Term
| Human Resource Management |
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Definition
| Designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals. |
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Term
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Definition
| A unique capability that differentiates an organization from its competition. |
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Term
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Definition
| The collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization. |
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Term
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Definition
| The shared values and beliefs in an organization. |
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Term
| Hofstede's five dimensions useful in identifying and comparing cultures. |
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Definition
| 1) Inequality of Power, 2) Individualism/group orientation, 3) Masculinity/femininity, 4) Uncertainty avoidance, and 5) Long-term/Short-term orientation |
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Term
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Definition
| Measures the quantity and quality of work done, considering the cost of the resources used. |
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Term
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Definition
| Computed by dividing the average cost of workers by their average levels of output. |
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Term
| HR management efforts designed to enhance organizational productivity. |
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Definition
| 1) Organizational restructuring, 2) Redesigning work, 3) Aligning HR activities, and 4) Outsourcing analyses. |
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Term
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Definition
| Being able to continue to operate, survive, and adjust to significant changes. |
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Term
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Definition
| The extent to which employees feel linked to organizational success and how the organization performs positively. |
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Term
| 4 Elements, when present, that are likely to produce and ethical organization. |
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Definition
| 1) A written code of ethics and standards of conduct,, 2) Training on ethical behavior for all executives, managers and employees, 3) Advice to employees on ethical situations they face, often given by HR, and 4) Systems for confidential reporting of ethical misconduct or questionable behavior |
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Term
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Definition
| A citizen of one country who is working in a second country and employed by an organization headquartered in the first country. |
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Term
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Definition
| A citizen of one country who is working in that country an employed by an organization headquartered in a second country. |
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Term
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Definition
| A citizen of one country who is working in a second country and employed by an organization headquartered in a third country., |
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Term
| Human Resource Management System |
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Definition
| An integrated system providing information used by HR management in decision making. |
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Term
| Two major purposes served by the expansion of HR technology in an organization. |
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Definition
| 1) To improve the efficiency with which data on employees and HR activities are compiled, and 2) having accessible data to enable HR planning an managerial decision making based upon information rather then management perceptions and intuition. |
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Term
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Definition
| A person who has responsibility for performing a variety of HR activities. |
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Term
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Definition
| A person who has in-depth knowledge and expertise in a limited area of HR. |
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Term
| Ways to group HR Management activities. |
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Definition
| 1) Strategic HR management; 2) equal employment opportunity; 3) staffing; 4) talent management; 5) compensation and benefits; 6) health, safety & security; and 7) employee and labor relations. |
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Term
| Three Roles HR Management must fill. |
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Definition
| 1) Administrative, 2) operational and employee advocate, and 3) strategic |
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Term
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Definition
| An organization's proposition for how to compete successfully and thereby survive and grow. |
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Term
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Definition
| The process of defining organizational strategy and allocating resources toward its achievement. |
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Term
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Definition
| The core reason for the existence of the organization and what makes it unique. |
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Term
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Definition
| The use of employees to gain and maintain a competitive advantage. |
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Term
| Six primary strategic competencies critical for HR professionals |
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Definition
| 1) Credible activist, 2) Culture and change steward, 3) Talent Manager / organization designer, 4) Strategy architect, 5) Operational executor, and 6) Business ally. |
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Term
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Definition
| The ability to produce a specific desired effect or result that can be measured. |
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Term
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Definition
| The degree to which operations are don in an economical manner. |
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Term
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Definition
| The assessment of internal and external conditions that affect the organization. |
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Term
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Definition
| The process of identifying a plan for the orderly replacement of key employees |
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Term
| External environment factors |
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Definition
| 1) Economic conditions,, 2) Legislative / political influences, 3) demographic changes and 4) geographic and competitive concerns |
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Term
| Multinational Corporation |
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Definition
| A corporation that has facilities and other assets in at least one country other than its home country. |
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Term
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Definition
| the relocation by a company of a business process or operation from one country to another. |
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Term
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Definition
| A comprehensive assessment of all aspects of the business being acquired. |
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Term
| Four important factors in changing culture. |
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Definition
| 1) Define the desired behavior, 2) Deploy role models, 3) Provide meaningful incentives, and 4) Provide clear and consistent messages. |
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Term
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Definition
| Occurs when workers quite, die or retire and are not replaced. |
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Term
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Definition
| Temporary payment made by laid-off employees to ease the financial burden of unemployment |
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Term
| Alternative work arrangement |
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Definition
| Nontraditional schedules that provide flexibility to employees |
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Term
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Definition
| Transferring the management and performance of a business function to an external service provider |
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Term
| Business process reengineering (BPR) |
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Definition
| A fundamental rethinking of business process to achieve dramatic improvements in cost, quality, speed, and service. |
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Term
| Electronic human resource management systems (e-HRM) |
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Definition
| The planning, implementation, and application of information technology to perform HR activities. |
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Term
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Definition
| Specific measures tied to HR performance indicators. |
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Term
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Definition
| Comparing the business results to industry standards |
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Term
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Definition
| A framework used to report a diverse set of performance measures. |
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Term
| Four areas of performance measured by the balanced scorecard |
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Definition
| 1) Financial measures, 2) internal business processes, 3) customer relations, and 4) learning and growth activities |
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Term
| Return on Investment (ROI) |
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Definition
| A calculation showing the value of an investment |
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Term
| Human Capital Value Added (HCVA) |
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Definition
| An adjusted operating profitability figure calculated by subtracting all operating expenses except for labor expenses from revenue and dividing by the total full-time head count. |
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Term
| Human Capital Return on Investment (HCROI) |
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Definition
| Directly shows the amount of profit derived from investments in labor, or the leverage on labor cost, and is calculated by subtracting all operating expenses except for labor expenses from revenue and dividing by all labor costs. |
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Term
| Human Economic Value Added (HEVA) |
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Definition
| Wealth created per employee and is calculated by taking net profits after taxes and subtracting cost of capital and then dividing by Full time head count |
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Term
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Definition
| A formal research effort to assess the current state of HR practices |
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Term
| Ways to manage a talent surplus |
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Definition
| 1) reduction in work hours or compensation, 2) attrition and hiring freezes, 3) voluntary separations and 4) workforce downsizing |
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Term
| Ways to manage a talent shortage |
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Definition
| 1) overtime, 2) outsource work, 3) implement alternative work arrangements, 4) bring back recent retirees, 5) use contingent workers, and 6) reduce turnover |
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Term
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Definition
| A group identified for protection under EEO laws and regulations |
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Term
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Definition
| Occurs when members of a group are treated differently from others |
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Term
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Definition
| Occurs when members of a protected category are substantially underrepresented as a result of employment decisions that work to their disadvantage. |
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Term
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Definition
| A practice necessary for safe and efficient organizational operations |
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Term
| Bona Fide Occupational Qualification (BFOQ) |
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Definition
| Characteristics providing a legitimate reason why an employer can exclude persons on otherwise illegal basis of consideration |
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Term
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Definition
| What individuals who file suite against and employer must prove in order to establish that illegal discrimination has occurred |
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Term
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Definition
| Punitive actions taken by employers against individuals who exercised their legal rights |
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Term
| Ways to avoid claims of retaliations |
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Definition
| 1) Train supervisors on what retaliation is and what is not appropriate, 2) Conduct a thorough internal investigation of any claims and document the results, and 3) take appropriate action when any retaliation occurs. |
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Term
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Definition
| Employment that is not affected by illegal discrimination |
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Term
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Definition
| Differences among people would be ignored and everyone should be treated equally. |
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Term
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Definition
| Employers are urged to employ people based on their race, age, gender or national origin to make up for historical discrimination. |
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Term
| Civil Rights Act of 1964, Title VII |
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Definition
| discrimination based on race, color, religion sex or national, origin |
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Term
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Definition
| 1) private employers with more than 15 employees employed 20 our more weeks per year, 2) all educational institutions, 3) state and local governments, 4) Public and private employment agencies, labor unions with 15 or more members, |
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Term
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Definition
| Requires that employers show that an employment practice is job related and is consistent with business necessity |
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Term
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Definition
| A document reporting on the composition of an employer's workforce, required for federal contractors |
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Term
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Definition
| Identifies the number of protected-class members available to work in the appropriate labor markets for given jobs |
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Term
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Definition
| Identifies the number of protected-class members employed in the organization and the types of jobs they hold |
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Term
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Definition
| The idea that pay for jobs requiring comparable levels of knowledge skill and ability should be similar, even if actual duties differ significantly |
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Term
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Definition
| Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment |
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Term
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Definition
| Discriminatory practices that have prevented women and other protected-class members from advancing to executive-level jobs |
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Term
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Definition
| The practice of allowing relatives to work for the same employer |
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Term
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Definition
| Sexual harassment in which employment outcomes are linked to the individual granting sexual favors |
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Term
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Definition
| Sexual harassment in which and individuals work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions |
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Term
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Definition
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Term
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Definition
| A modification to a job or work environment that gives a qualified individual an equal opportunity to perform |
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Term
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Definition
| Significant difficulty or expense imposed on an employer in making an accommodation for individuals with disabilities |
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Term
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Definition
| Someone who has a physical or mental impairment that substantially limits life activities, who has a record of such an impairment, or who is regarded as having such an impairment |
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Term
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Definition
| An approach in which employees gradually reduce their workloads and pay levels |
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Term
| Components of Traditional Diversity Training |
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Definition
| 1) Legal awareness, 2) Cultural awareness, and 3) sensitivity training |
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Term
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Definition
| Differences in human characteristics and composition in an organization |
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Term
| Generational classifications |
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Definition
| 1) Matures (born before 1946) 2) Baby Boomers (born 1946-1964), 3) Generation Xers (born 1965-1980), and 4) Generation Yers or Millenials (born 1981-2000) |
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Term
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Definition
| Effort directed toward accomplishing results |
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Term
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Definition
| Study of the way work (inputs, activities, and outputs) moves through an organization |
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Term
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Definition
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Term
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Definition
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Term
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Definition
| People, materials, information, data, equipment etc…) |
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Term
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Definition
| A grouping of tasks, duties, and responsibilities that constitutes the work assignment for an employee |
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Term
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Definition
| Organizing task, duties, responsibilities, and other elements into a productive unit of work |
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Term
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Definition
| Someone who is not an employee, but a temporary worker for a specific period of time and type of work |
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Term
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Definition
| Matching characteristics of people with characteristics of jobs |
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Term
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Definition
| Broadening the scope of a job by expanding the number of different tasks to be performed |
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Term
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Definition
| increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job. |
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Term
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Definition
| The process of shifting a person from job to job |
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Term
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Definition
| Scheduling arrangement in which two employees perform the work of one full-time job. |
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Term
| Hickman and Oldham 5 important design characteristics of jobs |
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Definition
| 1) skill variety, 2) task identity, 3) task significance, 4 autonomy, and 5) feedback |
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Term
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Definition
| Extent to which the work requires several different activities for successful completion |
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Term
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Definition
| 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 |
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Term
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Definition
| Impact the job has on other people |
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Term
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Definition
| Extent of individual freedom and discretion in the work and its scheduling |
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Term
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Definition
| The amount of information employees receive about how well or how poorly they have performed |
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Term
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Definition
| Organizational team formed to address specific problems, improve work processes, and enhance the overall quality of product and services |
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Term
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Definition
| Organizational team composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be accomplished |
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Term
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Definition
| Organizational team composed of individuals who are separated geographically but linked by communications technology |
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Term
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Definition
| Employees work with technology via electronic, telecommunications, and internet means |
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Term
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Definition
| A scheduling mechanism that allows employers to have staffs of people working 24-7. |
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Term
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Definition
| A workweek in which a full week's work is accomplished in fewer that five 8-hour days |
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Term
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Definition
| Scheduling arrangement in which employees work a set number of hours a day but vary starting and ending times |
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Term
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Definition
| Systematic way of gathering and analyzing information about the content, context, and human requirement of a job |
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Term
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Definition
| Distinct, identifiable work activity composed of motions |
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Term
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Definition
| Work segment composed of several tasks that are performed by an individual |
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Term
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Definition
| Obligations to perform certain tasks and duties |
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Term
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Definition
| Individual capabilities that can be linked to enhanced performance by individuals or teams |
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Term
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Definition
| Duties that are part of a job but are incidental or ancillary to the purpose and nature of the job |
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Term
| Three major considerations used in determining essential functions and marginal functions |
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Definition
| 1) Percentage of time spent on tasks, 2) Frequency of task done, and 3) Importance of task performed |
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Term
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Definition
| Identification of the task, duties and responsibilities of a job |
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Term
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Definition
| The knowledge, skills and abilities (KSAs) an individual needs to Perform a job satisfactorily |
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Term
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Definition
| Indicators of what the job accomplishes and how performance is measured in key areas of the job description |
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Term
| Job Description Components |
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Definition
| 1) identification, 2) General Summary, 3) Essential job functions and duties, 4) Job specifications, and 5) Disclaimers and approvals |
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Term
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Definition
| The process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives |
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Term
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Definition
| using information from the past and the present to identify future conditions |
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Term
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Definition
| The unwritten expectations employees and employers have about the nature of their work relationships |
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Term
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Definition
| Ability x Effort x Support |
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Term
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Definition
| The desire within a person causing that person to act |
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Term
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Definition
| A positive emotional state resulting from evaluating one's job experiences |
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Term
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Definition
| A survey that focuses on employees' feelings and beliefs about their jobs and the organization |
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Term
| Organizational Commitment |
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Definition
| The degree to which employees believe in and accept organizational goals and desires to remain with the organization |
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Term
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Definition
| The process in which employees leave and organization and have to be replaced |
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Term
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Definition
| Hiring new workers while laying off other workers |
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Term
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Definition
| 1) Separation Costs, 2) Vacancy costs, 3) Replacement costs, 4) Training costs, and 5) Hidden/indirect costs |
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Term
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Definition
| An interview in which individuals who are leaving an organization are asked to give their reasons |
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Term
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Definition
| The process of generating a pool of qualified applicants for organizational jobs |
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Term
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Definition
| External supply pool from which employers attract employees |
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Term
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Definition
| All individuals who are available for selection if all possible recruitment strategies are used |
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Term
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Definition
| A subset of the labor force population that is available for selection using a particular recruiting approach - those individuals actually evaluated for selection |
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Term
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Definition
| A vigorous recruiting campaign aimed at hiring a given number of employees, usually in a short period of time |
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Term
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Definition
| A system in which the employer provides notices of job openings and employees respond by applying for specific openings |
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Term
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Definition
| Comparison of the number of applicants at one stage of the recruiting process with the number at the next stage |
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Term
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Definition
| The percentage hired from a given group of candidates |
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Term
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Definition
| The percentage of applicants hired divided by total number of applicants offered jobs |
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Term
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Definition
| The process of choosing individuals with the correct qualifications needed to fill jobs in an organization |
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Term
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Definition
| Fitting a person to the right job |
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Term
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Definition
| Characteristics that a person must possess to successfully perform the work |
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Term
| Predictors of Selection Criteria |
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Definition
| Measurable or visible indicators of selection criteria |
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Term
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Definition
| Index number that gives the relationship between a predictor variable and a criterion variable |
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Term
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Definition
| Measured when an employer tests current employees and correlates the scores with their performance ratings. |
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Term
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Definition
| Measured when test results of applicants are compared with subsequent job performance |
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Term
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Definition
| A process through which a job applicant receives an accurate picture of a job |
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Term
| Application Disclaimers for appropriate employer legal protection |
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Definition
| 1) Employment-at-will, 2) Reference contacts, 3) Employment testing 4) Application time limit, and 5) Information falsification |
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Term
| Illegal Application Questions |
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Definition
| 1) Marital Status, 2) Height/Weight, 3) Number and ages of dependents, 4) Information on Spouse, 5) Date of high school graduation, 6) Contact in case of emergency |
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Term
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Definition
| Tests that measure an individuals thinking, memory, reasoning, verbal, and mathematical abilities |
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Term
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Definition
| Tests that measure and individual's abilities such as strength, endurance, and muscular movement |
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Term
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Definition
| Tests that measure dexterity, hand-eye-coordination, arm-hand steadiness, and other factors |
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Term
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Definition
| Tests that require and applicant to perform a simulated task that is a specified part of the target job |
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Term
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Definition
| Tests that measure a person's judgment in work settings and situations |
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Term
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Definition
| Consist of a series of evaluative exercises and tests used for selection and development |
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Term
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Definition
| A unique blend of individual characteristics that can affect how people interact with their work environment |
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Term
| Five Personality Characteristics |
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Definition
| 1) Conscientiousness, 2) Agreeableness, 3) Openness to Experience, 4) Extroversion, and 5) Emotional Stability |
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Term
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Definition
| Interview that uses a set of standardized questions asked of all applicants |
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Term
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Definition
| Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past |
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Term
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Definition
| Structured interview that contains questions about how applicants might handle specific job situations |
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Term
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Definition
| Interview that uses questions developed from the answers to previous questions |
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Term
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Definition
| Interview designed to create anxiety and put pressure on applicants to see how they respond |
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Term
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Definition
| Interview in which several interviewers meet with candidate at the same time |
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Term
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Definition
| Interview in which applicants are interviewed by members with whom they will work |
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Term
| Suggestions for Making Interviews for effective |
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Definition
| 1) Plan the interview, 2) Control the interview, and 3) Use effective questioning techniques |
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Term
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Definition
| Occurs when the interviewer allows a positive characteristic such as agreeableness, to overshadow other evidence |
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Term
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Definition
| Occurs when the interviewer allows a negative characteristic, such as inappropriate dress, to overshadow other positive traits. |
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Term
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Definition
| Occurs when an employer fails to check an employee's background and the employee injures someone on the job |
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Term
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Definition
| Occurs when an employer becomes aware that an employee may be unfit for work but continues to employ the person and the person injures someone |
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Term
| Good questions to ask of an applicant's previous supervisor or employer |
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Definition
| 1) Dates of employment, 2) Position held, 3) What were the job duties,, 4) what strengths or weaknesses were observed, 5) Were there any problems, and 6) Would you rehire or is applicant eligible for rehire |
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Term
| Selection Factors for Global Employees |
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Definition
| 1) Cultural Adjustment, 2) Personal Characteristics, 3) Organizational requirements, 4) Communications skills, and 5) Personal/Family concerns |
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Term
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Definition
| Process whereby people acquire capabilities to perform jobs |
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Term
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Definition
| 1) Required and regular training,, 2) Job/Technical training, 3) Developmental and career training, and 4) Interpersonal training |
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Term
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Definition
| The way an organization identifies and leverages knowledge in order to be competitive |
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Term
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Definition
| Process in which a trainer and an organization work together to decide how to improve organizational and individual results |
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Term
| Effective Training efforts consider the following questions |
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Definition
| 1) Is there really a need for training, 2) Who needs to be trained, 3) Who will do the training, 4) What form will training take, 5) How will knowledge be transferred to the job, and 6) how will training be evaluated |
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Term
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Definition
| Planned introduction of new employees to their jobs, coworkers, and the organization |
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Term
| Systematic Training Process |
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Definition
| 1) Training Needs Assessment, 2) Training Design, 3) Training Delivery and 4) Evaluation of Training |
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Term
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Definition
| Indicates the distance between where and organization is with its employee capabilities and where it needs to be |
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Term
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Definition
| People's belief that they can successfully learn the training program content |
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Term
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Definition
| Ways in which adults learn differently than younger people |
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Term
| Five Principles for designing training for adults |
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Definition
| Adults: 1) Have the need to know why they are learning something, 2) Have a need to be self-directed, 3) Bring more work-related experiences in the learning process, 4) Enter into a learning experience with a problem centered approach to learning, and 5) are motivated to learn by both extrinsic and intrinsic factors |
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Term
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Definition
| Performance of job-related tasks and duties by trainees during training |
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Term
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Definition
| Practice performed in several sessions spaced over a period of hours or days |
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Term
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Definition
| practice performed all at once |
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Term
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Definition
| Copying someone else's behavior |
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Term
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Definition
| Repeated practice even after a learner has mastered the performance |
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Term
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Definition
| Based on the idea that people tend to repeat responses that give them some type of positive reward and to avoid actions associated with negative consequences |
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Term
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Definition
| Based on the idea that people learn best if reinforcement and feedback are given as soon as possible after training |
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Term
| The two conditions met by Effective Transfer of training |
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Definition
| 1) The trainees can take the material learned in training and apply it to the job context in which they work, and 2) employees maintain their use of the learned material over time |
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Term
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Definition
| Training that occurs through interaction and feedback among employees |
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Term
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Definition
| Training people to do more than one job |
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Term
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Definition
| Approaches that mix classroom and on-the-job experiences |
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Term
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Definition
| Learning approach that combines methods, such as short, fast-paced, interactive computer-based lessons and teleconferencing with traditional classroom instruction and simulation |
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Term
| Kirkpatrick's 4 Levels for Training Evaluation |
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Definition
| 1) Reaction, 2) Learning, 3) Behavior, and 4) Results |
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Term
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Definition
| Comparison of costs and benefits associated with training |
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Term
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Definition
| Focuses on having the right individuals ready for the jobs when needed, and a pipeline full of talented people who are being developed for future organizational needs |
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Term
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Definition
| The process of identifying a plan for the orderly replacement of key employees |
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Term
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Definition
| A series of work-related positions a person occupies throughout life |
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Term
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Definition
| Assumes individuals will drive their careers and define goals to fit their life |
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Term
| Career Without Boundaries |
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Definition
| Views a manager as having many possible trajectories for a career |
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Term
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Definition
| Careers are built around a selection of skills and interests and are self-managed |
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Term
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Definition
| People achieve a high level of personal insight and use this to follow a true-to-self career |
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Term
| Organizational-Centered Career Planning |
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Definition
| Career planning that focuses on identifying career paths that provide a logical progression of people between jobs in an organization |
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Term
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Definition
| Represent employees' movements through opportunities over time |
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Term
| Individual-Centered Career Planning |
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Definition
| Career planning that focuses on an individual's responsibility for a career rather than on organizational needs |
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Term
| Four general Individual characteristics that affect how people make career choices |
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Definition
| 1) Interests, 2) Self-image, 3) Personality, and 4) Social backgrounds |
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Term
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Definition
| 1) Organizational entry and socialization, 2) job loss, and 3) retirement |
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Term
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Definition
| System that allows a person to advance up either a management or a technical professional ladder |
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Term
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Definition
| Planning, training, and reassignment of global employees back to their home countries |
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Term
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Definition
| Efforts to Improve employees' abilities to handle a variety of assignments and to cultivate employees' capabilities beyond those required by the current job |
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Term
| Job-site development approaches |
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Definition
| 1) Coaching, 2) Committee Assignments, 3) Job Rotation, and 4) Assistant Positions |
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Term
| Off-site development approaches |
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Definition
| 1) Classroom Courses and Seminars, 2) Outdoor development experiences, and 3) Sabbaticals and leaves of absence |
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Term
|
Definition
| Time off of the job to develop and rejuvenate oneself |
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Term
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Definition
| Organizations that encourage development efforts through shared information, culture, and leadership that stress the importance of individual learning |
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Term
| Tools of Learning Organizations |
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Definition
| 1) Corporate Universities, 2) Career Development centers and 3) E-Development |
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Term
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Definition
| Series of activities designed to ensure that the organization gets the performance it needs from its employees |
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Term
|
Definition
| Process of determining how well employees do their jobs relative to a standard and communicating that information to them. |
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Term
| An effective performance management system |
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Definition
| Should: 1) Make clear what the organization expects, 2) Provide performance information to employees, 3) Identify areas of success and needed development and 4) Document performance for personnel records |
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Term
|
Definition
| Important elements of a job |
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Term
| Trait-based Performance Information |
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Definition
| 1) Attitude, 2) Teamwork, 3) Initiative, 4) Effective Communication, 5) Creativity, 6) Values, and 7) Dispositions |
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Term
| Behavior-based Performance Information |
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Definition
| 1) Customer Satisfaction, 2) Verbal persuasion, 3) timeliness of response, and 4) Citizenship / Ethics |
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Term
| Results-based Performance information |
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Definition
| 1) Sales Volume, 2) Cost reduction, 3) Units produced, and 4) Improved quality |
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Term
|
Definition
| Define the expected levels of employee performance |
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Term
| Administrative uses of Appraisals |
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Definition
| 1) determining pay adjustments, 2) making job placement decisions, and 3) choosing employee disciplinary action |
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Term
| Developmental uses of Appraisals |
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Definition
| Coaching, provide positive reinforcement |
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Term
| A legally defensible performance appraisal should include: |
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Definition
| 1)Performance appraisal criteria based on job analysis, 2) Absence of disparate impact,, 3) Formal evaluation criteria that limit managerial discretion, 4) A rating instrument linked to job duties and responsibilities, 5) Documentation of the appraisal activities, 6) Personal knowledge of and contact with each appraised employee, 7) Training of supervisors in conducting appraisals, 8) A review process that prevents one manager acting alone from controlling and employee's career, and 9) counseling to help poor performers improve |
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Term
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Definition
| Scale that allows the rater to mark an employee's performance on a continuum |
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Term
|
Definition
| Designed to assess individual actions instead of personal attributes and characteristics |
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Term
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Definition
| Performance appraisal method in which all employees are listed from highest to lowest in performance |
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Term
|
Definition
| Performance appraisal method in which ratings of employees' performance levels are distributed along a bell-shaped curve |
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Term
| Management by Objectives (MBO) |
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Definition
| Performance appraisal method that specifies the performance goals that an individual and manager identify together |
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Term
|
Definition
| Occurs when a rater gives greater weight to recent events when appraising an individuals performance |
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Term
|
Definition
| Occurs when a rater gives greater weight to information received first when appraising an individuals performance |
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Term
|
Definition
| Occurs when a rater gives all employees a score within a narrow range in the middle of the scale |
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Term
|
Definition
| Occurs when ratings of all employees fall at the high end of the scale |
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Term
|
Definition
| Occurs when ratings of all employees fall at the low end of the scale |
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Term
|
Definition
| Occurs when a rater's values or prejudices distort the rating |
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Term
|
Definition
| Occurs when a raters scores an employee high on all job criteria because of performance in one area |
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Term
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Definition
| Tendency to rate people relative to others rather than against performance standards |
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Term
|
Definition
| Monetary and nonmonetary rewards provided by companies to attract, motivate, and retain employees |
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Term
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Definition
| Basic compensation that employee receives, usually as a wage or salary |
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Term
|
Definition
| Payments calculated directly from the amount of time worked by employees |
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Term
|
Definition
| Consistent payments made each period regardless of the number of hours worked |
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Term
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Definition
| Compensation linked directly to individual, team, or organizational performance |
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Term
|
Definition
| Indirect reward given to an employee or group of employees as part of membership in the organization |
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Term
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Definition
| Assumes that individuals who have worked another year are entitled to pay increases, with little regard to performance differences |
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Term
| Pay-For-Performance Philosophy |
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Definition
| Requires that compensation changes reflect performance differences |
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Term
|
Definition
| Perceived fairness between what a person does and what the person receives |
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Term
|
Definition
| Pay that is considered fair relative to other employers in the marketplace |
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Term
|
Definition
| Employees receive compensation in relation to the knowledge, skills, and abilities (KSAs) they use in their jobs, as well as their responsibilities and accomplishments |
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Term
|
Definition
| Perceived fairness of the process and procedures used to make decisions about employees |
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Term
|
Definition
| Perceived fairness in the distribution of outcomes |
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Term
|
Definition
| Rewards individuals for the capabilities they demonstrate and acquire |
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Term
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Definition
| Compensation plan that equalizes cost differences between the international assignment and the same assignment in the home country |
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Term
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Definition
| Compensation plan that attempts to be more comprehensive in providing base pay, incentives, benefits, and relocation expenses regardless of the country to which the employee is assigned |
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Term
|
Definition
| Compensation plan used to protect expatriates from negative tax consequences |
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Term
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Definition
| Earning that are supposed to meet the basic needs of an individual working for an organization |
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Term
|
Definition
| Employees who are not paid overtime |
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Term
|
Definition
| Employees who must be paid overtime |
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Term
| Five categories of employees who are Exempt |
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Definition
| 1) Executive, 2) Administrative, 3) Professional, 4) Computer employees, 5) Outside sales |
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Term
|
Definition
| The concept that the pay for all jobs requiring comparable knowledge, skills, and abilities (KSAs) should be the same even if actual job duties and market rates differ significantly |
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Term
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Definition
| A court order that directs an employer to set aside a portion of an employee's wages to pay a debt owed to a creditor. |
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Term
|
Definition
| Formal, systematic means to identify the relative worth of jobs within an organization |
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Term
|
Definition
| Job value commonly present throughout a group of jobs within an organization |
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Term
| The Hay System Point factors for job evaluation |
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Definition
| 1) Know-how, 2) Problem solving ability, and 3) accountability |
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Term
|
Definition
| Use of market pay data to identify the relative value of jobs based on what other employers pay for similar jobs |
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Term
|
Definition
| Collection of data on compensation rates for workers performing similar jobs in other organizations |
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Term
|
Definition
| Jobs found in many organizations that can be used for the purpose of comparison |
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Term
|
Definition
| A group of jobs having common organizational characteristics |
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Term
|
Definition
| Groupings of individual jobs having approximately the same job worth |
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Term
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Definition
| Graph line that shows the relationship between job values as determined by job evaluation points and job values as determined by survey rates |
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Term
|
Definition
| Grouping jobs into pay grades based on similar market survey amounts |
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Term
|
Definition
| The practice of using fewer pay grades with much broader ranges than in traditional compensation systems |
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Term
| Primary Reasons for using broadbanding. |
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Definition
| 1) to create more flexible organizations, 2) to encourage competency development, and 3) to emphasize career development |
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Term
|
Definition
| incumbent who is paid above the range set for a job |
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Term
|
Definition
| incumbent who is paid below the range set for the job |
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Term
|
Definition
| Occurs when the pay differences among individuals with different levels of experience and performance become small |
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Term
| Methods for determining pay increases |
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Definition
| 1) Performance Based, 2) Seniority, 3) Cost of Living Adjustments, 4) Across-the-board increases, 5) Lump-Sum Increases |
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Term
|
Definition
| Pay level divided by the midpoint of the pay range |
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Term
|
Definition
| Time spent in an organization on a particular job |
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Term
|
Definition
| One-time payment for all or part of a yearly pay increase |
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Term
| Three categories of Variable Pay |
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Definition
| 1) Individual, 2) Group/team, and 3) Organizational |
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Term
| Straight piece-rate system |
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Definition
| Pay system in which wages are determined by multiplying the number of unites produced by the piece rate for one unit |
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Term
|
Definition
| One-time payment that does not become part of the employee's base pay |
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Term
|
Definition
| Can be awarded at any time |
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Term
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Definition
| System of sharing with employees greater-than-expected gains in profits and/or productvitiy |
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Term
|
Definition
| system to distribute a portion of the profits of an organization to employees |
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Term
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Definition
| Plan that gives employees the right to purchased a fix number of shares of company stock at a specified price for a limited period of time |
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Term
| Employee Stock Ownderhip Plan (ESOP) |
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Definition
| Plan designed to give employees significant stock ownership in their employers |
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Term
|
Definition
| Compensation computed as a percentage of sales in units or dollars |
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Term
|
Definition
| Amount advanced against, and repaid from, future commissions earned by the employee |
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Term
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Definition
| Special benefits - usually non-cash items for executives |
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Term
|
Definition
| An indirect reward given to an employee or group of employees for organizational membership |
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Term
| Major advantage of Benefits |
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Definition
| They generally are not taxed to employees |
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Term
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Definition
| Program that allows employees to select the benefits they prefer from groups of beneiftis established by the employer |
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Term
|
Definition
| A situtation where only higher-risk employees select and use certain benefits |
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Term
| Government Mandated Benefits |
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Definition
| 1) Social Security, 2) Unemployment insurance, 3) workers' Compensation insurance, 4) FMLA Unpaid leave, 5) COBRA, and 6) HIPPA |
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Term
|
Definition
| Security benefits provided to persons who are injured on the job |
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Term
|
Definition
| Security benefit voluntarily offered by employers to individuals whose jobs are eliminated or who leave by mutual agreement with their employers |
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Term
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Definition
| Strategy of requiring employees to pay a portion of the cost of insurance premiums, medical care, and prescription drugs. |
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Term
|
Definition
| Approaches that monitor and reduce medical costs through restrictions and market system alternatives |
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Term
| Preferred Provider Organization (PPO) |
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Definition
| A health care provider that contracts with an employer or an employer group to supply health care services to employees at a competitive rate. |
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Term
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Definition
| Audit of services and costs billed by health care providers |
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Term
| consumer -driven (CDH) plan |
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Definition
| health plan that provides employer financial contributions to employees to help cover their health-related expenses - Defined Contribution Health Plans |
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Term
|
Definition
| Retirement program established and funded by the employer and employees |
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Term
|
Definition
| Retirement program in which employees are promised a pension amount based on age and service (employer makes the contributions and employees get a defined monthly amount upon retirement) |
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Term
| Defined-contribution plan |
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Definition
| Retirement program in which the employer makes an annual payment to an employees pension account - the key is the contribution rate |
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Term
| 3 Primary type of Defined-Contribution Plans |
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Definition
| 1) Profit Sharing, 2) Employee Stock Ownership, and 3) 401K Plan |
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Term
|
Definition
| Retirement program in which benefits are based on an accumulation of annual company contributions plus interested credited each year |
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Term
|
Definition
| Pension plan in which the money for pension benefits is paid by both employees and the employer |
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Term
|
Definition
| Right of employees to receive certain benefits from their pension plans |
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Term
|
Definition
| A pension plan feature that allows employees to move their pension benefits from one employer to another |
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Term
|
Definition
| Plan in which the employer provides matching funds equal to the amount invested by the employee for the purchase of stock in the company |
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Term
|
Definition
| health condition requiring in-patient, hospital, hospice, or residential medical care or continuing physician care |
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Term
|
Definition
| Extra pay for not taking sick leave |
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Term
|
Definition
| 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 |
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Term
|
Definition
| Involves responsibilities to consider physical, human, and financial factors to protect organizational and individual interests |
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Term
|
Definition
| General state of physical, mental, and emotional well-being |
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Term
|
Definition
| Condition in which the physical well-being of people is protected |
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Term
|
Definition
| Protection of employees and organizational facilities |
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Term
| Three major causes of injury |
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Definition
| 1) overextending, 2) falling, and 3) bodily reaction |
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Term
|
Definition
| The study and design of the work environment to address physical demands placed on individuals |
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Term
| Cumulative Trauma Disorders (CTDs) |
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Definition
| Muscle and skeletal injuries that occur when workers repetitively use the same muscles to perform tasks |
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Term
| Four types of OSHA defined Injuries or Illness |
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Definition
| 1) Injury or illness related deaths, 2) Lost time or disability injuries, 3) Medical care injuries, and 4) minor injuries |
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Term
|
Definition
| Supportive approach of facilitating and encouraging healthy actions and lifestyles among employees |
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Term
|
Definition
| Programs designed to maintain or improve employee health before problems arise |
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|
Term
| Employee Assistance Program (EAP) |
|
Definition
| program that provides counseling and other help to employees having emotional, physical, or other personal problems |
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Term
|
Definition
| Powers, privileges, or interests that belong by law, nature or tradition |
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Term
|
Definition
| Rights based on laws or statutes passed by federal, state, or local governments |
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Term
|
Definition
| Obligations to perform certain tasks and duties |
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Term
|
Definition
| Rights based on a specific contract between and employer and an employee |
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Term
|
Definition
| Formal agreement that outlines the details of employment |
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Term
|
Definition
| Agreements that prohibit individuals who leave an organization from working with an employer in the same line of business for a specified period of time. |
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Term
|
Definition
| A Common law doctrine stating that employers have the right to hire, fire, demote, or promote whomever they choose, unless there is a law or contract to the contrary |
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Term
|
Definition
| Termination of an individual's employment for reasons that are illegal or improper |
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Term
|
Definition
| The process of deliberately making conditions intolerable to get an employee to quit |
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Term
|
Definition
| Reasonable justification for taking employment-related action |
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Term
|
Definition
| Requirement that the employer use a fair process to determine employee wrongdoing and that the employee have an opportunity to explain and defend his or her actions |
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Term
|
Definition
| Perceived fairness in the distribution of outcomes |
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|
Term
|
Definition
| Perceived fairness of the process and procedures used to make decisions about employees |
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|
Term
|
Definition
| Perceived fairness about how a person interacts with others |
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Term
|
Definition
| A policy in which anyone with a complaint can talk with a manager, an HR representative, or an executive |
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Term
|
Definition
| Process that uses a neutral third party to make a decision |
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Term
|
Definition
| Individuals outside of the normal chain of command who act as problem solvers for both management and employees |
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Term
|
Definition
| An individual's freedom from unauthorized and unreasonable intrusion into personal affairs |
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Term
|
Definition
| individuals who report real or perceived wrongs committed by their employers |
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Term
|
Definition
| General guidelines that focus organizational actions |
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Term
|
Definition
| Customary methods of handling activities |
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Term
|
Definition
| Specific guidelines that regulate and restrict the behavior of individuals |
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Term
|
Definition
| Any failure by an employee to report for work as scheduled or to stay at work when scheduled. |
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|
Term
| Five prominent categories for dealing with absenteeism |
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Definition
| 1) Disciplinary approach, 2) Positive reinforcement, 3) Combination approach, 4) "No-fault" policy, and 5) Paid-Time-Off |
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Term
|
Definition
| Form of training that enforces organizational rules |
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|
Term
| Elements of the positive discipline approach |
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Definition
| 1) Counseling, 2) written documentation, 3) Final warning, and 4) Discharge |
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Term
|
Definition
| When an employee is removed from a job at an employer |
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Term
|
Definition
| Agreement in which a terminated employee agrees not to sue the employer in exchange for specified benefits |
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