Reading...
Play button
Play button
Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
181 Cards in this Set
- Front
- Back
|
4/5ths rule |
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
|
|
|
401(k) plan
|
An agreement in which a percentage of an employee’s pay is withheld and invested in a tax deferred account
|
|
|
Absolute standards
|
Measuring an employee’s performance against some established standards
|
|
|
Accept errors
|
Accepting candidates who would later prove to be poor performers
|
|
|
Action learning
|
A training technique by which management trainees are allowed to work full time analyzing and solving problems in other departments
|
|
|
Active practice
|
The performance of job-related tasks and duties by trainees during training
|
|
|
Adjective rating scales
|
A performance appraisal method that lists a number of traits and a range of performance for each
|
|
|
Adverse impact
|
"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"
|
|
|
Adverse selection
|
A situation in flexible benefits administration where those in greatest need of a particular benefit choose that benefit more often than the average employee
|
|
|
Adverse selection
|
Situation in which only higher-risk employees select and use certain benefits
|
|
|
Affirmative action
|
Steps that are taken for the purpose of eliminating the present effects of past discrimination
|
|
|
Affirmative action plan (AAP)
|
Formal document that an employer compiles annually for submission to enforcement agencies
|
|
|
Affirmative action
|
"Process in which employers identify problem areas, set goals, and take positive steps to enhance opportunities for protected-class members"
|
|
|
Agency shop
|
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
|
|
|
Albemarle Paper Company v. Moody
|
Supreme Court case in which it was ruled that the validity of job tests must be documented and that employee performance standards must be unambiguous
|
|
|
Alternation ranking method
|
Ranking employees from best to worst on a particular trait
|
|
|
Apathy
|
Significant dysfunction tension resulting in no effort being made
|
|
|
Applicant pool
|
All persons who are actually evaluated for selection
|
|
|
Applicant population
|
A subset of the labor force population that is available for selection using a particular recruiting approach
|
|
|
Application form
|
"The from that provides information on education, prior work record, and skills"
|
|
|
Appraisal interview
|
An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths
|
|
|
Apprenticeship
|
A time – typically two to five years – when an individual is considering to be training to learn a skill
|
|
|
Arbitration
|
Process that uses a neutral third party to make a decision
|
|
|
Arbitration
|
Process that uses a neutral third party to make a decision
|
|
|
Assessment center
|
A collection of instruments and exercises designed to diagnose individuals’ development needs
|
|
|
Attitude survey
|
One that focuses on employees’ feelings and beliefs about their jobs and the organization
|
|
|
Attribution theory
|
A theory of performance evaluation based on the perception of who is in control of an employee’s performance
|
|
|
Attrition
|
A process whereby the jobs of incumbents who leave for any reason will not be filled
|
|
|
Authority
|
"The right to make decisions, direct others’ work, and give orders"
|
|
|
Autonomy
|
The freedom and independence involved in doing one’s job
|
|
|
Autonomy
|
The extent of individual freedom and discretion in the work and its scheduling
|
|
|
Availability analysis
|
An analysis that identifies the number of protected-class members available to work in the appropriated labor markets in given jobs
|
|
|
Baby boomers
|
Those individuals born between 1946 and 1964
|
|
|
Baby busters
|
Those individuals born in 1965 and years after. Often referred to as generation Xers
|
|
|
Background investigation
|
The process of verifying information job candidates provide
|
|
|
Bargaining unit
|
Employees eligible to select a single union to represent and bargain collectively for them
|
|
|
Base pay
|
"The basic compensation an employee receives, usually as a wage or salary"
|
|
|
Behavior modeling
|
"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"
|
|
|
Behavior modeling
|
Copying someone else’s behavior
|
|
|
Behavioral interview
|
Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past
|
|
|
Behavioral rating approach
|
Assesses an employee’s behaviors instead of other characteristics
|
|
|
Behavioral symptoms
|
"Symptoms of stress characterized by decreased productivity, increased absenteeism and turnover, and increased smoking and alcohol/substance consumption"
|
|
|
Behaviorally Anchored Rating Scales (BARS)
|
A performance appraisal technique that generates critical incidents and develops behavioral dimensions of performance. The evaluator appraises behaviors rather than traits
|
|
|
Benchmark job
|
Job found in many organizations and performed by several individuals who have similar duties that are relatively stable and require similar KSAs
|
|
|
Benchmarking
|
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
|
|
|
Benefit
|
Indirect compensation given to an employee or group of employees as a part of organizational membership
|
|
|
Benefits needs analysis
|
A comprehensive look at all aspects of benefits
|
|
|
Blind-box ad
|
An advertisement in which there is no identification of the advertising organization
|
|
|
Blue Cross
|
A health insurer concerned with the hospital side of health insurance
|
|
|
Blue Shield
|
A health insurer concerned with the provider side of health insurance
|
|
|
Bona fide occupational qualification (BFOQ)
|
Characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal basis of consideration
|
|
|
Bonus
|
A one-time payment that does not become part of the employee’s base pay
|
|
|
Boycott
|
The combined refusal by employees and other interested parties to by or se the employer’s products
|
|
|
Broadbanding
|
Practice of using fewer pay grades having broader ranger than in traditional compensation systems
|
|
|
Bulletin board
|
A means a company uses to post information of interest to its employees
|
|
|
Burnout
|
The total depletion of physical and mental resources caused by excessive striving to reach an unrealistic work-related goal
|
|
|
Business agent
|
A fulltime union official who operates the union office and assists union members
|
|
|
Business necessity
|
A practice necessary for safe and efficient organizational operations
|
|
|
Career stages
|
"An individual’s career moves through five stages: exploration, establishment, mid-career, late-career, and decline"
|
|
|
Career
|
The series of work-related positions a person occupies throughout life
|
|
|
Case study method
|
A development method in which the manager is presented with a written description of an organizational problem to diagnose and solve
|
|
|
Central tendency
|
"A tendency to rate all employees the same way, such as rating them all average"
|
|
|
Central tendency
|
The tendency of a rater to give average ratings
|
|
|
Central tendency error
|
Rating all employees in a narrow range in the middle of the rating scale
|
|
|
Change agent
|
"Individuals responsible for fostering the change effort, and assisting employees in adapting to the changes"
|
|
|
Checklist
|
Performance appraisal tool that uses a list of statements or words that are checked by raters
|
|
|
Citation
|
Summons informing employers and employees of the regulations and standards that have been violated in the workplace
|
|
|
Civil Service Reform Act
|
Replace Executive Order 11491 as the basic law governing labor relations for federal employees
|
|
|
Classification method
|
"Method of job evaluation that focuses on creating common job grades based on skills, knowledge, and abilities"
|
|
|
Clayton Act
|
Labor legislation that attempted to limit the use of injunctions against union activities
|
|
|
Closed shop
|
A firm that requires individuals to join a union before they can be hired
|
|
|
Coaching
|
A development activity in which a manager takes an active role in guiding another manager
|
|
|
Coaching
|
Training and feedback given to employees by immediate supervisors
|
|
|
Cognitive ability tests
|
"Test that measure an individual’s thinking, memory, reasoning, and verbal and mathematical abilities"
|
|
|
Collective bargaining
|
"Process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment"
|
|
|
College placements
|
An external search process focusing recruiting efforts on a college campus
|
|
|
Commission
|
Compensation computed as a percentage of sales in units or dollars
|
|
|
Communications programs
|
HRM programs designed to provide information to employees
|
|
|
Comparable worth
|
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
|
|
|
Compa-ratio
|
Pay level divided by the midpoint of the pay range
|
|
|
Compensable factor
|
Identifies a job value commonly present throughout a group of jobs
|
|
|
Compensation committee
|
A subgroup of the board of directors composed of directors who are not officers of the firm
|
|
|
Compensatory time off
|
Hours given in lieu of payment for extra time worked
|
|
|
Competencies
|
Basic characteristics that can be linked to enhanced performance by individuals or teams
|
|
|
Competitive advantage
|
The basis for superiority over competitors and thus for hoping to claim certain customers
|
|
|
Complaint procedure
|
A formalized procedure in an organization through which an employee seeks resolution of a work problem
|
|
|
Complaint
|
Indication of employee dissatisfaction
|
|
|
Compressed workweek
|
One in which a full week’s work is accomplished in fewer than five days
|
|
|
Conciliation
|
Process by which a third party attempts to keep union and management negotiators talking so that they can reach a voluntary settlement
|
|
|
Concurrent validity
|
Measured when an employer tests current employees and correlates the scores with their performance ratings
|
|
|
Constraints on recruiting efforts
|
Factors that can affect maximizing outcome is recruiting
|
|
|
Construct validity
|
Validity showing a relationship between an abstract characteristic and job performance
|
|
|
Constructive discharge
|
Occurs when an employer deliberately makes conditions intolerable in an attempt to get an employee to quit
|
|
|
Content validity
|
"Validity measured by use of a logical, nonstatistical method to identify the KSAs and other characteristics necessary to perform a job"
|
|
|
Continuous process improvement
|
A total quality management concept whereby workers continue toward 100 percent effectiveness on the job
|
|
|
Contract administration
|
"Implementing, interpreting, and monitoring the negotiated agreement between labor and management"
|
|
|
Contractual rights
|
Rights based on a specific contractual agreement between employer and employee
|
|
|
Contrast error
|
Tendency to rate people relative to others rather than against performance
|
|
|
Contributory plan
|
Pension plan in which the money for pension benefits is paid in by both employees and employers
|
|
|
Controlled experimentation
|
"Formal method for testing the effectiveness of a training program, preferable with before-and-after tests and a control group"
|
|
|
Controlling
|
A management function concerned with monitoring activities
|
|
|
Co-payment
|
Employee’s payment of a portion of the cost of both insurance premiums and medical care
|
|
|
Core competency
|
A unique capability that creates high value and that differentiates the organization from its competition
|
|
|
Core-plus plans
|
A flexible benefits program whereby employees are provided core benefit coverage and then are permitted to buy additional benefits from a menu
|
|
|
Correlation coefficient
|
Index number giving the relationship between a predictor and a criterion variable
|
|
|
Correlation coefficients
|
A statistical procedure showing the strength of the relationship between one’s test score and job performance
|
|
|
Cost-benefit analysis
|
Comparison of costs and benefits associated with training
|
|
|
Craft union
|
"One whose members do one type of work, often using specialized skills and training"
|
|
|
Criterion-related validity
|
Validity measured by a procedure that uses a test as the predictor of how well an individual will perform on the job
|
|
|
Critical incident appraisal
|
A performance appraisal method that focuses on the key behaviors that make the difference between doing a job effectively or ineffectively
|
|
|
Critical incident method
|
Keeping a record of uncommonly food or undesirable examples of an employee’s work-related behavior and reviewing it with the employee at predetermined times
|
|
|
Cultural environments
|
The attitudes and perspectives shared by individuals from specific countries that shape their behavior and how they view the world
|
|
|
Cumulative trauma disorders (CTDs)
|
Muscle and skeletal injuries that occur when workers respectively use the same muscles to perform tasks
|
|
|
Cut score
|
A point at which applicants scoring below that point are rejected
|
|
|
Davis-Bacon Act
|
A law passed in 1931 that sets wage rates for laborers employed by contractors working for the federal government
|
|
|
Decentralized work sites
|
Work sites that exist away from an organization’s facilities
|
|
|
Decertification
|
Process whereby a union is removed as the representative of a group of employees
|
|
|
Decline phase
|
"The final stage in one’s career, usually marked by retirement"
|
|
|
Defined-benefit plan
|
One in which an employee is promised a pension amount based on age and service
|
|
|
Defined-contribution plan
|
One in which the employer makes an annual payment to an employee’s pension account
|
|
|
Delegation
|
A management activity in which activities are assigned to individuals at lower levels in the organization
|
|
|
Deprivation
|
A state of having an unfulfilled need
|
|
|
Development
|
Efforts to improve employees’ ability to handle a variety of assignments
|
|
|
Diary method
|
A job analysis method requiring job incumbents to record their daily activities
|
|
|
Dictionary of Occupational Titles
|
"A government publication that lists more than 30,000 jobs"
|
|
|
Differential piece-rate system
|
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
|
|
|
Differential validity
|
A special type of validation whereby a cut score is lower due to bias in the test
|
|
|
Disabled person
|
"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"
|
|
|
Discipline
|
Form of training that enforces organizational rules
|
|
|
Disparate impact
|
Occurs when substantial under representation of protected-class members results from employment decisions that work to their disadvantage
|
|
|
Disparate treatment
|
Situation that exists when protected-class members are treated differently from others
|
|
|
Distributive bargaining
|
"A competitive, confrontational bargaining strategy"
|
|
|
Distributive justice
|
The perceived fairness in the distribution of outcomes
|
|
|
Distributive justice
|
Perceived fairness in the distribution of outcomes
|
|
|
Diversity
|
The differences among people
|
|
|
Diversity
|
The differences among people
|
|
|
Documentation
|
Used as a record of the performance appraisal process outcomes
|
|
|
Downsizing
|
An activity in an organization aimed at creating greater efficiency by eliminating certain jobs
|
|
|
Draw
|
An amount advanced from and repaid to future commissions earned b the employee
|
|
|
Drug-free Workplace Act
|
Requires specific government-related groups to ensure that their workplace is drug free
|
|
|
Due process
|
Means used for individuals to explain and defend their actions against charges or discipline
|
|
|
Duty
|
A larger work segment composed of several tasks that are performed by an individual
|
|
|
Dysfunctional tension
|
Tension that leads to negative stress
|
|
|
Early retirement
|
A downsizing effort whereby employees close to retirement are given some incentive to leave the company earlier than expected
|
|
|
Economic strike
|
"An impasse that results from labor and management’s ability to agree on the wages, hours, terms, and conditions of a “new” contract"
|
|
|
Economic value added (EVA)
|
A firm’s net operating profit after the cost of capital is deducted
|
|
|
Effort-performance relationship
|
The likelihood that putting forth the effort will lead to successful performance on the job
|
|
|
E-learning
|
The use of the Internet or an organizational intranet to conduct training on-line
|
|
|
Employee assistance program
|
"One that provides counseling and other help to employees having emotional, physical, or other personal problems"
|
|
|
Employee benefits
|
"Membership-based, nonfinancial rewards offered to attract and keep employees"
|
|
|
Employee counseling
|
A process whereby employees are guided in overcoming performance problems
|
|
|
Employee development
|
"Future-oriented training, focusing on the personal growth of the employee"
|
|
|
Employee handbook
|
A booklet describing the important aspects of employment an employee needs to know
|
|
|
Employee leasing
|
Hiring “temporary” employees for long periods of time
|
|
|
Employee monitoring
|
An activity whereby the company is able to keep informed of its employees’ activities
|
|
|
Employee referrals
|
A recommendation from a current employee regarding a job applicant
|
|
|
Employee Retirement Income Security Act
|
Law passed in 1974 designed to protect employee retirement benefits
|
|
|
Employee rights
|
A collective term dealing with varied employee protection practices in an organization
|
|
|
Employee stock ownership plan (ESOP)
|
A plan whereby employees gain stock ownership in the organization for which they work
|
|
|
Employee training
|
"Present-oriented training, focusing on individuals’ current jobs"
|
|
|
Employment “test”
|
Any employment procedure used as the basis for making an employment-related decision
|
|
|
Employment contract
|
Agreement that formally outlines the details of employment
|
|
|
Employment legislation
|
"Laws that directly affect the hiring, firing, and promotion of individuals"
|
|
|
Employment-at-will (EAW)
|
"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"
|
|
|
Encapsulated development
|
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
|
The socialization stage where individuals confront the possible dichotomy between their organizational expectations and reality
|
|
|
Environmental influences
|
Those factors outside the organization tat directly affect HRM operations
|
|
|
Environmental scanning
|
Process of studying the environment of the organization to pinpoint opportunities and threats
|
|
|
Equal employment opportunity (EEO)
|
Individuals should have equal treatment in all employment-related actions
|
|
|
Equal Pay Act
|
"Passed in 1963, this act requires equal pay for equal work"
|
|
|
Equity
|
The perceived fairness of what the person does compared with what the person receives
|
|
|
Equity
|
The perceived fairness between what a person does and what the person receives
|
|
|
Ergonomics
|
The study and design of the work environment to address physiological and physical demands on individuals
|
|
|
Essay appraisal
|
A performance appraisal method whereby an appraiser writes a narrative about the employee
|
|
|
Essential job functions
|
Fundamental duties of a job
|
|
|
Essential job functions
|
Fundamental duties of a job
|
|
|
Establishment phase
|
A career stage in which one begins to search for work. It includes getting one’s first job
|
|
|
Executive Order 10988
|
Affirmed the right of federal employees to join unions and granted restricted bargaining rights to these employees
|
|
|
Executive Order 11491
|
Designed to make federal labor relations more like those in the private sector. Also established the Federal Labor Relations Council
|
|
|
Exempt employees
|
Employees to whom employers are not required to pay overtime under the Fair Labor Standards Act
|
