Management Chapter 8

Front 1

Human Resource Management (HRM)

Back 1

Set of organizational activities directed at attracting, developing and maintaining an effective workplace

Front 2

Job Analysis

Back 2

A detailed study of the specific duties in a particular job and the human qualities required for the job

Front 3

Job Description

Back 3

duties of the job, working conditions and tools and materials needed.

Front 4

Job Specification

Back 4

The specific skills, education and experience needed to perform the job.

Front 5

Replacement Chart

Back 5

an HR technique that lists each important managerial position, who occupies it, how long he or she will probably stay in it before moving on, and who (by name) is now qualified or soon will be qualified to move into it.

Front 6

Employee Information System (Skills Inventories)

Back 6

Computerized systems that contain information on each employee's education, skills, work experience, and career aspirations.

Front 7

Recruiting

Back 7

the phase in the staffing of a company in which the firm seeks to develop a pool of interested, qualified applicants for a position

Front 8

Internal Recruiting

Back 8

Considering present employees as candidates to apply for jobs

Front 9

External Recruit

Back 9

Attracting people outside the organization to apply for jobs.

Front 10

Internships

Back 10

Short-term paid or unpaid positions where students focus on a specific project

Front 11

Validation

Back 11

The process of determining the predictive value of information

Front 12

Assessment Center

Back 12

A series of exercises in which management candidates perform realistic management tasks while being observed by appraisers,

Front 13

Video Assessment

Back 13

Involves potential hires videos of realistic work situations and asking them to choose a course of action to deal with the situation

Front 14

Behavior-Based Interviewing

Back 14

An approach to improving interview validity by asking questions that focuses the interview much more on behaviour than on what a person says

Front 15

Orientation

Back 15

the process of introducing new employees to the company's policies and programs, the co-workers and supervisors they will interact with, and the nature of their job

Front 16

On-The-Job Training

Back 16

developing programs in which employees gain new skills while performing them at work

Front 17

Job Rotation

Back 17

A technique in which an employee is rotated by transferred from one job to another

Front 18

Off-The-Job Training

Back 18

Development programs in which employees learn new skills at a location away from the normal work site

Front 19

Vestibule Training

Back 19

a work simulation in which the job is performed under conditions closely simulating the actual work environment

Front 20

Management Development Programs

Back 20

Development programs in which managers' conceptual, analytical and problem-solving skills are enhanced

Front 21

Networking

Back 21

informal interactions among managers, both inside and outside, solutions and opportunities

Front 22

Mentoring

Back 22

having more experienced managers sponsor or teach a less experienced manager

Front 23

Performance Appraisals

Back 23

a formal program for evaluating how well an employee is performing the job; help managers to determine how effective they are in recruiting and selecting employees

Front 24

360 Degree Feedback

Back 24

Gathering information from a manager's subordinates, peers, and superiors when assessing the manager's performance

Front 25

Simple Ranking Method

Back 25

a method of performance appraisal that requires a manager to rank-order from top to bottom or from best to worst, each member of a particular workgroup or department

Front 26

Graphic Rating Scale

Back 26

a statement or question about some aspect of an individual's job performance for which the rater must select the response that best fits

Front 27

Critical Incident Method

Back 27

a technique of performance appraisal in which rates recall examples of especially good or poor performance by an employee and then describe what the employees did (or did not do)

Front 28

Compensation

Back 28

what a firm offers its employees in return for their labor

Front 29

Wages

Back 29

dollars paid based on the number of hours worked

Front 30

Salary

Back 30

dollars paid at regular intervals in return for doing a job, regardless of the amount of time or output

Front 31

Pay Surveys

Back 31

A survey of compensation paid to employees by other employers in a particular geographic area, an industry, or an occupational group

Front 32

Job Evaluation

Back 32

A method for determining the relative value or worth of a job to the organization so that individuals who perform it can be appropriately compensated

Front 33

Incentive Programs Incentive Programs

Back 33

Special compensation programs designed to motivate high perfomance

Front 34

Price-Rate Incentive Plan

Back 34

A compensation system in which an organization pays an employee a certain amount of money for every unit produced

Front 35

Bonus

Back 35

individual performance incentive in the form of a special payment made over and above the employees' salary

Front 36

Pay for Performance (Variable Pay)

Back 36

individual incentive that rewards a manager for especially productive output

Front 37

Profit-Sharing Plans

Back 37

an incentive program in which employees receive a bonus depending on the firm's profits

Front 38

Garnishing Plans

Back 38

an incentive program in which employees receive a bonus if the firm's costs are reduced because of greater worker efficiency and/or productivity

Front 39

Pay-For-Knowledge Plans

Back 39

Incentive plan to encourage employees to learn new skills or become proficient at different jobs

Front 40

Benefits

Back 40

What a firm offers its workers other than wages and salaries in return for their labor

Front 41

Protection Plans

Back 41

A plan that protects employees when their income is threatened or reduced by illness, disability, death, unemployment or death

Front 42

Employment Insurance

Back 42

A protection plan that provides a basic subsistence payment o employees who are between jobs

Front 43

Canada Pension Plan

Back 43

a plan that provides income to retired individuals through employee and employer taxes that are withheld from payroll

Front 44

Worker's Compensation

Back 44

Mandated insurance that covers individuals who suffer a job-related illness or accident

Front 45

Wellness Programs

Back 45

A program that concentrates on preventing illness in employees rather than simply paying their expenses when they become sick

Front 46

Cafeteria-Style Benefit Plans

Back 46

a flexible approach to providing benefits in which employees are allocated a certain sum to cover benefits and can "Spend" this allocation on the specific benefits they prefer

Front 47

Equal Employment Opportunity Regulations

Back 47

Regulations to protect people from unfair or inappropriate discrimination in the workplace

Front 48

Canadian Human Rights Act

Back 48

Ensures that any individual who wishes to obtain a job has an equal opportunity to apply for it.

Front 49

Bona Fide Occupational Requirement

Back 49

When an employer may choose one applicant over another based on overriding characteristics of the job

Front 50

Employment Equity Act of 1986

Back 50

Federal legislation that designates four groups as employment disadvantaged - women, visible minorities, aboriginal people, and people with disabilities.

Front 51

Comparable Worth

Back 51

A legal concept that aims to pay equal wages for work of equal value.

Front 52

Sexual Harassment

Back 52

Requests for sexual favours, unwelcome sexual advances, or verbal or physical conduct of a sexual nature that creates an intimidating or hostile environment for a given employee.

Front 53

Quid Pro Quo Harassment

Back 53

Form of sexual harassment in which sexual favours are requested in return for job-related benefits.

Front 54

Hostile Work Environment

Back 54

Form of sexual harassment deriving from off-colour jokes, lewd comments, and so forth.

Front 55

Repetitive Strain Injury (RSI)

Back 55

An injury that occurs when a worker performs the same functions over and over again.

Front 56

Workforce Diversity

Back 56

The range of workers' attitudes, values, beliefs, and behaviors that differ by gender, race, age, ethnicity, physical ability, and other relevant characteristics.

Front 57

Knowledge Workers

Back 57

Workers who are experts in specific fields like computer technology and engineering, and who add value because of what they know, rather than how long they have worked or the job they do.

Front 58

Labour Union

Back 58

A group of individuals who work together to achieve shared job-related goals.

Front 59

Collective Bargaining

Back 59

The process through which union leaders and management personnel negotiate common terms and conditions of employment for those workers represented by the union.

Front 60

Constitution Act

Back 60

Divided authority over labour regulations between the federal and provincial governments.

Front 61

Canada Labour Code

Back 61

Legislation that applies to the labour practices of firms operating under the legislative authority of parliament.

Front 62

Bargaining Unit

Back 62

Individuals grouped together for purposes of collective bargaining.

Front 63

Certification Vote

Back 63

A vote supervised by a government representative to determine whether a union will be certified as the sole bargaining agent for the unit.

Front 64

Decertification

Back 64

The process by which employees legally terminate their union's right to represent them.

Front 65

Closed Shop

Back 65

An employer can hire only union members

Front 66

Union Shop

Back 66

An employer can hire non-unionized workers, but they must join the union within a certain period.

Front 67

Agency Shop

Back 67

All employees for whom the union bargains must pay dues, but they are not required to join the union.

Front 68

Open Shop

Back 68

An employer may hire union or non-union workers.

Front 69

Cost-of-living Adjustment (COLA)

Back 69

A contract clause specifying that wages will increase automatically with the rate of inflation.

Front 70

Wage Reopener Clause

Back 70

A contract clause that allows wage rates to be renegotiated at preset times during the life of the contract.

Front 71

Strike

Back 71

A tactic of labour unions in which members temporarily walk off the job and refuse to work, in order to win concessions from management.

Front 72

Picketing

Back 72

A tactic of labour unions in which members march at the entrance to the company with signs explaining their reasons for striking.

Front 73

Sympathy Strike (or Secondary Strike)

Back 73

When on union strikes in sympathy with a strike initiated by another union.

Front 74

Wildcat Strike

Back 74

A strike that is not authorized by the union or that occurs during the life of a contract

Front 75

Boycott

Back 75

Union members agree not to buy the product of the firm that employs them.

Front 76

Work Slowdown

Back 76

Workers perform their jobs at a much slower pace than normal.

Front 77

Lockout

Back 77

A tactic of management in which the firm physically denies employees access to the workplace to pressure workers to agree to the company's latest contract offer.

Front 78

Strikebreaker

Back 78

An individual hired by a firm to replace a worker on strike; a tactic of management in disputes with labour unions.

Front 79

Employers' Associations

Back 79

A group of companies that get together to plan strategies and exchange information about how to manage their relations with unions.

Front 80

Concilation

Back 80

A neutral third party helps the two sides clarify the issues that are separating them.

Front 81

Mediation

Back 81

A method of settling a contract dispute in which a neutral third party is asked to hear arguments from both the union and management and offer a suggested resolution.

Front 82

Voluntary Arbitration

Back 82

A method of settling a contract dispute in which the union and management ask a neutral third party to hear their arguments and issue a binding resolution.

Front 83

Compulsory Arbitration

Back 83

A method of settling a contract dispute in which the union and management are forced to explain their positions to a neutral third party, which issues a binding resolution.