to attract and keep employees
A process whereby employees are guided in overcoming performance problems
Employee development Employee handbook Employee leasing Employee monitoring Employee referrals Employee Retirement Income Security Act Employee rights Employee stock ownership plan (ESOP): Employee training Employment “test”: Employment contract: Employment legislation Employmentat-will (EAW): Encapsulated development:
Future-oriented training, focusing on the personal growth of the employee
A booklet describing the important aspects of employment an employee needs to know
Hiring “temporary” employees for long periods of time
An activity whereby the company is able to keep informed of its employees’ activities
A recommendation from a current employee regarding a job applicant
Law passed in 1974 designed to protect employee retirement benefits
A collective term dealing with varied employee protection practices in an organization
A plan whereby employees gain stock ownership in the organization for which they work
Present-oriented training, focusing on individuals’ current jobs
Any employment procedure used as the basis for making an employment-related decision
Agreement that formally outlines the details of employment
Laws that directly affect the hiring, firing, and promotion of individuals
A common law doctrine stating that employers have the right to hire, fire, demote, of promote whomever they choose, unless there is a law or contract to the contrary Situation in which an individual learns new methods and ideas in a development course and returns to a work unit that is still bound by old attitudes and methods
Encounter stage Environmenta l influences Environmenta l scanning: Equal employment opportunity (EEO): Equal Pay Act Equity: Equity: Ergonomics:
The socialization stage where individuals confront the possible dichotomy between their organizational expectations and reality Those factors outside the organization tat directly affect HRM operations
Process of studying the environment of the organization to pinpoint opportunities and threats Individuals should have equal treatment in all employment-related actions
Passed in 1963, this act requires equal pay for equal work The perceived fairness of what the person does compared with what the person receives The perceived fairness between what a person does and what the person receives The study and design of the work environment to address physiological and physical demands on individuals A performance appraisal method whereby an appraiser writes a narrative about the employee Fundamental duties of a job
Essay appraisal Essential job functions: Essential job functions: Establishment phase Executive Order 10988 Executive Order 11491 Exempt employees: Exit
Fundamental duties of a job
A career stage in which one begins to search for work. It includes getting one’s first job
Affirmed the right of federal employees to join unions and granted restricted bargaining rights to these employees Designed to make federal labor relations more like those in the private sector. Also established the Federal Labor Relations Council Employees to whom employers are not required to pay overtime under the Fair Labor Standards Act An interview in which individuals are asked to identify reasons for leaving the organization
interview: Expatriates Exploration phase External dimension Extinction Extranet: Individuals who work in a country in which they are not citizens of that country A career stage that usually ends in one’s mid-twenties as one makes the transition form school to work Te objective progression of steps through a given occupation
The elimination of any reinforcement that maintains behavior An Internet-linked network that allows employees access to information provided by external entities A neutral third-party individual who conducts a hearing to gather evidence and testimony from the parties regarding the differences between them A method of job analysis in which job factors are compared to determine the worth of the job
Fact-finder
Factor comparison method Fair Credit Reporting Act Fair Labor Standards Act Family and Medical Leave Act Familyfriendly benefits Familyfriendly organization Federal agency guidelines Federal Mediation and
Requires an employer to notify job candidates of its intent to check into their credit
Passed in 1938, this act established laws outlining minimum wage, overtime pay, and maximum hour requirements for most U.S. workers Federal legislation that provides employees up to twelve weeks of unpaid leave each year to care for family members, or for their own medical reasons
Flexible benefits that are supportive of caring for one’s family
Organizations that provide benefits that support employees’ caring for their families
Guidelines issued by federal agencies charged with ensuring compliance with equal employment federal legislation explaining recommended employer procedures in detail
A government agency that assists labor and management in settling their disputes
Conciliation Service Federation: Feedback: Flexible benefits plan: Flexible spending account: Flexible spending accounts Flexible staffing: Flextime: Group of autonomous national and international unions The amount of information received about how well or how poorly one has performed One that allows employees to select the benefits the prefer from groups of benefits established by the employer Account that allows employees to contribute pretax dollars to by additional benefits
Special benefits accounts that allow the employee to set aside money on a pretax basis to pay for certain benefits
Use of recruiting sources and workers who are not traditional employees
Scheduling arrangement in which employees work a set number of hours per day by vary starting and ending times Similar to grading on a curve; predetermined percentages of ratees are place in various performance categories
Forced distribution method Forced distribution: Forced-choice appraisal Forecasting: Functional tension Gainsharing: Garnishment:
Performance appraisal method in which ratings of employees’ performance are distributed along a bell-shaped curve A type of performance appraisal method in which the rater must choose between two specific statements about an employee’s work behavior Use of information from the past and present to identify expected future conditions Positive tension that creates the energy for an individual to act
The sharing with employees of greater-then-expected gains in profits and/or productivity A court action in which a portion of an employee’s wages is set aside to pay a debt owed a creditor Discriminatory practices that have prevented women and other protected-class members
Glass ceiling:
from advancing to executive-level jobs Global village Golden parachute: Good faith bargaining The production and marketing of goods and services worldwide A severance benefit that provides protection and security to executives in the event that they lose their jobs or their firms are acquired by other firms A term that means both parties are communicating and negotiating and that proposals are being matched with counterproposals with both parties making every reasonable effort to arrive at agreements. It does not mean that either party is compelled to agree to a proposal Employment strategy aimed at changing practices that have contributed in the past to excluding or underutilizing protected groups
Good faith effort strategy Graphic rating scale
A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her level of performance for each trait A scale that allows the rater to mark an employee’s performance on a continuum
Graphic rating scale: Graphology Green-circled employee: Grievance arbitration: Grievance procedures: Grievance: Griggs v. The Duke Power Company Case
Handwriting analysis An incumbent who is paid below the range set for the job
Means by which a third party settles disputes arising from different interpretations of a labor contract Formal channels of communications used to resolve grievances
Complaint formally stated in writing Heard by the Supreme Court in which the plaintiff argued that his employer’s requirement that coal handlers be high school graduates was unfairly discriminatory. In finding for the plaintiff, the court ruled that discrimination need not be overt to be illegal, that employment practices must be related to job performance, and that the burden of proof is on the employer to show that hiring standards are job related Meeting with a number of employees to collectively determine what their jobs entail
Group interview method Group order
A relative standard of performance characterized as placing employees into a particular
ranking Guaranteed fair treatment
classification, such as the “top one-fifth” Employer programs that are aimed at ensuring that all employees are treated fairly, generally by providing formalized well-documented, and highly publicized vehicles through which employees can appeal any eligible issues Rating a person high on all items because of performance in one area A series of studies that provided new insights into group behavior
Halo effect: Hawthorne studies Hazard communicatio n standard Health Maintenance Act Health maintenance organization (HMO): Health promotion: Health: Holland vocational preferences Honesty tests Host-country national Hostile environment: Hot-stove rule HR audit:
Requires organizations to communicate to its employees hazardous chemicals they may encounter on the job and how to deal with them safely
Established the requirement that companies offering traditional health insurance to its employees must also offer alternative health-care options
Managed care plan that provides services for a fixed period on a prepaid basis
A supportive approach to facilitate and encourage employees to enhance healthy actions and lifestyles A general state of physical, mental, and emotional well-being An individual occupational personality as it relates to vocational themes
A specialized paper and pencil test designed to assess one’s honesty Hiring a citizen for the host country to perform certain jobs in the global village
Sexual harassment where an individual’s work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions Discipline should be immediate, provide ample warning, be consistent, and impersonal A formal research effort that evaluates the current state of HR management in an organization
HR generalist: HR research:
A person with responsibility for performing a variety of HR activities The analysis of data from HR records to determine the effectiveness of past and present HR practices A person with in-depth knowledge and expertise in a limited area of HR Means used to anticipate and manage the supply of and demand for human resources An integrated system designed providing information used in HR decision making
HR specialist: HR strategies: Human resource information system (HRIS): Human resource planning: Human resources inventory Human Resources management: Illegal issues: Immediate confirmation: Imminent danger Impasse Implied employment contract Impression management IMPROSHARE
Process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives
Describes the skills that are available within the organization
The design of formal systems in an organization to ensure effective and efficient use of human talent to accomplish organizational goals
Collective bargaining issues that would require either party to take illegal action The concept that people learn best if reinforcement and feedback is given after training
A condition where an accident is about to occur
A situation where labor and management cannot reach a satisfactory agreement Any organizational guarantee or promise about job security
Influencing performance evaluations by portraying an image that is desired by the appraiser
A special type of incentive plan using a specific mathematical formula for determining
employee bonuses Incentive plan A plan in which a production standard is set for a specific work group, and its members are paid incentives if the group exceeds the production standard Number of injuries, illnesses, or lost workdays as it relates to a common base of 100 fulltime employees Workers who perform specific services on a contract basis
Incident rate
Independent contractors: Individual performanceorganizational goal relationship Individual retirement account (IRA): Individualcentered career planning: Industrial union: Informal training: In-house development centers Insubordinati on Integrated disability management program: Integrative bargaining
The likelihood that successful performance on the job will lead to the attainment of organizational goals
A special account in which an employee can set aside funds that will not be taxed until the employee retires
Career planning that focuses on individuals’ careers rather than on organizational needs
One that includes many persons working in the same industry or company, regardless of jobs held Training that occurs through interactions and feedback among employees
A company-based method for exposing prospective manager to realistic exercises to develop improved management skills
Willful disregard or disobedience of the boss’s authority or legitimate order; criticizing the boss in public A benefit that combines disability insurance programs and efforts to reduce workers’ compensation claims
A cooperative strategy in which a common goal is the focus of negotiations
Interest arbitration Intranet: Job analysis:
An impasse resolution technique used to settle contract negotiation disputes
An organizational network that operates over the Internet Systematic way to gather and analyze information about the content, context, and the human requirements of jobs Important elements in a given job Identification of the tasks, duties, and responsibilities of a job
Job criteria: Job description Job design: Job enlargement: Job enrichment Job evaluation: Job instruction training Job posting:
Organizing tasks, duties, and responsibilities into a productive unit of work Broadening the scope of a job by expanding the number of different tasks to be performed
Increasing the depth of a job by adding the responsibility for planning, organizing, controlling, and evaluating The systematic determination of the relative worth of jobs within an organization
A systematic approach to OJT consisting of four basic steps
A system in which the employer provides notices of job openings and employees respond to apply The process of shifting a person from job to job The process of shifting an employee from job to job A positive emotional state resulting from evaluating one’s job experience
Job rotation: Job rotation: Job satisfaction: Job specifications : Job:
The knowledge, skills, and abilities (KSAs) and individual needs to perform a job satisfactorily
Grouping of tasks, duties, and responsibilities that constitutes the total work assignment for employees
Jungian personality typology Just cause: Karoshi Keogh plan: Labor force population: Labor markets: LandrumGriffin Act Late-career phase Leading Learning curve Learning organization Legislating love Leniency error Line manager
Four dimensions of personality matched to work environments
Reasonable justification for taking employment-related action A Japanese term meaning death fro overworking A type of individualized pension plan for self-employed individuals All individuals who are available for selection if all possible recruitment strategies are used
The external supply pool from which organizations attract employees
The law aimed at protecting union members from possible wrongdoing on the part of their unions A career stage in which individuals are no longer learning about their jobs, nor is it expected that they should be trying to outdo levels of performance from previous years A management function concerned with directing the work of others Depicts the rate of learning
An organization “skilled at creating, acquiring, and transferring knowledge and at modifying its behavior to reflect new knowledge and insights Company guidelines on how personal relationships may exist at work
A means by which performance appraisal can be distorted by evaluating employees against one’s own value system A manager who is authorized to direct the work of subordinates and responsible for accomplishing the organization’s goals Requirements that locks and tags be used to make equipment inoperative for repair or adjustment
Lock out/tag out regulations: Lockout
A refusal by the employer to provide opportunities to work
Lockout
A situation in labor-management negotiations whereby management prevents union members from returning to work Shutdown of company operations undertaken by management to prevent union members from working A one-time payment of all or part of a yearly pay increase
Lockout:
Lump-sum increase (LSI): Managed care: Management assessment centers Management by objectives (MBO): Management development Management rights Management rights: Management thought Mandated benefits: Mandatory issues: Marginal functions: Market line:
Approaches that monitor and reduce medical costs using restrictions and market system alternatives A situation in which management candidates are asked to make decisions in hypothetical situations and are scored on their performance. It usually also involves testing and the use of management games Specifies the performance goals that an individual and her or his manager agree to try to attain within an appropriate length of time
Any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills Items that are not part of contract negotiations, such as how to run the company, or how much to charge for products Those rights reserved to the employer to manage, direct, and control its business
Early theories of management that promoted today’s HRM operations
Ones that employers in the US must provide to employees by law
Collective bargaining issues identified specifically by labor laws or court decisions as a subject to bargaining Duties that are part of a job but are incidental or ancillary to the purpose and nature of a job
The line on a graph showing the relationship between job value, as determined by job evaluation points and pay survey rates Supreme Court case that stated an employer could refuse an OSHA inspection unless OSHA
Marshall v.
Barlow, Inc Massed practice: Mature workers Maturity curve: McDonnellDouglas Corp v. Green Mediation: Mediation: Membershipbased rewards Mentoring:
had a search warrant to enter the premises The performance of all of the practice at once
Those workers born before 1946
Curve that depicts the relationship between experience and pay rates
A four-part test used to determine if discrimination has occurred
Process by which a third party assists negotiators in reaching a settlement Process by which a third party assists negotiators in reaching a settlement Rewards that o to all employees regardless of performance
A relationship in which experienced managers aid individuals in the earlier stages of their careers An increase in one’s pay, usually give on an annual basis Any salary increase awarded to an employee based on his or her individual performance
Merit pay Merit Pay (merit raise) Metamorphosi s stage Mid-career phase Mission statement Modular plans
The socialization stage whereby the new employee must work out inconsistencies discovered during the encounter stage A career stage marked by a continuous improvement in performance, leveling off in performance or the beginning of deterioration of performance The reason an organization is in business
A flexible benefit system whereby employees choose a pre-designed package of benefits
Motivating potential score Motivation: National emergency strike: National emergency strikes National Institute for Occupational Safety and Health (NIOSH) National Labor Relations Board (NLRB) Negative reinforcement Nepotism: NLRB v. Bildisco & Bildisco Non-compete agreement: Noncontributory plan: Nondirective interview: Non-exempt employees:
A predictive index suggesting the motivation potential of a job
The desire within a person causing that person to act A strike that would impact the notional economy significantly
Strikes that might “imperil the national health and safety”
The government agency that researches and sets OSHA standards
The agency created by the Wagner Act to investigate unfair labor practice charges ad to provide for secret-ballot elections and majority rule in determining whether or not a firm’s employees want a union
An unpleasant reward
Practice of allowing relatives to work for the same employer Upheld the premise that a company could file for bankruptcy to have a labor contract nullified
Agreement that prohibits an individual who leave the organization from competing with the employer in the same line of business for a specified period of time Pension plan in which all the funds for pension benefits are provided by the employer
Interview that uses questions that are developed from the answers to previous questions
Employees who must be paid overtime under the Fair Labor Standards Act
Norms NorrisLaGuardia Act
Tells group members what they ought or ought not do in certain circumstances This law marked the beginning of the era of strong encouragement of unions and guaranteed to each employee the right to bargain collectively “free from interference, restraint, of coercion” Labor law act that set the stage for permitting individuals full freedom to designate a representative of their choosing to negotiate terms and conditions of employment A job analysis technique in which data are gathered by watching employees work
NorrisLaGuardia Act Observation method Occupational Safety and Health Act Occupational Safety and Health Act Ombudsman:
The law passed by Congress in 1970 “to assure so far as possible every working man and woman in the nation safe and healthful working conditions and to preserve our human resources Set standards to ensure safe and healthful working conditions and provided stiff penalties for violators
Person outside the normal chain of command who acts as a problem solver for both management and employees Workers are not required to join or pay dues A type of conditioning in which behavior lead to a reward or prevents punishment
Open shop: Operant conditioning Opinion surveys Organizationa l commitment: Organizationa l culture: Organizationa l culture: Organizationa l development (OD) Organization-
Communication devices that use questionnaires to regularly ask employees their opinions about the company, management, and work life The degree to which employees believe in and accept organizational goals and desire to remain with the organization
The shared values and beliefs of a workforce
The shared values and beliefs of a workforce
A method aimed at changing the attitudes, values, and beliefs of employees so that employees can improve the organization
Career planning that focuses on jobs and on identifying career paths that provide for the
centered career planning: Orientation: Outdoor training Outplacement
logical progression of people between jobs in an organization
The planned introduction of new employees to their jobs, co-workers, and the organization Specialized training that occurs outdoors that focuses on building self-confidence and teamwork A process whereby an organization assists employees, especially those being severed from the organization, in obtaining employment A systematic process by which a terminated person is trained and counseled in the techniques of self-appraisal and securing a new position Plan that combines all sick leave, vacation time, and holidays into a total number of hours or days that employees can take off with pay Ranking individuals’ performance by counting the number of times any one individual is the preferred member when compared with all other employees Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair
Outplacement counseling Paid time-off (PTO) plan: Paired comparison Paired comparison method Panel interview: Participative management Pay compression Pay equity:
Interview in which several interviewers interview the candidate at the same time
A management concept giving employees more control over the day-to-day activities on their job : Situation in which pay differences among individuals with different levels of experience and performance in the organization becomes small Similarity in pay for jobs requiring comparable levels of knowledge, skill, and ability, even if actual job duties differ significantly Similarity in pay for all jobs requiring comparable levels of knowledge, skills, and abilities, even if actual duties and market rates differ significantly A grouping of individual jobs having approximately the same job worth A collection of data on compensation rates for workers performing similar jobs in other organizations
Pay equity:
Pay grade: Pay survey:
Pay-forperformance Peer evaluation Peer orientation Peer review panel: Pension Benefit Guaranty Corporation Pension plans: Performance analysis
Rewarding employees based on their performance
A performance evaluation situation in which coworkers provide input into the employee’s performance Coworker assistance in orienting new employees
A panel of employees hear appeals from disciplined employees and make recommendations or decisions The organization that lays claim to corporate assets to pay or fund inadequate pension programs
Retirement benefits established and funded by employers and employees
Verifying that there is a performance deficiency and determining whether that deficiency should be rectified through training or through some other means (such as transferring the employee) The process of evaluating how well employees perform their jobs when compared to a set of standards, and then communicating that information to employees A process in which a trainer and the organizational client work together to boost workplace performance in support of business goals Processes used to identify, encourage, measure, evaluate, improve, and reward employee performance
Performance appraisal: Performance consulting: Performance management systems: Performance simulation test Performance standards: Performance standards: Performance:
Work sampling and assessment centers focusing on actual job activities
Indicators of what the job accomplishes and how performance is measured in key areas of the job description Expected levels of performance
What an employee does or does not do
Permissive issues: Perquisites (perks): Person-job fit: Personnel replacement charts Personorganization fit: Phased retirement: Physical ability tests: Physiological symptoms Placement: Plant Closing Bill Plant closing law Plant-wide incentives Plateauing Point method
Collective bargaining issues that are not mandatory but relate to certain jobs
Special benefits – usually noncash items – for executives
Matching the KSAs of people with the characteristics of jobs Company records showing present performance and promotability of inside candidates for the most important positions
The congruence between individuals and organizational factors
Approach in which employees reduce their workloads and pay
Tests that measure individual abilities such as strength, endurance, and muscular movement
Characteristics of stress that manifest themselves as increased heart and breathing rates, higher blood pressure, and headaches Fitting a person to the right job Also known as WARN, requires employers to give sixty days’ advanced notice of pending plant closings or major layoff The Worker Adjustment and Retraining Notification Act, which requires notifying employees in the event an employer decides to close its facility An incentive system that reward all members of the plant based on how well the entire group performed A condition of stagnating in one’s current job Breaking down jobs based on identifiable criteria and the degree to which these criteria exist on the job General guidelines that focus organizational actions A pension plan feature that allows employees to move their pension benefits from one
Policies: Portability:
employer to another Position Analysis Questionnaire Positive Reinforcemen t Post-training performance method Prearrival stage Predictive validity: Preferred provider organization (PPO): Pregnancy Discriminatio n Act (PDA) Pre-post training performance method Pre-post training performance with control group Preretirement counseling Primacy effect: A job analysis technique that rates jobs on 194 elements I six activity categories
Providing a pleasant response to an individual’s actions
Evaluating training programs based on how ell employees can perform their jobs after they have received the training
The socialization process stage that recognizes individuals arrive in an organization with a set of organizational values, attitudes, and expectations Measured when test results of applicants are compared with subsequent job performance
A healthcare provider that contracts with an employer group to provide healthcare services to employees at a competitive rate
An amendment to Title VII of the Civil Rights Act that prohibits sex discrimination based on “pregnancy, childbirth, or related medical conditions”
Evaluating training programs based the difference in performance before and after one receives training
Evaluating training by comparing pre- and post training results with individuals who did not receive the training
Employer-sponsored counseling aimed at providing information to ease the passage of employees into retirement Information received first gets the most weight
Primary research: Privacy Act
Research method in which data are gathered firsthand for the specific project being conducted Requires federal government agencies to make available information in an individual’s personnel file The perceived fairness of the process and procedures used to make decisions about employees Perceived fairness of the process used to make decisions about employees
Procedural justice: Procedural justice: Procedures: Production cells: Productivity:
Customary methods of handling activities Groupings of workers who produce entire products or components
A measure of the quantity and quality of work done, considering the cost of the resources used A system to distribute a portion of the profits of the organization to employees
Profit sharing: Programmed instruction Protected class: Psychological contract: Psychological symptoms Psychomotor tests: Public policy violation Qualifications inventories
Material is learned in highly organized, logical sequence, that requires the individual to respond Individuals within a group identified for protection under equal employment laws and regulation The unwritten expectations employees and employers have about the nature of their work relationships Characteristics of stress that manifest themselves as tension, anxiety, irritability, boredom, and procrastination Test that measure dexterity hand-eye coordination, arm-hand steadiness, and other factors
Prohibiting the termination of an employee for refusing to obey an order the employee considered illegal Manual or computerized systematic records listing employees’ education, career and development interests, languages, special skills, and so on to be used in forecasting inside candidates for promotion
Quality circle:
Small group of employees who monitor productivity and quality and suggest solutions to problems Sexual harassment in which employment outcomes are linked to the individual granting sexual favors Employment strategy aimed at mandating the same results as the food faith effort strategy through specific hiring and promotion restrictions Provided the initial impetus to widespread collective bargaining
Quid pro quo:
Quota strategy Railway Labor Act Ranking method Ranking method Ranking: Rater bias: Ratification: Realistic job preview Realistic job preview (RJP): Reasonable accommodati on: Recruiting: Red-circled employee: Reduced work hours Reengineerin g
The simplest method of job evaluation that involves ranking each job relative to all other jobs, usually based on overall difficulty Rating employees from highest to lowest
Listing of all employees from highest to lowest in performance Error that occurs when a rater’s values or prejudices distort the rating Process by which union member vote to accept the terms of a negotiated labor agreement A selection device that allows job candidate to learn negative as well as positive information about the job and organization The process through which a job applicant receives an accurate picture of a job
A modification or adjustment to a job or work environment for a qualified individual with a disability
The process of generating a pool of qualified applicants for organizational jobs An incumbent who is paid above the range set for the job
A downsizing concept whereby employees work fewer than forty hours and are paid accordingly Radical, quantum change in an organization
Regency effect: Reinforcemen t: Reject errors Relative standards Reliability: Replacement charts Representatio n certification Representatio n decertificatio n Responsibiliti es: Responsibiliti es: Restricted policy Retaliation: Return on investment (ROI): Reverse discrimination : Right to privacy:
Error in which the rater gives greater weight to recent events when appraising an individual’s performance People tend to repeat responses that give them some type of positive reward and avoid actions associated with negative consequences Rejecting candidates who would later perform successfully Evaluating an employee’s performance by comparing the employee with other employees
Consistency with which a test measures an item HRM organizational charts indicating positions that may become vacant in the near future and the individuals who may fill the vacancy The election process whereby union members vote in an union as their representative
The election process whereby union members vote in a union as their representative
Obligations to perform certain tasks and duties
Obligations to be accountable for actions
An HRM policy that results in the exclusion of a class of individuals
Punitive actions taken by employers against individuals who exercise their legal rights Calculation showing the value of expenditures for HR activities
When a person is denied an opportunity because of preferences given to protected-class individuals who may be less qualified
Defined for individuals as the freedom from unauthorized and unreasonable intrusion into personal affairs
Rights: Rightsizing Right-to-sue letter: Right-to-work laws: Roles Rules: Sabbatical leave: Safety: Salaries: Salary survey
That which belongs to a person by law, nature, or tradition Linking employee needs to organizational strategy A letter issued by the EEOC that notifies a complainant that he or she has 90 days in which to file a personal suit in federal court State laws that prohibit requiring employees to join unions as a condition of obtaining or continuing employment Behaviors that job incumbents are expected to display Specific guidelines that regulate and restrict the behavior of individuals Paid time off the job to develop and rejuvenate oneself
Condition in which the physical well-being of people is protected Consistent payments made each period regardless of number of hours worked A survey aimed at determining prevailing wage rates. A good salary survey provides specific wage rates for specific jobs. Formal written questionnaire surveys are the most comprehensive, but telephone surveys and newspaper ads are also sources of information Practice in which unions hire and pay people to apply for jobs at certain companies An incentive plan developed in 1937 by Joseph Scanlon and designed to encourage cooperation, involvement and sharing of benefits An organization-wide incentive program focusing on cooperation between management and employees through sharing problems, goals and ideas A set of principles designed to enhance worker productivity
Salting: Scanlon plan
Scanlon plan
Scientific management Secondary research: Security audit: Security:
Research method using data already gathered by others and reported in books, articles in professional journals, or other sources A comprehensive review of organizational security
Protection of employees and organizational facilities
Selection criteria: Selection rate: Selection: Self-directed work team: Self-efficacy: Seniority: Sensitivity training Separation agreement: Serious health condition: Severance pay: Sexual harassment: Shamrock team: Shared services Sick building Similarity error Simulated training
Characteristic that a person must have to do a job successfully
The percentage hire from a given group of candidates
Process of choosing individuals who have needed qualifications to fill jobs in an organization One composed of individuals assigned a cluster of tasks, duties, and responsibilities to be accomplished A person’s belief that he/she can successfully learn the training program content Time spent in the organization or on a particular job A method for increasing employees’ insights into their own behavior by candid discussions in groups led y special trainer Agreement in which a terminated employee agrees not to sue the employer in exchange for specified benefits A heath condition requiring inpatient, hospital, hospice, or residential medical care or continuing physician care
A security benefit voluntarily offered by employers to employees who lose their jobs
Action that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or crate a hostile work environment One composed of a core of members, resource experts who join the team as appropriate, and part-time/temporary members as needed Sharing HRM activities among geographically dispersed divisions
An unhealthy work environment Evaluating employees based on the way an evaluator perceives himself or herself
Training employees on special off-the-job equipment, and in airplane pilot training, whereby training costs and hazards can be reduced
Simulation:
A development technique that requires participants to analyze a situation and decide the best course of action based on the data given Any artificial environment that attempts to closely mirror and actual condition Structured interview were questions related directly to actual work activities
Simulations Situational interview Situational interview: Skill deficiencies Skill variety Skill variety: Social learning theory Socialization
A structured interview composed of questions about how applicants might handle specific job situations The lacking of basic abilities to perform many of today’s jobs
A situation in which jobs require a number of skills The extent to which the work requires several different activities for successful completion Theory of learning that views learning occurring through observation and direct experience
A process of adaptation that takes place as individuals attempt to learn the values and norms of work roles The number of employees a supervisor con effectively and efficiently direct Several practice sessions spaced over a period of hours or days
Spa of control Spaced practice: Speak up! programs Specialpurpose team: Staff manager Statutory rights: Stock option:
Communications programs that allow employees to register questions, concerns, ad complaints about work-related matters Organizational team formed to address specific problems, improve work processes, and enhance product and service quality
A manager who assists and advises line mangers Rights based on laws
A plan that gives an individual the right to buy stock in a company, usually at a fixed price for a period of time
Straight piece-rate system: Strategic goals Strategic human resource management: Stress
A pay system in which wages are determined by multiplying the number of units produced by the piece rate for one unit
Organization-wide goals setting direction for the next five to twenty years
Organizational use of employees to gain or keep a competitive advantage against competitors
A dynamic condition in which an individual is confronted with an opportunity, constraint, or demand related to what he or she desires and for which the outcome is perceived to be both uncertain and important An interview designed to see how the applicants handle themselves under pressure
Stress interview Stress interview: Stressors Strike:
Interview designed to create anxiety and put pressure on an applicant to see how the person responds Something that causes stress in an individual Work stoppage in which union members refuse to work in order to put pressure on an employer Interview tat uses a set of standardized questions asked of all job applicants
Structured interview: Structured interviews Structured questionnaire method Substance abuse: Succession planning: Suggestion system:
An interview in which there are fixed questions that are presented to every applicant
A specifically designed questionnaire on which employees rate tasks they perform on their jobs
The use of illicit substances or the misuse of controlled substances, alcohol, or other drugs
Process of identifying a longer-term plan for the orderly replacement of key employees
A formal method of obtaining employee input and upward communication
Summary plan description Sunshine Laws Survey feedback Sympathy strike Taft-Hartley Act
An ERISA requirement of explaining to employees their pension program and rights
Laws tat exist in some states that mandate that labor-management negotiations be open to the public A method that involves surveying employees’ attitudes and providing feedback to department managers so that problems can be solved by the managers and employees A strike that takes place when one union strikes in support of the strike of another
Also known as the Labor Management Relations Act, this law prohibited union unfair labor practices and enumerated the rights of employees as union members. It also enumerated the rights of employers A situation in which a worker completes all phases of a job The extent to which the job includes a “whole” identifiable unit of work that is carried out from start to finish and that results in a visible outcome A situation in which the employee has substantial impact on the lives of other employees
Task identity Task identity:
Task significance Task significance: Task: Team building
The impact the job has on other people
A distinct, identifiable work activity composed of motions Improving the effectiveness of teams such as corporate officers and division directors trough use of consultants, interviews, and teambuilding meetings Interview in which applicants are interviewed by the team members with whom they will work A job analysis technique that involves extensive input form the employee’s supervisor
Team interview: Technical conference method Telecommutin g: Top-down programs
Process of going to work via electronic computing and telecommunications equipment
Communications activities including in-house television centers, frequent roundtable discussions, and in-house newsletters that provide continuing opportunities for the firm to let
all employees by updated on important matters regarding the firm Total quality management Training: A continuous process improvement
A process whereby people acquire capabilities to aid in the achievement of organizational goals Extra payment for employees whose jobs are being eliminated, thereby motivating them to remain with the organization for a period of time Study of a firm’s past employment needs over a period of years to predict future needs
Transition stay bonus: Trend analysis Turnover: Undue hardship: Union authorization card: Union avoidance Union busting Union security arrangements Union security provisions: Union steward: Union:
Process in which employees leave the organization and have to be replaced Significant difficulty or expense imposed on an employer when making an accommodation for individuals with disabilities Card signed by an employee to designate a union as his of her collective bargaining agent
A company tactic of providing to employees those things unions would provide without employees having to join the union A company tactic designed to eliminate the union that represents the company’s employees Labor contract provisions designed to attract and retain dues-paying union members
Contract clauses to aid the union is obtaining and retaining members
An employee elected to serve as the first-line representative of unionized workers
A formal association of workers that promotes the interests of its members through collective action Computed by dividing the average cost of workers by their average levels of output
Unit labor cost:
Unsafe acts Unsafe conditions Upward appraisals Utility analysis: Utilization analysis: Utilization review: Validity: Variable pay: Variable pay: Vesting: Virtual reality Wage curve Wage curve
Behavior tendencies and undesirable attitudes that cause accidents The mechanical and physical conditions that cause accidents
An employee appraisal process whereby employees evaluate their supervisors
Analysis in which economic or other statistical models are built to identify the costs and benefits associated with specific HR activities An analysis that identifies the number of protected-class members employed and the types of jobs they hold in an organization An audit and review of the services and costs billed by health-care providers
Extent to which a test actually measures what it says it measures Type of compensation linked to individual, team, or organizational performance Compensation linked to individual, team, and organizational performance The right of employees to receive benefits from their pension plans A process whereby the work environment is simulated by sending messages to the brain Shows the relationship between the value of the job and the average wage paid for this job The result of the plotting of points of established pay grades against wage base rates to identify the general pattern of wages and find individuals whose wages are out of line Payments directly calculated on the amount of time worked This law banned certain types of unfair labor practices and provided for secret-ballot elections and majority rule for determining whether or not a firm’s employees want to unionize Unsolicited applicants A law enacted in 1936 that requires minimum-wage and working conditions for employees working on any government contract amounting to more than $10,000
Wages: Wagner Act
Walk-ins Walsh-Healey Public Contract Act
Ward Cove v. Atonio Weighted application form Wellness programs: Well-pay: Whistleblowers: Whistleblowing Wildcat strike Wildcat strike Work sample tests: Work sampling Work: Worker Adjustment and Retraining Notification Act Worker involvement programs Workers’ compensation : Workflow
US Supreme Court decision that makes it difficult to prove a case of unlawful discrimination against an employer A special type of application form where relevant applicant information is used to determine the likelihood of job success
Programs designed to maintain or improve employee health before problems arise
Extra pay for not taking sick leave Individuals who report real or perceived wrongs committed by their employers
A situation in which an employee notifies authorities of wrongdoing in an organization
An unauthorized strike occurring during the term of a contract An unauthorized and illegal strike that occurs during the terms of an existing contract Tests that require an applicant to perform a simulated job task
A selection device requiring the job applicant to actually perform a small segment of the job
Effort directed toward producing or accomplishing results Federal law requiring employers to five sixty days’ notice of pending plant closing or major layoff
Programs that aim to boost organizational effectiveness by getting employees to participate in planning, organizing and managing their jobs
Benefits provided to persons injured on the job
A study of the way work (inputs, activities, and outputs) moves through an organization
analysis: Wrongful discharge: Yellow-dog contract Yield ratios: Occurs when an employer terminates an individual’s employment for reasons that are improper or illegal An agreement whereby employees state that they are not now, nor will they be in the future, union member A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage
doc_642338966.pdf
This is a report about the term and abbreviation in human resource management.
Term 4/5ths rule:
Definition Rule stating that discrimination generally is considered to occur if the selection rate for a protected group is less than 80% (4/5ths) of the selection rate for the majority group or less than 80% of the group’s representation in the relevant labor market An agreement in which a percentage of an employee’s pay is withheld and invested in a tax deferred account Measuring an employee’s performance against some established standards
401(k) plan:
Absolute standards Accept errors Action learning Active practice: Adjective rating scales Adverse impact
Accepting candidates who would later prove to be poor performers A training technique by which management trainees are allowed to work full time analyzing and solving problems in other departments The performance of job-related tasks and duties by trainees during training
A performance appraisal method that lists a number of traits and a range of performance for each The overall impact of employer practices that result in significantly higher percentages of members of minorities and other protected groups being rejected for employment placement, or promotion A situation in flexible benefits administration where those in greatest need of a particular benefit choose that benefit more often than the average employee Situation in which only higher-risk employees select and use certain benefits
Adverse selection Adverse selection: Affirmative action Affirmative action plan (AAP): Affirmative action: Agency shop
Steps that are taken for the purpose of eliminating the present effects of past discrimination
Formal document that an employer compiles annually for submission to enforcement agencies
Process in which employers identify problem areas, set goals, and take positive steps to enhance opportunities for protected-class members A form of union security in which employees who do not belong to the union must still pay union dues on the assumption that union efforts benefit all workers Supreme Court case in which it was ruled that the validity of job tests must be documented
Albemarle
Paper Company v. Moody Alternation ranking method Apathy Applicant pool: Applicant population: Application form Appraisal interview Apprenticeshi p Arbitration: Arbitration: Assessment center: Attitude survey: Attribution theory Attrition Authority Autonomy
and that employee performance standards must be unambiguous
Ranking employees from best to worst on a particular trait
Significant dysfunction tension resulting in no effort being made All persons who are actually evaluated for selection
A subset of the labor force population that is available for selection using a particular recruiting approach The from that provides information on education, prior work record, and skills
An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths A time – typically two to five years – when an individual is considering to be training to learn a skill Process that uses a neutral third party to make a decision Process that uses a neutral third party to make a decision A collection of instruments and exercises designed to diagnose individuals’ development needs One that focuses on employees’ feelings and beliefs about their jobs and the organization
A theory of performance evaluation based on the perception of who is in control of an employee’s performance A process whereby the jobs of incumbents who leave for any reason will not be filled The right to make decisions, direct others’ work, and give orders The freedom and independence involved in doing one’s job
Autonomy: Availability analysis: Baby boomers Baby busters Background investigation Bargaining unit: Base pay: Behavior modeling
The extent of individual freedom and discretion in the work and its scheduling An analysis that identifies the number of protected-class members available to work in the appropriated labor markets in given jobs Those individuals born between 1946 and 1964 Those individuals born in 1965 and years after. Often referred to as generation Xers The process of verifying information job candidates provide
Employees eligible to select a single union to represent and bargain collectively for them
The basic compensation an employee receives, usually as a wage or salary A training technique in which trainees are first shown good management techniques in a film, are then asked to play roles in a simulated situation, and are then given feedback and praise by their supervisor Copying someone else’s behavior
Behavior modeling: Behavioral interview: Behavioral rating approach: Behavioral symptoms Behaviorally Anchored Rating Scales (BARS) Benchmark job: Benchmarking :
Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past Assesses an employee’s behaviors instead of other characteristics
Symptoms of stress characterized by decreased productivity, increased absenteeism and turnover, and increased smoking and alcohol/substance consumption A performance appraisal technique that generates critical incidents and develops behavioral dimensions of performance. The evaluator appraises behaviors rather than traits
Job found in many organizations and performed by several individuals who have similar duties that are relatively stable and require similar KSAs Comparing specific measures of performance against data on those measures in other “best practice” organizations
Benefit:
An indirect reward given to an employee or group of employees as a part of organizational membership Indirect compensation given to an employee or group of employees as a part of organizational membership A comprehensive look at all aspects of benefits
Benefit:
Benefits needs analysis: Blind-box ad Blue Cross Blue Shield Bona fide occupational qualification (BFOQ): Bonus: Boycott
An advertisement in which there is no identification of the advertising organization A health insurer concerned with the hospital side of health insurance A health insurer concerned with the provider side of health insurance Characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal basis of consideration
A one-time payment that does not become part of the employee’s base pay The combined refusal by employees and other interested parties to by or se the employer’s products Practice of using fewer pay grades having broader ranger than in traditional compensation systems A means a company uses to post information of interest to its employees The total depletion of physical and mental resources caused by excessive striving to reach an unrealistic work-related goal A fulltime union official who operates the union office and assists union members
Broadbanding : Bulletin board Burnout
Business agent: Business necessity: Career stages
A practice necessary for safe and efficient organizational operations
An individual’s career moves through five stages: exploration, establishment, mid-career, late-career, and decline The series of work-related positions a person occupies throughout life
Career:
Case study method Central tendency Central tendency Central tendency error: Change agent
A development method in which the manager is presented with a written description of an organizational problem to diagnose and solve A tendency to rate all employees the same way, such as rating them all average
The tendency of a rater to give average ratings
Rating all employees in a narrow range in the middle of the rating scale
Individuals responsible for fostering the change effort, and assisting employees in adapting to the changes Performance appraisal tool that uses a list of statements or words that are checked by raters Summons informing employers and employees of the regulations and standards that have been violated in the workplace Replace Executive Order 11491 as the basic law governing labor relations for federal employees Method of job evaluation that focuses on creating common job grades based on skills, knowledge, and abilities Labor legislation that attempted to limit the use of injunctions against union activities A firm that requires individuals to join a union before they can be hired A development activity in which a manager takes an active role in guiding another manager Training and feedback given to employees by immediate supervisors Test that measure an individual’s thinking, memory, reasoning, and verbal and mathematical abilities Process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment An external search process focusing recruiting efforts on a college campus
Checklist: Citation
Civil Service Reform Act Classification method Clayton Act Closed shop: Coaching Coaching: Cognitive ability tests: Collective bargaining: College placements
Commission: Communicatio ns programs Comparable worth Compa-ratio: Compensable factor: Compensation committee: Compensator y time off: Competencies : Competitive advantage Complaint procedure Complaint: Compressed workweek: Conciliation:
Compensation computed as a percentage of sales in units or dollars HRM programs designed to provide information to employees
The concept by which women who are usually paid less than men can claim that men in comparable rather than strictly equal jobs are paid more Pay level divided by the midpoint of the pay range Identifies a job value commonly present throughout a group of jobs
A subgroup of the board of directors composed of directors who are not officers of the firm
Hours given in lieu of payment for extra time worked
Basic characteristics that can be linked to enhanced performance by individuals or teams
The basis for superiority over competitors and thus for hoping to claim certain customers
A formalized procedure in an organization through which an employee seeks resolution of a work problem Indication of employee dissatisfaction One in which a full week’s work is accomplished in fewer than five days
Process by which a third party attempts to keep union and management negotiators talking so that they can reach a voluntary settlement Measured when an employer tests current employees and correlates the scores with their performance ratings Factors that can affect maximizing outcome is recruiting
Concurrent validity: Constraints on recruiting efforts
Construct validity: Constructive discharge: Content validity: Continuous process improvement Contract administratio n Contractual rights: Contrast error: Contributory plan: Controlled experimentati on Controlling Co-payment: Core competency: Core-plus plans Correlation coefficient: Correlation coefficients
Validity showing a relationship between an abstract characteristic and job performance
Occurs when an employer deliberately makes conditions intolerable in an attempt to get an employee to quit Validity measured by use of a logical, nonstatistical method to identify the KSAs and other characteristics necessary to perform a job A total quality management concept whereby workers continue toward 100 percent effectiveness on the job
Implementing, interpreting, and monitoring the negotiated agreement between labor and management
Rights based on a specific contractual agreement between employer and employee
Tendency to rate people relative to others rather than against performance
Pension plan in which the money for pension benefits is paid in by both employees and employers Formal method for testing the effectiveness of a training program, preferable with beforeand-after tests and a control group
A management function concerned with monitoring activities Employee’s payment of a portion of the cost of both insurance premiums and medical care A unique capability that creates high value and that differentiates the organization from its competition A flexible benefits program whereby employees are provided core benefit coverage and then are permitted to buy additional benefits from a menu Index number giving the relationship between a predictor and a criterion variable
A statistical procedure showing the strength of the relationship between one’s test score and job performance
Cost-benefit analysis: Craft union: Criterionrelated validity: Critical incident appraisal Critical incident method Cultural environments Cumulative trauma disorders (CTDs): Cut score Davis-Bacon Act Decentralized work sites Decertificatio n: Decline phase Definedbenefit plan: Definedcontribution plan: Delegation
Comparison of costs and benefits associated with training
One whose members do one type of work, often using specialized skills and training Validity measured by a procedure that uses a test as the predictor of how well an individual will perform on the job
A performance appraisal method that focuses on the key behaviors that make the difference between doing a job effectively or ineffectively
Keeping a record of uncommonly food or undesirable examples of an employee’s workrelated behavior and reviewing it with the employee at predetermined times
The attitudes and perspectives shared by individuals from specific countries that shape their behavior and how they view the world Muscle and skeletal injuries that occur when workers respectively use the same muscles to perform tasks
A point at which applicants scoring below that point are rejected A law passed in 1931 that sets wage rates for laborers employed by contractors working for the federal government Work sites that exist away from an organization’s facilities
Process whereby a union is removed as the representative of a group of employees
The final stage in one’s career, usually marked by retirement One in which an employee is promised a pension amount based on age and service
One in which the employer makes an annual payment to an employee’s pension account
A management activity in which activities are assigned to individuals at lower levels in the
organization Deprivation Development: Diary method Dictionary of Occupational Titles Differential piece-rate system: Differential validity Disabled person: Discipline: Disparate impact: Disparate treatment: Distributive bargaining Distributive justice: Distributive justice: Diversity: Diversity: Documentatio A state of having an unfulfilled need Efforts to improve employees’ ability to handle a variety of assignments A job analysis method requiring job incumbents to record their daily activities A government publication that lists more than 30,000 jobs
A system in which employees are paid one piece-rate wage for units produced up to a standard output and a higher piece-rate wage for units produced over the standard
A special type of validation whereby a cut score is lower due to bias in the test
Someone who has a physical or mental impairment that substantially limits life activities, who has record of such an impairment, or who is regarded as having such an impairment Form of training that enforces organizational rules Occurs when substantial under representation of protected-class members results from employment decisions that work to their disadvantage Situation that exists when protected-class members are treated differently from others
A competitive, confrontational bargaining strategy
The perceived fairness in the distribution of outcomes
Perceived fairness in the distribution of outcomes
The differences among people The differences among people Used as a record of the performance appraisal process outcomes
n Downsizing Draw: Drug-free Workplace Act Due process: Duty: Dysfunctional tension Early retirement Economic strike Economic value added (EVA): Effortperformance relationship E-learning: Employee assistance program: Employee benefits Employee counseling An activity in an organization aimed at creating greater efficiency by eliminating certain jobs An amount advanced from and repaid to future commissions earned b the employee Requires specific government-related groups to ensure that their workplace is drug free
Means used for individuals to explain and defend their actions against charges or discipline A larger work segment composed of several tasks that are performed by an individual Tension that leads to negative stress
A downsizing effort whereby employees close to retirement are given some incentive to leave the company earlier than expected An impasse that results from labor and management’s ability to agree on the wages, hours, terms, and conditions of a “new” contract A firm’s net operating profit after the cost of capital is deducted
The likelihood that putting forth the effort will lead to successful performance on the job
The use of the Internet or an organizational intranet to conduct training on-line One that provides counseling and other help to employees having emotional, physical, or other personal problems
Membership-based, nonfinancial rewards offered to attract and keep employees
A process whereby employees are guided in overcoming performance problems
Employee development Employee handbook Employee leasing Employee monitoring Employee referrals Employee Retirement Income Security Act Employee rights Employee stock ownership plan (ESOP): Employee training Employment “test”: Employment contract: Employment legislation Employmentat-will (EAW): Encapsulated development:
Future-oriented training, focusing on the personal growth of the employee
A booklet describing the important aspects of employment an employee needs to know
Hiring “temporary” employees for long periods of time
An activity whereby the company is able to keep informed of its employees’ activities
A recommendation from a current employee regarding a job applicant
Law passed in 1974 designed to protect employee retirement benefits
A collective term dealing with varied employee protection practices in an organization
A plan whereby employees gain stock ownership in the organization for which they work
Present-oriented training, focusing on individuals’ current jobs
Any employment procedure used as the basis for making an employment-related decision
Agreement that formally outlines the details of employment
Laws that directly affect the hiring, firing, and promotion of individuals
A common law doctrine stating that employers have the right to hire, fire, demote, of promote whomever they choose, unless there is a law or contract to the contrary Situation in which an individual learns new methods and ideas in a development course and returns to a work unit that is still bound by old attitudes and methods
Encounter stage Environmenta l influences Environmenta l scanning: Equal employment opportunity (EEO): Equal Pay Act Equity: Equity: Ergonomics:
The socialization stage where individuals confront the possible dichotomy between their organizational expectations and reality Those factors outside the organization tat directly affect HRM operations
Process of studying the environment of the organization to pinpoint opportunities and threats Individuals should have equal treatment in all employment-related actions
Passed in 1963, this act requires equal pay for equal work The perceived fairness of what the person does compared with what the person receives The perceived fairness between what a person does and what the person receives The study and design of the work environment to address physiological and physical demands on individuals A performance appraisal method whereby an appraiser writes a narrative about the employee Fundamental duties of a job
Essay appraisal Essential job functions: Essential job functions: Establishment phase Executive Order 10988 Executive Order 11491 Exempt employees: Exit
Fundamental duties of a job
A career stage in which one begins to search for work. It includes getting one’s first job
Affirmed the right of federal employees to join unions and granted restricted bargaining rights to these employees Designed to make federal labor relations more like those in the private sector. Also established the Federal Labor Relations Council Employees to whom employers are not required to pay overtime under the Fair Labor Standards Act An interview in which individuals are asked to identify reasons for leaving the organization
interview: Expatriates Exploration phase External dimension Extinction Extranet: Individuals who work in a country in which they are not citizens of that country A career stage that usually ends in one’s mid-twenties as one makes the transition form school to work Te objective progression of steps through a given occupation
The elimination of any reinforcement that maintains behavior An Internet-linked network that allows employees access to information provided by external entities A neutral third-party individual who conducts a hearing to gather evidence and testimony from the parties regarding the differences between them A method of job analysis in which job factors are compared to determine the worth of the job
Fact-finder
Factor comparison method Fair Credit Reporting Act Fair Labor Standards Act Family and Medical Leave Act Familyfriendly benefits Familyfriendly organization Federal agency guidelines Federal Mediation and
Requires an employer to notify job candidates of its intent to check into their credit
Passed in 1938, this act established laws outlining minimum wage, overtime pay, and maximum hour requirements for most U.S. workers Federal legislation that provides employees up to twelve weeks of unpaid leave each year to care for family members, or for their own medical reasons
Flexible benefits that are supportive of caring for one’s family
Organizations that provide benefits that support employees’ caring for their families
Guidelines issued by federal agencies charged with ensuring compliance with equal employment federal legislation explaining recommended employer procedures in detail
A government agency that assists labor and management in settling their disputes
Conciliation Service Federation: Feedback: Flexible benefits plan: Flexible spending account: Flexible spending accounts Flexible staffing: Flextime: Group of autonomous national and international unions The amount of information received about how well or how poorly one has performed One that allows employees to select the benefits the prefer from groups of benefits established by the employer Account that allows employees to contribute pretax dollars to by additional benefits
Special benefits accounts that allow the employee to set aside money on a pretax basis to pay for certain benefits
Use of recruiting sources and workers who are not traditional employees
Scheduling arrangement in which employees work a set number of hours per day by vary starting and ending times Similar to grading on a curve; predetermined percentages of ratees are place in various performance categories
Forced distribution method Forced distribution: Forced-choice appraisal Forecasting: Functional tension Gainsharing: Garnishment:
Performance appraisal method in which ratings of employees’ performance are distributed along a bell-shaped curve A type of performance appraisal method in which the rater must choose between two specific statements about an employee’s work behavior Use of information from the past and present to identify expected future conditions Positive tension that creates the energy for an individual to act
The sharing with employees of greater-then-expected gains in profits and/or productivity A court action in which a portion of an employee’s wages is set aside to pay a debt owed a creditor Discriminatory practices that have prevented women and other protected-class members
Glass ceiling:
from advancing to executive-level jobs Global village Golden parachute: Good faith bargaining The production and marketing of goods and services worldwide A severance benefit that provides protection and security to executives in the event that they lose their jobs or their firms are acquired by other firms A term that means both parties are communicating and negotiating and that proposals are being matched with counterproposals with both parties making every reasonable effort to arrive at agreements. It does not mean that either party is compelled to agree to a proposal Employment strategy aimed at changing practices that have contributed in the past to excluding or underutilizing protected groups
Good faith effort strategy Graphic rating scale
A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her level of performance for each trait A scale that allows the rater to mark an employee’s performance on a continuum
Graphic rating scale: Graphology Green-circled employee: Grievance arbitration: Grievance procedures: Grievance: Griggs v. The Duke Power Company Case
Handwriting analysis An incumbent who is paid below the range set for the job
Means by which a third party settles disputes arising from different interpretations of a labor contract Formal channels of communications used to resolve grievances
Complaint formally stated in writing Heard by the Supreme Court in which the plaintiff argued that his employer’s requirement that coal handlers be high school graduates was unfairly discriminatory. In finding for the plaintiff, the court ruled that discrimination need not be overt to be illegal, that employment practices must be related to job performance, and that the burden of proof is on the employer to show that hiring standards are job related Meeting with a number of employees to collectively determine what their jobs entail
Group interview method Group order
A relative standard of performance characterized as placing employees into a particular
ranking Guaranteed fair treatment
classification, such as the “top one-fifth” Employer programs that are aimed at ensuring that all employees are treated fairly, generally by providing formalized well-documented, and highly publicized vehicles through which employees can appeal any eligible issues Rating a person high on all items because of performance in one area A series of studies that provided new insights into group behavior
Halo effect: Hawthorne studies Hazard communicatio n standard Health Maintenance Act Health maintenance organization (HMO): Health promotion: Health: Holland vocational preferences Honesty tests Host-country national Hostile environment: Hot-stove rule HR audit:
Requires organizations to communicate to its employees hazardous chemicals they may encounter on the job and how to deal with them safely
Established the requirement that companies offering traditional health insurance to its employees must also offer alternative health-care options
Managed care plan that provides services for a fixed period on a prepaid basis
A supportive approach to facilitate and encourage employees to enhance healthy actions and lifestyles A general state of physical, mental, and emotional well-being An individual occupational personality as it relates to vocational themes
A specialized paper and pencil test designed to assess one’s honesty Hiring a citizen for the host country to perform certain jobs in the global village
Sexual harassment where an individual’s work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions Discipline should be immediate, provide ample warning, be consistent, and impersonal A formal research effort that evaluates the current state of HR management in an organization
HR generalist: HR research:
A person with responsibility for performing a variety of HR activities The analysis of data from HR records to determine the effectiveness of past and present HR practices A person with in-depth knowledge and expertise in a limited area of HR Means used to anticipate and manage the supply of and demand for human resources An integrated system designed providing information used in HR decision making
HR specialist: HR strategies: Human resource information system (HRIS): Human resource planning: Human resources inventory Human Resources management: Illegal issues: Immediate confirmation: Imminent danger Impasse Implied employment contract Impression management IMPROSHARE
Process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives
Describes the skills that are available within the organization
The design of formal systems in an organization to ensure effective and efficient use of human talent to accomplish organizational goals
Collective bargaining issues that would require either party to take illegal action The concept that people learn best if reinforcement and feedback is given after training
A condition where an accident is about to occur
A situation where labor and management cannot reach a satisfactory agreement Any organizational guarantee or promise about job security
Influencing performance evaluations by portraying an image that is desired by the appraiser
A special type of incentive plan using a specific mathematical formula for determining
employee bonuses Incentive plan A plan in which a production standard is set for a specific work group, and its members are paid incentives if the group exceeds the production standard Number of injuries, illnesses, or lost workdays as it relates to a common base of 100 fulltime employees Workers who perform specific services on a contract basis
Incident rate
Independent contractors: Individual performanceorganizational goal relationship Individual retirement account (IRA): Individualcentered career planning: Industrial union: Informal training: In-house development centers Insubordinati on Integrated disability management program: Integrative bargaining
The likelihood that successful performance on the job will lead to the attainment of organizational goals
A special account in which an employee can set aside funds that will not be taxed until the employee retires
Career planning that focuses on individuals’ careers rather than on organizational needs
One that includes many persons working in the same industry or company, regardless of jobs held Training that occurs through interactions and feedback among employees
A company-based method for exposing prospective manager to realistic exercises to develop improved management skills
Willful disregard or disobedience of the boss’s authority or legitimate order; criticizing the boss in public A benefit that combines disability insurance programs and efforts to reduce workers’ compensation claims
A cooperative strategy in which a common goal is the focus of negotiations
Interest arbitration Intranet: Job analysis:
An impasse resolution technique used to settle contract negotiation disputes
An organizational network that operates over the Internet Systematic way to gather and analyze information about the content, context, and the human requirements of jobs Important elements in a given job Identification of the tasks, duties, and responsibilities of a job
Job criteria: Job description Job design: Job enlargement: Job enrichment Job evaluation: Job instruction training Job posting:
Organizing tasks, duties, and responsibilities into a productive unit of work Broadening the scope of a job by expanding the number of different tasks to be performed
Increasing the depth of a job by adding the responsibility for planning, organizing, controlling, and evaluating The systematic determination of the relative worth of jobs within an organization
A systematic approach to OJT consisting of four basic steps
A system in which the employer provides notices of job openings and employees respond to apply The process of shifting a person from job to job The process of shifting an employee from job to job A positive emotional state resulting from evaluating one’s job experience
Job rotation: Job rotation: Job satisfaction: Job specifications : Job:
The knowledge, skills, and abilities (KSAs) and individual needs to perform a job satisfactorily
Grouping of tasks, duties, and responsibilities that constitutes the total work assignment for employees
Jungian personality typology Just cause: Karoshi Keogh plan: Labor force population: Labor markets: LandrumGriffin Act Late-career phase Leading Learning curve Learning organization Legislating love Leniency error Line manager
Four dimensions of personality matched to work environments
Reasonable justification for taking employment-related action A Japanese term meaning death fro overworking A type of individualized pension plan for self-employed individuals All individuals who are available for selection if all possible recruitment strategies are used
The external supply pool from which organizations attract employees
The law aimed at protecting union members from possible wrongdoing on the part of their unions A career stage in which individuals are no longer learning about their jobs, nor is it expected that they should be trying to outdo levels of performance from previous years A management function concerned with directing the work of others Depicts the rate of learning
An organization “skilled at creating, acquiring, and transferring knowledge and at modifying its behavior to reflect new knowledge and insights Company guidelines on how personal relationships may exist at work
A means by which performance appraisal can be distorted by evaluating employees against one’s own value system A manager who is authorized to direct the work of subordinates and responsible for accomplishing the organization’s goals Requirements that locks and tags be used to make equipment inoperative for repair or adjustment
Lock out/tag out regulations: Lockout
A refusal by the employer to provide opportunities to work
Lockout
A situation in labor-management negotiations whereby management prevents union members from returning to work Shutdown of company operations undertaken by management to prevent union members from working A one-time payment of all or part of a yearly pay increase
Lockout:
Lump-sum increase (LSI): Managed care: Management assessment centers Management by objectives (MBO): Management development Management rights Management rights: Management thought Mandated benefits: Mandatory issues: Marginal functions: Market line:
Approaches that monitor and reduce medical costs using restrictions and market system alternatives A situation in which management candidates are asked to make decisions in hypothetical situations and are scored on their performance. It usually also involves testing and the use of management games Specifies the performance goals that an individual and her or his manager agree to try to attain within an appropriate length of time
Any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills Items that are not part of contract negotiations, such as how to run the company, or how much to charge for products Those rights reserved to the employer to manage, direct, and control its business
Early theories of management that promoted today’s HRM operations
Ones that employers in the US must provide to employees by law
Collective bargaining issues identified specifically by labor laws or court decisions as a subject to bargaining Duties that are part of a job but are incidental or ancillary to the purpose and nature of a job
The line on a graph showing the relationship between job value, as determined by job evaluation points and pay survey rates Supreme Court case that stated an employer could refuse an OSHA inspection unless OSHA
Marshall v.
Barlow, Inc Massed practice: Mature workers Maturity curve: McDonnellDouglas Corp v. Green Mediation: Mediation: Membershipbased rewards Mentoring:
had a search warrant to enter the premises The performance of all of the practice at once
Those workers born before 1946
Curve that depicts the relationship between experience and pay rates
A four-part test used to determine if discrimination has occurred
Process by which a third party assists negotiators in reaching a settlement Process by which a third party assists negotiators in reaching a settlement Rewards that o to all employees regardless of performance
A relationship in which experienced managers aid individuals in the earlier stages of their careers An increase in one’s pay, usually give on an annual basis Any salary increase awarded to an employee based on his or her individual performance
Merit pay Merit Pay (merit raise) Metamorphosi s stage Mid-career phase Mission statement Modular plans
The socialization stage whereby the new employee must work out inconsistencies discovered during the encounter stage A career stage marked by a continuous improvement in performance, leveling off in performance or the beginning of deterioration of performance The reason an organization is in business
A flexible benefit system whereby employees choose a pre-designed package of benefits
Motivating potential score Motivation: National emergency strike: National emergency strikes National Institute for Occupational Safety and Health (NIOSH) National Labor Relations Board (NLRB) Negative reinforcement Nepotism: NLRB v. Bildisco & Bildisco Non-compete agreement: Noncontributory plan: Nondirective interview: Non-exempt employees:
A predictive index suggesting the motivation potential of a job
The desire within a person causing that person to act A strike that would impact the notional economy significantly
Strikes that might “imperil the national health and safety”
The government agency that researches and sets OSHA standards
The agency created by the Wagner Act to investigate unfair labor practice charges ad to provide for secret-ballot elections and majority rule in determining whether or not a firm’s employees want a union
An unpleasant reward
Practice of allowing relatives to work for the same employer Upheld the premise that a company could file for bankruptcy to have a labor contract nullified
Agreement that prohibits an individual who leave the organization from competing with the employer in the same line of business for a specified period of time Pension plan in which all the funds for pension benefits are provided by the employer
Interview that uses questions that are developed from the answers to previous questions
Employees who must be paid overtime under the Fair Labor Standards Act
Norms NorrisLaGuardia Act
Tells group members what they ought or ought not do in certain circumstances This law marked the beginning of the era of strong encouragement of unions and guaranteed to each employee the right to bargain collectively “free from interference, restraint, of coercion” Labor law act that set the stage for permitting individuals full freedom to designate a representative of their choosing to negotiate terms and conditions of employment A job analysis technique in which data are gathered by watching employees work
NorrisLaGuardia Act Observation method Occupational Safety and Health Act Occupational Safety and Health Act Ombudsman:
The law passed by Congress in 1970 “to assure so far as possible every working man and woman in the nation safe and healthful working conditions and to preserve our human resources Set standards to ensure safe and healthful working conditions and provided stiff penalties for violators
Person outside the normal chain of command who acts as a problem solver for both management and employees Workers are not required to join or pay dues A type of conditioning in which behavior lead to a reward or prevents punishment
Open shop: Operant conditioning Opinion surveys Organizationa l commitment: Organizationa l culture: Organizationa l culture: Organizationa l development (OD) Organization-
Communication devices that use questionnaires to regularly ask employees their opinions about the company, management, and work life The degree to which employees believe in and accept organizational goals and desire to remain with the organization
The shared values and beliefs of a workforce
The shared values and beliefs of a workforce
A method aimed at changing the attitudes, values, and beliefs of employees so that employees can improve the organization
Career planning that focuses on jobs and on identifying career paths that provide for the
centered career planning: Orientation: Outdoor training Outplacement
logical progression of people between jobs in an organization
The planned introduction of new employees to their jobs, co-workers, and the organization Specialized training that occurs outdoors that focuses on building self-confidence and teamwork A process whereby an organization assists employees, especially those being severed from the organization, in obtaining employment A systematic process by which a terminated person is trained and counseled in the techniques of self-appraisal and securing a new position Plan that combines all sick leave, vacation time, and holidays into a total number of hours or days that employees can take off with pay Ranking individuals’ performance by counting the number of times any one individual is the preferred member when compared with all other employees Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair
Outplacement counseling Paid time-off (PTO) plan: Paired comparison Paired comparison method Panel interview: Participative management Pay compression Pay equity:
Interview in which several interviewers interview the candidate at the same time
A management concept giving employees more control over the day-to-day activities on their job : Situation in which pay differences among individuals with different levels of experience and performance in the organization becomes small Similarity in pay for jobs requiring comparable levels of knowledge, skill, and ability, even if actual job duties differ significantly Similarity in pay for all jobs requiring comparable levels of knowledge, skills, and abilities, even if actual duties and market rates differ significantly A grouping of individual jobs having approximately the same job worth A collection of data on compensation rates for workers performing similar jobs in other organizations
Pay equity:
Pay grade: Pay survey:
Pay-forperformance Peer evaluation Peer orientation Peer review panel: Pension Benefit Guaranty Corporation Pension plans: Performance analysis
Rewarding employees based on their performance
A performance evaluation situation in which coworkers provide input into the employee’s performance Coworker assistance in orienting new employees
A panel of employees hear appeals from disciplined employees and make recommendations or decisions The organization that lays claim to corporate assets to pay or fund inadequate pension programs
Retirement benefits established and funded by employers and employees
Verifying that there is a performance deficiency and determining whether that deficiency should be rectified through training or through some other means (such as transferring the employee) The process of evaluating how well employees perform their jobs when compared to a set of standards, and then communicating that information to employees A process in which a trainer and the organizational client work together to boost workplace performance in support of business goals Processes used to identify, encourage, measure, evaluate, improve, and reward employee performance
Performance appraisal: Performance consulting: Performance management systems: Performance simulation test Performance standards: Performance standards: Performance:
Work sampling and assessment centers focusing on actual job activities
Indicators of what the job accomplishes and how performance is measured in key areas of the job description Expected levels of performance
What an employee does or does not do
Permissive issues: Perquisites (perks): Person-job fit: Personnel replacement charts Personorganization fit: Phased retirement: Physical ability tests: Physiological symptoms Placement: Plant Closing Bill Plant closing law Plant-wide incentives Plateauing Point method
Collective bargaining issues that are not mandatory but relate to certain jobs
Special benefits – usually noncash items – for executives
Matching the KSAs of people with the characteristics of jobs Company records showing present performance and promotability of inside candidates for the most important positions
The congruence between individuals and organizational factors
Approach in which employees reduce their workloads and pay
Tests that measure individual abilities such as strength, endurance, and muscular movement
Characteristics of stress that manifest themselves as increased heart and breathing rates, higher blood pressure, and headaches Fitting a person to the right job Also known as WARN, requires employers to give sixty days’ advanced notice of pending plant closings or major layoff The Worker Adjustment and Retraining Notification Act, which requires notifying employees in the event an employer decides to close its facility An incentive system that reward all members of the plant based on how well the entire group performed A condition of stagnating in one’s current job Breaking down jobs based on identifiable criteria and the degree to which these criteria exist on the job General guidelines that focus organizational actions A pension plan feature that allows employees to move their pension benefits from one
Policies: Portability:
employer to another Position Analysis Questionnaire Positive Reinforcemen t Post-training performance method Prearrival stage Predictive validity: Preferred provider organization (PPO): Pregnancy Discriminatio n Act (PDA) Pre-post training performance method Pre-post training performance with control group Preretirement counseling Primacy effect: A job analysis technique that rates jobs on 194 elements I six activity categories
Providing a pleasant response to an individual’s actions
Evaluating training programs based on how ell employees can perform their jobs after they have received the training
The socialization process stage that recognizes individuals arrive in an organization with a set of organizational values, attitudes, and expectations Measured when test results of applicants are compared with subsequent job performance
A healthcare provider that contracts with an employer group to provide healthcare services to employees at a competitive rate
An amendment to Title VII of the Civil Rights Act that prohibits sex discrimination based on “pregnancy, childbirth, or related medical conditions”
Evaluating training programs based the difference in performance before and after one receives training
Evaluating training by comparing pre- and post training results with individuals who did not receive the training
Employer-sponsored counseling aimed at providing information to ease the passage of employees into retirement Information received first gets the most weight
Primary research: Privacy Act
Research method in which data are gathered firsthand for the specific project being conducted Requires federal government agencies to make available information in an individual’s personnel file The perceived fairness of the process and procedures used to make decisions about employees Perceived fairness of the process used to make decisions about employees
Procedural justice: Procedural justice: Procedures: Production cells: Productivity:
Customary methods of handling activities Groupings of workers who produce entire products or components
A measure of the quantity and quality of work done, considering the cost of the resources used A system to distribute a portion of the profits of the organization to employees
Profit sharing: Programmed instruction Protected class: Psychological contract: Psychological symptoms Psychomotor tests: Public policy violation Qualifications inventories
Material is learned in highly organized, logical sequence, that requires the individual to respond Individuals within a group identified for protection under equal employment laws and regulation The unwritten expectations employees and employers have about the nature of their work relationships Characteristics of stress that manifest themselves as tension, anxiety, irritability, boredom, and procrastination Test that measure dexterity hand-eye coordination, arm-hand steadiness, and other factors
Prohibiting the termination of an employee for refusing to obey an order the employee considered illegal Manual or computerized systematic records listing employees’ education, career and development interests, languages, special skills, and so on to be used in forecasting inside candidates for promotion
Quality circle:
Small group of employees who monitor productivity and quality and suggest solutions to problems Sexual harassment in which employment outcomes are linked to the individual granting sexual favors Employment strategy aimed at mandating the same results as the food faith effort strategy through specific hiring and promotion restrictions Provided the initial impetus to widespread collective bargaining
Quid pro quo:
Quota strategy Railway Labor Act Ranking method Ranking method Ranking: Rater bias: Ratification: Realistic job preview Realistic job preview (RJP): Reasonable accommodati on: Recruiting: Red-circled employee: Reduced work hours Reengineerin g
The simplest method of job evaluation that involves ranking each job relative to all other jobs, usually based on overall difficulty Rating employees from highest to lowest
Listing of all employees from highest to lowest in performance Error that occurs when a rater’s values or prejudices distort the rating Process by which union member vote to accept the terms of a negotiated labor agreement A selection device that allows job candidate to learn negative as well as positive information about the job and organization The process through which a job applicant receives an accurate picture of a job
A modification or adjustment to a job or work environment for a qualified individual with a disability
The process of generating a pool of qualified applicants for organizational jobs An incumbent who is paid above the range set for the job
A downsizing concept whereby employees work fewer than forty hours and are paid accordingly Radical, quantum change in an organization
Regency effect: Reinforcemen t: Reject errors Relative standards Reliability: Replacement charts Representatio n certification Representatio n decertificatio n Responsibiliti es: Responsibiliti es: Restricted policy Retaliation: Return on investment (ROI): Reverse discrimination : Right to privacy:
Error in which the rater gives greater weight to recent events when appraising an individual’s performance People tend to repeat responses that give them some type of positive reward and avoid actions associated with negative consequences Rejecting candidates who would later perform successfully Evaluating an employee’s performance by comparing the employee with other employees
Consistency with which a test measures an item HRM organizational charts indicating positions that may become vacant in the near future and the individuals who may fill the vacancy The election process whereby union members vote in an union as their representative
The election process whereby union members vote in a union as their representative
Obligations to perform certain tasks and duties
Obligations to be accountable for actions
An HRM policy that results in the exclusion of a class of individuals
Punitive actions taken by employers against individuals who exercise their legal rights Calculation showing the value of expenditures for HR activities
When a person is denied an opportunity because of preferences given to protected-class individuals who may be less qualified
Defined for individuals as the freedom from unauthorized and unreasonable intrusion into personal affairs
Rights: Rightsizing Right-to-sue letter: Right-to-work laws: Roles Rules: Sabbatical leave: Safety: Salaries: Salary survey
That which belongs to a person by law, nature, or tradition Linking employee needs to organizational strategy A letter issued by the EEOC that notifies a complainant that he or she has 90 days in which to file a personal suit in federal court State laws that prohibit requiring employees to join unions as a condition of obtaining or continuing employment Behaviors that job incumbents are expected to display Specific guidelines that regulate and restrict the behavior of individuals Paid time off the job to develop and rejuvenate oneself
Condition in which the physical well-being of people is protected Consistent payments made each period regardless of number of hours worked A survey aimed at determining prevailing wage rates. A good salary survey provides specific wage rates for specific jobs. Formal written questionnaire surveys are the most comprehensive, but telephone surveys and newspaper ads are also sources of information Practice in which unions hire and pay people to apply for jobs at certain companies An incentive plan developed in 1937 by Joseph Scanlon and designed to encourage cooperation, involvement and sharing of benefits An organization-wide incentive program focusing on cooperation between management and employees through sharing problems, goals and ideas A set of principles designed to enhance worker productivity
Salting: Scanlon plan
Scanlon plan
Scientific management Secondary research: Security audit: Security:
Research method using data already gathered by others and reported in books, articles in professional journals, or other sources A comprehensive review of organizational security
Protection of employees and organizational facilities
Selection criteria: Selection rate: Selection: Self-directed work team: Self-efficacy: Seniority: Sensitivity training Separation agreement: Serious health condition: Severance pay: Sexual harassment: Shamrock team: Shared services Sick building Similarity error Simulated training
Characteristic that a person must have to do a job successfully
The percentage hire from a given group of candidates
Process of choosing individuals who have needed qualifications to fill jobs in an organization One composed of individuals assigned a cluster of tasks, duties, and responsibilities to be accomplished A person’s belief that he/she can successfully learn the training program content Time spent in the organization or on a particular job A method for increasing employees’ insights into their own behavior by candid discussions in groups led y special trainer Agreement in which a terminated employee agrees not to sue the employer in exchange for specified benefits A heath condition requiring inpatient, hospital, hospice, or residential medical care or continuing physician care
A security benefit voluntarily offered by employers to employees who lose their jobs
Action that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or crate a hostile work environment One composed of a core of members, resource experts who join the team as appropriate, and part-time/temporary members as needed Sharing HRM activities among geographically dispersed divisions
An unhealthy work environment Evaluating employees based on the way an evaluator perceives himself or herself
Training employees on special off-the-job equipment, and in airplane pilot training, whereby training costs and hazards can be reduced
Simulation:
A development technique that requires participants to analyze a situation and decide the best course of action based on the data given Any artificial environment that attempts to closely mirror and actual condition Structured interview were questions related directly to actual work activities
Simulations Situational interview Situational interview: Skill deficiencies Skill variety Skill variety: Social learning theory Socialization
A structured interview composed of questions about how applicants might handle specific job situations The lacking of basic abilities to perform many of today’s jobs
A situation in which jobs require a number of skills The extent to which the work requires several different activities for successful completion Theory of learning that views learning occurring through observation and direct experience
A process of adaptation that takes place as individuals attempt to learn the values and norms of work roles The number of employees a supervisor con effectively and efficiently direct Several practice sessions spaced over a period of hours or days
Spa of control Spaced practice: Speak up! programs Specialpurpose team: Staff manager Statutory rights: Stock option:
Communications programs that allow employees to register questions, concerns, ad complaints about work-related matters Organizational team formed to address specific problems, improve work processes, and enhance product and service quality
A manager who assists and advises line mangers Rights based on laws
A plan that gives an individual the right to buy stock in a company, usually at a fixed price for a period of time
Straight piece-rate system: Strategic goals Strategic human resource management: Stress
A pay system in which wages are determined by multiplying the number of units produced by the piece rate for one unit
Organization-wide goals setting direction for the next five to twenty years
Organizational use of employees to gain or keep a competitive advantage against competitors
A dynamic condition in which an individual is confronted with an opportunity, constraint, or demand related to what he or she desires and for which the outcome is perceived to be both uncertain and important An interview designed to see how the applicants handle themselves under pressure
Stress interview Stress interview: Stressors Strike:
Interview designed to create anxiety and put pressure on an applicant to see how the person responds Something that causes stress in an individual Work stoppage in which union members refuse to work in order to put pressure on an employer Interview tat uses a set of standardized questions asked of all job applicants
Structured interview: Structured interviews Structured questionnaire method Substance abuse: Succession planning: Suggestion system:
An interview in which there are fixed questions that are presented to every applicant
A specifically designed questionnaire on which employees rate tasks they perform on their jobs
The use of illicit substances or the misuse of controlled substances, alcohol, or other drugs
Process of identifying a longer-term plan for the orderly replacement of key employees
A formal method of obtaining employee input and upward communication
Summary plan description Sunshine Laws Survey feedback Sympathy strike Taft-Hartley Act
An ERISA requirement of explaining to employees their pension program and rights
Laws tat exist in some states that mandate that labor-management negotiations be open to the public A method that involves surveying employees’ attitudes and providing feedback to department managers so that problems can be solved by the managers and employees A strike that takes place when one union strikes in support of the strike of another
Also known as the Labor Management Relations Act, this law prohibited union unfair labor practices and enumerated the rights of employees as union members. It also enumerated the rights of employers A situation in which a worker completes all phases of a job The extent to which the job includes a “whole” identifiable unit of work that is carried out from start to finish and that results in a visible outcome A situation in which the employee has substantial impact on the lives of other employees
Task identity Task identity:
Task significance Task significance: Task: Team building
The impact the job has on other people
A distinct, identifiable work activity composed of motions Improving the effectiveness of teams such as corporate officers and division directors trough use of consultants, interviews, and teambuilding meetings Interview in which applicants are interviewed by the team members with whom they will work A job analysis technique that involves extensive input form the employee’s supervisor
Team interview: Technical conference method Telecommutin g: Top-down programs
Process of going to work via electronic computing and telecommunications equipment
Communications activities including in-house television centers, frequent roundtable discussions, and in-house newsletters that provide continuing opportunities for the firm to let
all employees by updated on important matters regarding the firm Total quality management Training: A continuous process improvement
A process whereby people acquire capabilities to aid in the achievement of organizational goals Extra payment for employees whose jobs are being eliminated, thereby motivating them to remain with the organization for a period of time Study of a firm’s past employment needs over a period of years to predict future needs
Transition stay bonus: Trend analysis Turnover: Undue hardship: Union authorization card: Union avoidance Union busting Union security arrangements Union security provisions: Union steward: Union:
Process in which employees leave the organization and have to be replaced Significant difficulty or expense imposed on an employer when making an accommodation for individuals with disabilities Card signed by an employee to designate a union as his of her collective bargaining agent
A company tactic of providing to employees those things unions would provide without employees having to join the union A company tactic designed to eliminate the union that represents the company’s employees Labor contract provisions designed to attract and retain dues-paying union members
Contract clauses to aid the union is obtaining and retaining members
An employee elected to serve as the first-line representative of unionized workers
A formal association of workers that promotes the interests of its members through collective action Computed by dividing the average cost of workers by their average levels of output
Unit labor cost:
Unsafe acts Unsafe conditions Upward appraisals Utility analysis: Utilization analysis: Utilization review: Validity: Variable pay: Variable pay: Vesting: Virtual reality Wage curve Wage curve
Behavior tendencies and undesirable attitudes that cause accidents The mechanical and physical conditions that cause accidents
An employee appraisal process whereby employees evaluate their supervisors
Analysis in which economic or other statistical models are built to identify the costs and benefits associated with specific HR activities An analysis that identifies the number of protected-class members employed and the types of jobs they hold in an organization An audit and review of the services and costs billed by health-care providers
Extent to which a test actually measures what it says it measures Type of compensation linked to individual, team, or organizational performance Compensation linked to individual, team, and organizational performance The right of employees to receive benefits from their pension plans A process whereby the work environment is simulated by sending messages to the brain Shows the relationship between the value of the job and the average wage paid for this job The result of the plotting of points of established pay grades against wage base rates to identify the general pattern of wages and find individuals whose wages are out of line Payments directly calculated on the amount of time worked This law banned certain types of unfair labor practices and provided for secret-ballot elections and majority rule for determining whether or not a firm’s employees want to unionize Unsolicited applicants A law enacted in 1936 that requires minimum-wage and working conditions for employees working on any government contract amounting to more than $10,000
Wages: Wagner Act
Walk-ins Walsh-Healey Public Contract Act
Ward Cove v. Atonio Weighted application form Wellness programs: Well-pay: Whistleblowers: Whistleblowing Wildcat strike Wildcat strike Work sample tests: Work sampling Work: Worker Adjustment and Retraining Notification Act Worker involvement programs Workers’ compensation : Workflow
US Supreme Court decision that makes it difficult to prove a case of unlawful discrimination against an employer A special type of application form where relevant applicant information is used to determine the likelihood of job success
Programs designed to maintain or improve employee health before problems arise
Extra pay for not taking sick leave Individuals who report real or perceived wrongs committed by their employers
A situation in which an employee notifies authorities of wrongdoing in an organization
An unauthorized strike occurring during the term of a contract An unauthorized and illegal strike that occurs during the terms of an existing contract Tests that require an applicant to perform a simulated job task
A selection device requiring the job applicant to actually perform a small segment of the job
Effort directed toward producing or accomplishing results Federal law requiring employers to five sixty days’ notice of pending plant closing or major layoff
Programs that aim to boost organizational effectiveness by getting employees to participate in planning, organizing and managing their jobs
Benefits provided to persons injured on the job
A study of the way work (inputs, activities, and outputs) moves through an organization
analysis: Wrongful discharge: Yellow-dog contract Yield ratios: Occurs when an employer terminates an individual’s employment for reasons that are improper or illegal An agreement whereby employees state that they are not now, nor will they be in the future, union member A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage
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