Term
| Human Resource Management (HRM) |
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Definition
| set or organizational activities directed at attracting, developing, and maintaining an effective workforce. |
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| systematic analysis of jobs within an organization. |
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| description of the duties and responsibilities of a job, its working conditions, and the tools, materials, equipment, and information used to perform it. |
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| description of the skills, abilities, and other credentials and qualifications required by a job. |
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| list of each management position, who occupies it, how long that person will likely stay in the job, and who is qualified as a replacement. |
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Term
| Employee Information System (Skills Inventory) |
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Definition
| computerized system containing information on each employee's education, skills, work experiences, and career aspirations. |
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Definition
| process of attracting qualified persons to apply for jobs an organization is seeking to fill. |
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| process of considering present employees as candidates for openings. |
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| process of attracting persons outside of the organization to apply for jobs. |
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| training, sometimes informal, conducted while an employee is at work. |
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| training conducted in a controlled environment away from the work site. |
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| off-the-job training conducted in a simulated environment. |
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| evaluation of an employee's job performance in order to determine the degree to which the employee is performing effectively. |
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| total package of rewards that organizations provide to individuals in return for their labor. |
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| compensation in the form of money paid for time worked. |
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| compensation in the form of money paid for discharging the responsibilities of a job. |
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Definition
| special compensation program designed to motivate high performance. |
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| individual performance incentive in the form of a special payment made over and above the employee's salary. |
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| individual incentive linking compensation to performance in nonsales jobs. |
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Term
| Pay For performance (Variable Pay) |
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Definition
| individual incentive that rewards a manager for especially productive output. |
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Definition
| incentive plan for distributing bonuses to employees when company profits rise above a certain level. |
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| incentive plan that rewards groups for productivity improvements. |
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| incentive plan to encourage employees to learn new skills or become proficient at different jobs. |
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| compensation other than wages and salaries. |
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Term
| Workers' Compensation Insurance |
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Definition
| legally required insurance for compensating workers injured on the job. |
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Term
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Definition
| benefit plan that sets limits on benefits per employee, each of whom may choose from a variety of alternative benefits. |
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Term
| Equal Employment Opportunity |
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Definition
| legally mandated nondiscrimination in employment on the basis of race, creed, sex, or national origin. |
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Term
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Definition
| set of individuals who by nature of one or more common characteristics is protected under the law from discrimination on the basis of that characteristic. |
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Term
| Equal Employment Opportunity Commission (EEOC) |
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Definition
| federal agency enforcing several discrimination-related laws. |
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Definition
| written statement of how the organization intends to actively recruit, hire, and develop members of relevant protected classes. |
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Term
| Occupational Safety and Health Act of 1970 (OSHA) |
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Definition
| federal law setting and enforcing guidelines for protecting workers from unsafe conditions and potential health hazards in the workplace. |
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Term
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Definition
| unwelcome sexual advances in the workplace. |
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Term
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Definition
| form of sexual harassment deriving from off-color jokes, lewd comments, and so forth. |
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Term
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| form of sexual harassment in which sexual favors are requested in return for job-related benefits. |
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Term
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| principle, increasingly modified by legislation and judicial decision, that organizations should be able to retain or dismiss employees at their discretion. |
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Definition
| the range of workers' attitudes, values, beliefs, and behaviors that differ by gender, race, age, ethnicity, physical ability, and other relevant characteristics. |
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| employees who are of value because of the knowledge they possess. |
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Definition
| employee hired on something other than a full-time basis to supplement an organization's permanent workforce. |
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| group of individuals working together to achieve shared job-reated goals, such as higher pay, shorter working hours, more job security, greater benefits, or better working conditions. |
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| process of dealing with employees who are represented by a union. |
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| the process by which labor and management negotiate conditions of employment and draft a labor contract for union-represented workers. |
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Term
| Cost of Living Adjustment (COLA) |
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Definition
| labor contract clause tying future raises to changes in consumer purchasing power. |
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Definition
| clause allowing wage rates to be renegotiated during the life of a labor contract. |
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| labor action in which employees temporarily walk off the job and refuse to work. |
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| labor actions in which workers publicize their grievances at the entrance to an employer's facility. |
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| labor action in which workers refuse to buy the products of a targeted employer. |
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| labor actions in which workers perform jobs at a slower than normal pace. |
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| management tactic whereby workers are denied access to the employer's workplace. |
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| worker hired as a permanent or temporary replacement for a striking employee. |
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Definition
| method of resolving a labor dispute in which a third party suggests, but does not impose, a settlement. |
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Term
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Definition
| method of resolving a labor dispute in which both parties agree to submit to the judgment of a neutral party. |
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