Phr

Front 1

401(k) Plan

Back 1

A defined contribution plan allowing employees to defer income by making pretax contributions to a retirement account. The plan may also allow for employer matching contributions.

Front 2

403(b) Plan

Back 2

Employee retirement account, similar to a 401(k), for public employees.

Front 3

Adverse Selection

Back 3

The tendency for people with poorer-than-average health expectations (higher risk) to apply for or continue insurance coverage to a greater extent than people with average or better-than-average health expectations (lesser risk).

Front 4

Age

Back 4

Adjusting all salary survey data to the same date (taking inflation into consideration)

Front 5

Balance-Sheet Approach

Back 5

Compensation approach for international assignments that equalizes the cost differences between the host country and the home country.

Front 6

Base pay

Back 6

The basic compensation for a specified position of employment excluding any other payments or allowances.

Front 7

Benchmark job

Back 7

A job that is commonly defined, used to make pay comparisons, either within the organization or to comparable jobs outside the organization. Pay data for these jobs is readily available in published surveys.

Front 8

Benefit

Back 8

A collection of non-cash compensation elements, including but not limited to income protection, health coverage, retirement savings, vacation time and income supplements for employees, provided in whole or in part by employer payments.

Front 9

Benefit needs analysis

Back 9

A comprehensive review of all employee benefits.

Front 10

Bonus

Back 10

A one time amount received or paid in addition to the regular wage or salary.

Front 11

Broadbanding

Back 11

Combining salary grades and ranges into a few wide levels, each containing a relatively wide range of jobs and salary levels.

Front 12

Cash Balance Plan

Back 12

A defined benefit plan in which the employer contributes a percentage of current pay to an employee's pension plan each year; the employee earns interest on this amount, and may receive a lump sum payment if leaves organization.

Front 13

Cafeteria Plan (Section 125)

Back 13

Employee benefit plan that allows employees to select among the various group life, medical expense, disability, dental and other plan to best meet their specific needs.

Front 14

Combined Salary and Commission Plan

Back 14

Sales compensation plan that includes straight salary and a commission.

Front 15

Compa-ratio

Back 15

Base pay divided by the midpoint of the salary range

Front 16

Compensable Factor

Back 16

An essential, compensable element of a job such as skills, effort, responsibility, and working conditions.

Front 17

Compensable Time

Back 17

Time spend by employees performing work-related tasks.

Front 18

Compensatory Time off

Back 18

Time given off instead of payment for additional time worked.

Front 19

Competencies

Back 19

Basic employee characteristics/ behaviors that may enhance individual or team performance.

Front 20

Competency Base Pay

Back 20

Employee pay based on characteristics/ behaviors or increased job knowledge.

Front 21

Consolidated Omnibis Budget Reconciliation Act (COBRA)

Back 21

Provides for temporary continuation of group health coverage, at group rates, that otherwise might be terminated.

Front 22

consumer price index (CPI)

Back 22

Measurement of the average change in a fixed "market basket" of goods and services over time.

Front 23

Contributory plan

Back 23

Type of pension plan in which both the employees and the employer contribute

Front 24

Co-payment

Back 24

Employee's portion of the cost of insurance premiums and/or other medical care

Front 25

Cost of Living Allowance (COLA)

Back 25

Basing annual salary increases on the Consumer Price Index (CPI)

Front 26

Davis-Bacon Act

Back 26

Employees with federal construction contracts must pay laborers and mechanics the prevailing wages of the majority of the workers in the same area

Front 27

Defined-Benefit Plan

Back 27

An employer's promise to pay employees a fixed amount each year at retirement. Regardless of the rate of inflation, employees receive a pre-determined amount.

Front 28

Defined Contribution Plan

Back 28

A retirement plan in which the employee and/or the employer contributes. Employees are usually responsible for choosing investments in these amounts, and income taxes are deferred until the proceeds are withdrawn after age 59 1/2.

Front 29

differential pay

Back 29

pay in addition to base pay for special work circumstances

Front 30

Differential Piece-rate system

Back 30

An individual pay plan in which employees are paid one piece-rate wages for units produced up to a standard output and a higher piece-rate wage for units produced over the standard.

Front 31

Draw

Back 31

A payroll advance repaid by future commissions earned by the sales employee.

Front 32

Earnings-at-risk incentive plan

Back 32

Incentive pay plan that puts a portion of the worker's base pay at risk, while also allowing the opportunity to earn more base pay if goals are met or exceeded.

Front 33

Employee Assistance Programs (EAPs)

Back 33

Employer provided counseling or other services to help employees cope with work or personal problems that may interfere with job performance.

Front 34

Employee Retirement Income Security Act (ERISA)

Back 34

A law that provides government protection of pensions for all employees with company pension plans.

Front 35

Employee Stock Ownership Plan (ESOP)

Back 35

Profit sharing plan that gives employees shares of stock in the company; designed to increase employee's effort, commitment and loyalty since they have a stake in the organization's success.

Front 36

Entitlement Philosophy

Back 36

Traditional compensation philosophy that gives automatic salary increases based on senority.

Front 37

Equity

Back 37

The perceived fairness regarding what an individual does and what is received.

Front 38

Exempt Employees

Back 38

Employees not entitled to overtime pay under the Fair Labor Standards Act; positions classified as executive, administrative, professional or outside sales.

Front 39

Factor Comparison System

Back 39

Job evaluation system in which the evaluation process is accomplished on a factor-by-factor basis by developing a factor comparison scale.

Front 40

Fair Labor Standards Act (FLSA), 1938

Back 40

Establishes a minimum wage, overtime provisions, and child labor; applies to most non-managerial employees in the private industry.

Front 41

Family and Medical Leave Act

Back 41

Eligible employees receive up to 12 weeks of unpaid leave for 1) suffering or recovering from a serious health condition, 2) the birth of a child, 3) adoption of a child, or 4) to care for an immediate family member.

Front 42

Fiduciary

Back 42

Person placed in a position of trust and confidence expected to exercise a standard of care in administering or managing the assets of others.

Front 43

Flexible Benefits Plan

Back 43

Plan that permits employees to choose the benefits they prefer from several benefits offered by the employer.

Front 44

Flexible Spending Account

Back 44

Plan that allows employees to contribute pretax dollars to purchase additional benefits.

Front 45

Gainsharing

Back 45

An incentive plan in which groups of employees receive awards base don increased profits, productivity or efficiency

Front 46

Garnishment

Back 46

A court order to take part of a person's wages, before he/she gets them, and apply the taken amount to a debt owed to a creditor.

Front 47

Green-circled employee

Back 47

Worker paid below the range set for the job

Front 48

Hardship Allowance

Back 48

Additional compensation for expatriates assigned to locations with difficult living and working conditions.

Front 49

Hay Profile Method

Back 49

Job evaluation method using knowledge, mental activity, and accountability to evaluate executive and managerial positions.

Front 50

Health Care Reimbursement Account (HRA)

Back 50

An option under a flexible benefits plan. Expenses paid for uninsured medical or health care services such as vision, hearing and dental care (deductibles, co-payments/ coinsurance, exams for example) are reimbursable by the employer on a nontaxable basis provided IRS rules are met.

Front 51

Health Maintenance Organization (HMO)

Back 51

A prepaid health plan delivering comprehensive care to member through designated providers, having a fixed monthly payment for health care services, and requiring members to be in a plan for a specified period of time.

Front 52

Health Savings Account

Back 52

A type of flexible spending account that reimburses the employee for out-of-pocket medical expenses; part of the flexible benefit plan.

Front 53

Improshare

Back 53

Gainsharing program where bonuses are base don the overall achievements and productivity of a work team.

Front 54

Idemnity Plans

Back 54

Traditional fee-for-service group health plans, the patient chooses whichever doctor and hospital he/she wants to use.

Front 55

Independent Contractors

Back 55

Individuals who contract with employers to perform specific projects or tasks; they are not employees of the organization.

Front 56

Individual Incentives

Back 56

Rewards for the individual effort and performance; piece-rate systems, individual bonuses, and sales commissions.

Front 57

Individual retirement account (IRA)

Back 57

A retirement account that allows individuals to make tax-deferred contributions to a personal retirement fund.

Front 58

Job Analysis

Back 58

The process of determining the skills and duties required of a job.

Front 59

The Classification System

Back 59

Job evaluation system where jobs are classified according to a series of pre-determined salary grades.

Front 60

Job description

Back 60

the written duties and responsibilities of a job

Front 61

Job Evaluation

Back 61

The systematic process for establishing the relative value/worth of jobs within an organization (internal equity)

Front 62

Job Specifications

Back 62

The knowledge, skills and abilities required for a job.

Front 63

Keogh Plan

Back 63

A qualified retirement plan for self-employed individuals.

Front 64

Key-Person Insurance

Back 64

Insurance intended to cover an organization's costs if a top level executive should die.

Front 65

Lag Policy

Back 65

Organization intentionally sets pay structures and targets pay levels below the market rate.

Front 66

Lead Policy

Back 66

Organization intentionally sets pay structures and targets pay levels above the market rate.

Front 67

Leveling

Back 67

Adjusting salary data to better fit your job requirements (subjective)

Front 68

Long Term Disability (LTD)

Back 68

A significant period of disability generally ranging from six months to life.

Front 69

Lump-sum Increase (LSI)

Back 69

Any increase in pay that is made from a single cash payment.

Front 70

Managed Care

Back 70

A system that delivers cost effective health care through monitoring and recommending utilization of services.

Front 71

Mandated Benefits

Back 71

Employee benefits that employers provide by law

Front 72

Market Differential

Back 72

Temporarily paying above range for certain jobs that are hard to fill

Front 73

Market Line

Back 73

The relationship between job value, as determined by job evaluation points and pay survey rates shown on the graph.

Front 74

Market Price

Back 74

Typical wage paid for a job in the immediate labor market

Front 75

Match Only

Back 75

Organizational pay policy is set to pay structures and targets pay levels to march the market rates.

Front 76

Maturity Curve

Back 76

A process of determining employees' salaries as a function of experience. It assumes that years in a profession equate with more highly valued competencies.

Front 77

Merit (or pay-for-performance) Pay

Back 77

Compensation increase based upon an individual's past effort and performance.

Front 78

Money Purchase Plan

Back 78

A type of defined contribution plan in which the employer makes fixed, regular contributions for participants, usually a percentage of total pay; employees may also make voluntary contributions. At retirement, the accumulated funds are used to provide annuities or lump-sum distributions.

Front 79

Non-contributory plan

Back 79

A retirement or benefit plan in which the employer makes all the contributions.

Front 80

Non-exempt Employees

Back 80

Employees who are covered by the Fair Labor Standards Act's minimum wage and OT pay provisions. These employees are typically paid hourly.

Front 81

Non-Qualified Plan

Back 81

Employee benefit plans that do not adhere to IRS standards, cover only select groups of employees, and don't receive favorable tax treatment.

Front 82

Overtime

Back 82

Any hours over 40 worked in a workweek. Non-exempt employees are eligible for OT pay.

Front 83

Organizational Incentives

Back 83

Rewards employees for the performance of the entire organization.

Front 84

Paid Time-Off (PTO) Plan

Back 84

Benefit plan combining paid sick leave, vacation and holidays.

Front 85

Pay Equity

Back 85

The similarity of pay jobs requiring comparable levels of knowledge, skills and abilities.

Front 86

Pay Grade

Back 86

A group of jobs of the same or similar value used for compensation purposes.

Front 87

Pay Range

Back 87

The range of pay rates (for minimum to maximum) set for a pay grade. Used to set individual pay rates.

Front 88

Pension Benefit Guaranty Corporation (PBGC)

Back 88

Created by ERISA, insurance program that guarantees payment of basic retirement benefits to participants if a plan is terminated; may also terminate seriously under-funded pension plans.

Front 89

Pension Plans

Back 89

A retirement plan established by a corporation or organization to provide income for its employees when they retire.

Front 90

Perquisites (perks)

Back 90

Special benefits for executives that are usually non-cash items.

Front 91

Price-rate system

Back 91

Individual incentive plan where workers are paid for each unit produced based on predetermined standards.

Front 92

Point of Service Plan (POS)

Back 92

A health plan that allows the member to pay little or nothing if they stay within the established delivery system, but permits members to receive services from health providers outside the plan if they are willing to pay higher co-payments, deductibles and possibly monthly premiums.

Front 93

Point Method

Back 93

Quantitative job evaluation system that assigns points to each job to determine its relative worth

Front 94

Portability

Back 94

The ability to transfer pension rights and credits when a workers changes jobs

Front 95

Preferred provide organization (PPO)

Back 95

A health care delivery system in which the employer or insurer enters into contracts with health care providers (physicians, hospitals, etc.) to provide health care services at a discount.

Front 96

Prevailing Wage

Back 96

The minimum wage to be paid employees working on federal contracts or subcontracts. The wage is determined by the wage paid other workers in the area.

Front 97

Profit Sharing

Back 97

The payment of a portion of company profits to employees as a performance incentive in addition to their regular compensation

Front 98

Qualifying Event

Back 98

The conditions that require offering continued medical coverage under the COBRA (consolidated omnibus budget reconciliation act)

Front 99

Ranking

Back 99

Non-quantitative (whole job) job evaluation method of placing each job in order of relative worth to the organization.

Front 100

Red-Circled Employee

Back 100

An employee paid above the range set for this job.

Front 101

Regression Analysis

Back 101

The statistical technique of finding a straight line that approximates the information in a group of data points.

Front 102

Roth 401(k)

Back 102

A defined contribution plan allowing employees to defer income by making after-tax contributions to a retirement account.

Front 103

Rucker Plan

Back 103

Incentive bonus plan based on the relationship between the total earnings of hourly employees and the increased production by the employees.

Front 104

Salary Compression

Back 104

A situation that occurs when longer-term employees in a job earn less than new hires for the same job. A salary inequity problem usually caused by inflation.

Front 105

Salary (Pay) Survey

Back 105

A method of collecting compensation data for workers performing similar jobs in other organizations.

Front 106

Salary

Back 106

The amount regularly paid to an individual regardless of the number of hours worked.

Front 107

Salary Reduction Simplified Employee Pension Plan (SARSEP)

Back 107

Pension plan that allows employees of companies of 25 employees or less to defer taxation on a portion of their income by making voluntary contributions. Permitted under the Tax Reform Act of 1986.

Front 108

Sarbanes-Oxley Act, 2002

Back 108

The Act encourages the disclosure by an employee of confidential employer information, to a government agency, in a publicly traded organization, that may violate federal securities law or any law meant to prevent fraud against shareholders or employees.

Front 109

Scanlon Plan

Back 109

Incentive bonus plan using employee committees to achieve cost-reduction improvements. A formula determines the employees' share of cost savings.

Front 110

Seniority

Back 110

A workers length of service with an employer relative to the length of service of other workers.

Front 111

Serious Health Condition

Back 111

A health condition that requires either impatient care or continuing treatment by a health care provider.

Front 112

Service Contract Act

Back 112

Contractors with government service contracts over $2,500 must pay workers prevailing wage rates

Front 113

Shift Differential

Back 113

Paying a premium to employees working less desirable shifts.

Front 114

Skill Based Pay

Back 114

Rewards employees for the range, depth and types of skills they are capable of using. Also called pay-for-knowledge or multiskilled pay.

Front 115

Social Security Act (1935)

Back 115

Provides retirement, disability and health insurance for retired persons and those unable to work.

Front 116

Split-Dollar Plan

Back 116

Employer and executive share the cost of the executive's enhanced life insurance premium.

Front 117

Stock option

Back 117

The right of employees to buy company stock, usually at a discounted price.

Front 118

Straight Commission Plan

Back 118

Sales compensation based only on a percentage of each sale.

Front 119

Straight piece-rate system

Back 119

Individual incentive plan in which pay is determined by multiplying the number of units produced by the rate of one unit.

Front 120

Tax Equalization Allowance

Back 120

Method used to ensure that expatriates pay no more than the amount of assumed tax from home country income taxes.

Front 121

Team Incentive Plan

Back 121

Team members share an incentive bonus when production standards are met or exceeded; commonly used in gain sharing plans.

Front 122

Total Rewards

Back 122

Compensation (direct pay), benefits, and the work experience (intangible rewards)

Front 123

Utilization Review

Back 123

Evaluation of the necessity, appropriateness and efficiency of the use of medical services and facilities.

Front 124

Variable Pay

Back 124

Pay tied to productivity or some measure that can vary with the firm's profitability

Front 125

Vesting

Back 125

Benefit plan that guarantees the participants will, after meeting certain requirements, retain the benefits they have accrued.

Front 126

Voluntary Benefits

Back 126

Employer provided benefits that are not mandated by the law

Front 127

Wages

Back 127

Payments to employees who are paid hourly (non-exempt) directly calculated on the amount of time worked

Front 128

Wage and Salary Survey

Back 128

The survey of wages paid by other employees in the relevant labor market.

Front 129

Waivers

Back 129

Voluntary agreement between an employee and employer waiving the employer of certain obligations.

Front 130

Walsh-Healy Public Contracts Act

Back 130

Contractors with government contracts over $10K for supplies, equipment and materials must pay workers prevailing wage rates

Front 131

Workers Compensation

Back 131

An insurance program, paid for by the employer, designed to protect employees from expenses incurred for a work-related injury or illness.

Front 132

Accounts Payable

Back 132

Money the owes to the vendors or suppliers

Front 133

Accounts Receivable

Back 133

Money customers owe the organization

Front 134

Amendment

Back 134

Formal revision of, addition to, or change in a bill or constitution

Front 135

Balance Sheet

Back 135

Accounting report showing the financial position of an organization

Front 136

Balanced Scorecard

Back 136

A management tool that provides a concise picture of the overall organization in 4 quadrants. 1. financial 2. customer perspective 3. internal processes 4. learning and innovation

Front 137

Benchmarking

Back 137

The process of comparing a firm's performance against the "best practices" of other leading companies

Front 138

Bill

Back 138

Draft of a proposed law presented for approval to a legislative body

Front 139

Centralized organizational structure

Back 139

Decisions made by upper management (corporate headquarters)

Front 140

Chain of Command

Back 140

A system where authority passes down from the top through a series of management positions in which each is accountable to the one directly superior.

Front 141

Change Theory (Kurt Lewin)

Back 141

Unfreeze, move, refreeze

Front 142

Computerized Forecast

Back 142

Software package that allows projection of staff needs based on projected sales, production volume and staff needed to maintain that level of production.

Front 143

Consumer Price Index (CPI)

Back 143

Index measuring the change in the cost of typical wage earner purchases of goods and services expressed as a percentage of the cost of the same goods and services in some base period.

Front 144

Controlling

Back 144

Management responsibilities for ensuring steps for the organizational plan are followed.

Front 145

Coordinating

Back 145

Management responsibility for providing resources and tools to accomplish goals

Front 146

Core Competency

Back 146

Organizational capabilities or strengths- what an organization does best that differentiates it from competition

Front 147

Cost Leadership Strategy

Back 147

Organization seeks to satisfy the consumer need for quality, low cost, products and services.

Front 148

Critical Success Factors (CSF)

Back 148

Activities that a business or organization must perform extremely well in order to achieve its mission, goals and objectives

Front 149

Culture

Back 149

The values, beliefs and actions of a society

Front 150

Corporate Culture

Back 150

A company's values, beliefs, business principles, traditions, ways of operating, and internal work environment.

Front 151

Customer Based Organizational Structure

Back 151

Organization chart based on customer needs.

Front 152

Decentralized Organizational Structure

Back 152

Decisions made by lower levels of authority

Front 153

Deflation

Back 153

A contraction in the volume of available money or credit that results in a general decline in prices

Front 154

Directing

Back 154

Management responsibility for leading and reinforcing for effective results

Front 155

Disposable income

Back 155

The amount of money consumers have available to spend after taxes have been paid

Front 156

Divisional Organizational Structure

Back 156

Organizational chart separated by product, market, group, region, etc.

Front 157

Dual chain of command

Back 157

Employees have more than one reporting relationship- as in a matrix structure

Front 158

Economic Value Added (EVA)

Back 158

Net operating profit after taxes minus (capital x cost of capital); a measure of the economic value of an investment or project.

Front 159

Employee Engagement

Back 159

The extent to which an employee feels a sense of attachment to the organization and believes in its goals and supports its values

Front 160

Environmental Scanning (SPHR)

Back 160

The practice of monitoring a business's external environment for changes that pose threats or opportunities for the business

Front 161

Ethics

Back 161

Determining right and wrong behavior based on a set of standards of conduct and moral judgement.

Front 162

Ethnocentric Organization

Back 162

Organization's headquarters maintains strong control over international operations

Front 163

European Union

Back 163

A collaborative network that uses Internet technology to link

Front 164

Extranet

Back 164

A collaborative network that uses internet technology to link businesses with their suppliers, customers, or other businesses tat share common goals.

Front 165

Forecasting

Back 165

Estimating the likelihood of an event taking place in the future, based on available data from the past.

Front 166

Formula Budgeting

Back 166

Overall cost applied to calculate increases in the next budget.

Front 167

Functional organizational structure

Back 167

Organizational chart arranged by functional/ department (traditional)

Front 168

General Agreement on Tariffs and Trade

Back 168

Establishes rules and guidelines for world trade

Front 169

Geocentric Organization (SPHR)

Back 169

Organization seen sin as a single international business

Front 170

Globalization

Back 170

Trend to open foreign markets to international trade and investment.

Front 171

Global Organization

Back 171

Corporation having business units in a number of countries

Front 172

Gross Domestic Product (GDP)

Back 172

The value of the national goods and services produced excluding the value of net income earned abroad.

Front 173

Gross Profit

Back 173

The difference between the cost of goods sold and sales

Front 174

HR Audit

Back 174

A formal evaluation of the current state of HR management in an organization

Front 175

HR Generalist

Back 175

An employee responsible for performing a variety of HR duties.

Front 176

HR Research

Back 176

The analysis of HR records and past data to assess the effectiveness of HR practices

Front 177

Historic HR Roles

Back 177

Advisory

Service

Control

Front 178

Current HR Roles

Back 178

Administrative

Operational

Strategic

Front 179

HR Specialist

Back 179

An employee with extensive knowledge and expertise in a limited area of HR

Front 180

HR Stratagies

Back 180

The actions taken to anticipate and manage the supply of and demand for labor

Front 181

Human Capital

Back 181

The knowledge, talents and skills of employees that have economic value to an organization

Front 182

Human Resources Alignment

Back 182

Integrating decisions about people with decisions about the results an organization is trying to obtain.

Front 183

Human Resources Information Systems (HRIS)

Back 183

An integrated system designed to provide information used in HR decision making.

Front 184

Human Resource (HR) Management

Back 184

The structure responsible to designing and managing all functions and activities related to the management of people within an organization

Front 185

Human Resource (HR) Planning

Back 185

The process by which management ensures that is has the right people, who are capable of completing those tasks that help the organization reach its objectives

Front 186

Importing and exporting

Back 186

Buying and selling goods and services with organizations in other coutnries

Front 187

Income Statement

Back 187

Explanation of revenues, expenses, and profits over a period of time.

Front 188

Incremental Budget

Back 188

Utilizing the prior budget as the basis for new funding.

Front 189

Individualism (SPHR)

Back 189

A social philosophy which stresses the importance of the individual above society

Front 190

Inflation

Back 190

An increase in the volume of money and credit relative to available goods and services resulting in a continuing rise in the general price level

Front 191

International Corporation

Back 191

Domestic firms that use existing capabilities to move into international markets.

Front 192

Intranet

Back 192

A computer network used to share company information and computing resources among employees

Front 193

Joint Resolution

Back 193

A resolution passed by both houses of a bicameral (house and senate) legislature and eligible to become a law if singe by the chief executive or passed over the chief executive's veto

Front 194

Product Differentiation Strategy

Back 194

Organization seeks to satisfy the consumer desire for unique products and services

Front 195

Productivity

Back 195

the amount of output per unit of input (labor, equipment and capital)

Front 196

Quorum

Back 196

A minimal number of officers and members of a committee or an organization, usually a majority, who must be present for a valid transaction of business

Front 197

Reengineering

Back 197

Redesigning a business to improve measures of performance such as cost, quality of service and speed

Front 198

Regiocentric Organization

Back 198

Organization with more coordination within region then with headquarters

Front 199

Regulation

Back 199

A principle, rule or law designed to control or govern conduct

Front 200

Return on Investment (ROI)

Back 200

Benefits of a project (over a set time period) divided by the amount invested in the project

Front 201

Secondary Research

Back 201

Published or recorded data that have already been collected for some purpose other than the current study

Front 202

Social Responsibility

Back 202

An organization's long term investment in causes that go "good" in society while enhancing the company's image/ reputation with the community

Front 203

Span of Control

Back 203

The ratio expressing the number of workers that one manager is considered to be able to supervise effectively in a particular situation

Front 204

Staff Manager

Back 204

A manager who assists and advises line managers

Front 205

Stages of reaction to change

Back 205

Denial

Anger

Neutral

Depression

Acceptance

Front 206

Strategic Change

Back 206

A change in the company's vision, mission and strategy

Front 207

Strategic Human Resource Management

Back 207

A HR management approach that focuses on positioning the organization for success- both now and in the future

Front 208

Strategic Planning

Back 208

The process of identifying organizational objectives and the actions needed to achieve those objectives

Front 209

Stragety

Back 209

A company's long term plan to maintain a competitive advantage balancing internal and external strengths and weaknesses

Front 210

Supply Chain (Value Chain)

Back 210

The distribution channel of a product, from its sourcing, to its delivery, to the end consumer

Front 211

SWOT Analysis

Back 211

Organizational internal strengths and weaknesses; external opportunities and threats

Front 212

Tactics

Back 212

Detail of the steps to carry out a strategy

Front 213

Transnational Corporation

Back 213

Firm that attempts to balance local responsiveness and global scale via a network of specialized operating units

Front 214

Transnational Teams

Back 214

Teams compromised of people of different nationalities working on tasks that span multiple counties

Front 215

Uncertainty avoidance

Back 215

The cultural preference of people in a country for structured rather than unstructured situations

Front 216

Unit Labor Cost

Back 216

The cost of workers' pay and benefits per unit of manufactured output

Front 217

Utility Analysis

Back 217

The use of economic or other statistical models to identify the costs and benefits associated with specific HR activies

Front 218

Values

Back 218

What the organization holds in high regard that governs its operations

Front 219

Veto

Back 219

The vested power or constitutional right of one branch or department of government to refuse approval of measures proposed by another department, especially the power of a chief executive to reject a bill passed by the legislature

Front 220

Vision

Back 220

What the organization will loo like in the future

Front 221

Vote

Back 221

Formal expression of preference for a candidate for office or for a proposed resolution of an issue

Front 222

Zero-balanced budgeting

Back 222

new budget starts at zero and all expenditures are budgeted

Front 223

Achievement test

Back 223

Measurement of what a person knows or can do

Front 224

Adverse (disparate) Impact

Back 224

Employer practices resulting in higher percentages of protected class members being rejected for employment opportunities. Discrimination is probable if the selection rate for a protected class is less than 80% of the selection rate for the majority group. Also, if the protected class representation in the organization is less than 80% of the groups representation in the relevant labor market.

Front 225

Affirmative Action

Back 225

Measures taken to correct the effects of past discrimination in hiring and promotion

Front 226

Affirmative Action Plan (AAP)

Back 226

A written document detailing the steps an employer will take to provide equal opportunity within its workfoce

Front 227

Age Discrimination in Employment Act (1967)

Back 227

Prohibits age discrimination of individuals over 40 years of age and prohibits mandatory retirement

Front 228

Albermarle Paper Company vs. Moody

Back 228

Supreme Court ruled that the validity of employment tests must be documented

Front 229

Americans with Disabilities Act

Back 229

Prohibits private sector employers who employ 15 or more individuals and all state and local government employers from discriminating against qualified individuals with disabilities in all aspects of employment. Enforced primarily by the EEOC.

Front 230

Americans with Disabilities Amendment Act

Back 230

Individuals may be considered disabled under the Act with or without assistive devices

Front 231

Application Form

Back 231

Employment Form documenting applicant information on education, work experience, and skills

Front 232

Applicant Pool

Back 232

The total number of persons who have applied for or have been considered for a particular position.

Front 233

Applicant Population

Back 233

The group within the labor force population available for selection using a particular recruiting approach

Front 234

Aptitude Test

Back 234

Measurement of a person's capacity to learn new skills

Front 235

Assessment Center

Back 235

A series of evaluative exercises and tests used for selection and development purposes

Front 236

Availability Analysis

Back 236

The collection, review and analysis of data reflecting the percentage of protected group members available for employment in the labor market.

Front 237

Behavioral Interview

Back 237

Interview in which applicants are asked for specific examples of how they performed a certain task or handled a problem in the past.

Front 238

Bona Fide Occupational Qualification (BFOQ)

Back 238

Justification for an otherwise discriminatory employment practice. Job requirement that an employee need to be of a certain sex, race, religion or national origin.

Front 239

Business Necessity

Back 239

Justification for an otherwise discriminatory practice that has a legitimate business purpose necessary for safe and efficient organizational operations.

Front 240

Civil Rights Act 1991

Back 240

Amendment to the Civil rights Act of 1964, Title 7 places the burden of proving non-discrimination on employer; permits compensatory and punitive damages, and allows for jury trial.

Front 241

Cognitive Ability Tests

Back 241

A psychological assessment that measures how well an individual processes information (perception, conceptualization, problem solving); the term is frequently used as a synonym for intelligence test.

Front 242

Comparable Worth (Pay Equity)

Back 242

Paying equally for jobs that are of comparable value to the employer, although they may have quite dissimilar job duties

Front 243

Concurrent Validity

Back 243

Measured when an employers tests current employees and correlates the scores with their performance ratings.

1. test all current employees on key job elements

2. measure job performance

3. correlate the test scores with performance ratings

4. use on future applicants to predict job success

Front 244

Construct Validity

Back 244

Show relationship between a measure of an abstract characteristic and performance on the job. Examples: personality tests, intelligence tests, leadership potential, creativity

Front 245

Content Validity

Back 245

The ability of the items in a measuring instrument or test to adequately measure the actual skills used on the job; examples: typing, interview questions covering previous experience

Front 246

Correlation Coefficient

Back 246

A statistic that gives measure of how closely two variables are related

Front 247

Criterion-Related Validity

Back 247

The extent to which test scores correlate with job performance, either at present (concurrent validity) or in the future (predictive validity)

Front 248

Disabled Person

Back 248

Any person who has a physical or mental impairment which substantially limits one or more of such person's major life activities, has a record of such impairment, or is regarded as having such impairment

Front 249

Disability

Back 249

A physical or mental impairment that substantially limits one or more major life activity

Front 250

Disparate Impact

Back 250

The adverse effect of a facially neutral practice that nonetheless discriminates against persons because of their race, sex, national origin, age or disability and that has not been shown to be job related and consistent with business necessity

Front 251

Disparate Treatment

Back 251

Employment practices which are applied or administered in a discriminatory manner; the different treatment is based on one or more of the protected factors and the different treatment is intentional

Front 252

Diversity

Back 252

Recognizing and valuing differences among people

Front 253

Downsizing

Back 253

The process of reducing the number of workers employed by a firm

Front 254

Early Retirement Window

Back 254

Time period in which eligible employees are encouraged to retire early with the incentive of enhanced pension benefits, and possibly a cash payment.

Front 255

Employee Referrals

Back 255

System that encourages and rewards current employees who refer family and friends for job openings

Front 256

Employee Leasing

Back 256

Process of dismissing employees and then bringing them back to work through a leasing company which handles all HR-related activities for those workers.

Front 257

Employer Brand Equity

Back 257

Companies with strong product brands have an advantage in attracting job seekers

Front 258

Employment "Test"

Back 258

An employment tool used to make an employment related decision

Front 259

Equal Employment Opportunity (EEO)

Back 259

The right of all persons to be accorded full and equal considerations for employment, retention and advancement on the basis of merit

Front 260

Equal Employment Opportunity Commission

Back 260

Commission created by Title 7 to investigate job discrimination claims.

Front 261

Equal Pay Act (1963)

Back 261

Requires equal pay for work, regardless of sex

Front 262

Essential Job Functions

Back 262

Those functions of a job or task which must be completed with or without an accommodation.

Front 263

E-Verify

Back 263

An internet-based system that compares employment eligibility to government records of eligibility.

Front 264

Expatriate

Back 264

A person who leaves his or her native country to live and work in another

Front 265

Flexible Staffing

Back 265

The use of recruiting sources to obtain workers who are not traditional employees

Front 266

Glass Ceiling

Back 266

An unofficial barrier to upper management or prominent positions within an organization which certain groups, particularly women, are unable to cross

Front 267

Griggs v. Duke Power Company

Back 267

Supreme Court decision that identified adverse or disparate impact - a seemingly neutral employment practice that works to the disadvantage of protected class members.

Front 268

Host-Country National

Back 268

An employee who is a citizen of a country in which a branch or plant is located, but the organization is located in another country

Front 269

Hostile Work Environment

Back 269

Conduct aimed at a protected class member, usually sexual, that unreasonably interferes with the individual's work performance or creates an intimidating, hostile, or offensive work environment.

Front 270

Independent Contractors

Back 270

A person or business which provides goods or services to another entity under terms specified in a contract

Front 271

Inpatriate

Back 271

A foreign national working in the U.S.

Front 272

Job Bidding

Back 272

Employees formally express interest in a job that may be open in the future

Front 273

Job Posting

Back 273

Employer internal notice of job openings inviting qualified employees to apply

Front 274

Job Sharing

Back 274

2 part time employees sharing one full time job

Front 275

Labor Force Population

Back 275

The total of all persons available for employment selection

Front 276

Labor Markets

Back 276

The market in which workers compete for jobs and employers compete for workers

Front 277

Lilly Ledbetter Fair Pay Act

Back 277

Each paycheck that delivers discriminatory compensation in a wrong actionable under the federal EEO status, regardless of when the discrimination began

Front 278

Major Life Function

Back 278

Caring for oneself, performing manual tasks, eating, sleeping, hearing, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating and working.

Front 279

Marginal Job Functions

Back 279

Duties that are part of a job but are not the purpose or nature of the job.

Front 280

Markov Matrix

Back 280

Method of tracking the pattern of employee movement through various jobs.

Front 281

Mass Layoff

Back 281

The Worker Adjustment and Retraining Act (WARN) applies when a reduction in force involves at least 1/3 of the workers, or at least 50 employees are laid off for at least a 30 day period.

Front 282

Nepotism

Back 282

The practice of employing workers who are related to management employees.

Front 283

Nondirective Interview

Back 283

Interview using questions developed from the answers to previous questions.

Front 284

Office of Federal Contract Compliance Programs (OFCCP)

Back 284

Federal office responsible for implementing executive orders regarding federal contractors and ensuring the compliance of orders.

Front 285

Outsourcing

Back 285

Contracting with an outside firm to perform work that could be done internally

Front 286

Panel Interview

Back 286

Interview using several interviewers to question a candidate at the same time

Front 287

Person-Job Fit

Back 287

The match between a person's knowledge, skills, and abilities and the requirements of a specific job.

Front 288

Person- Organization Fit

Back 288

The similarity of an individual's personality, beliefs and values with the culture, norms, and values of an organization.

Front 289

Phased Retirement

Back 289

Approach in which older workers reduce their workloads and pay

Front 290

Physical Ability Tests

Back 290

Assessment tools that measure individual strength, endurance, and muscular movement.

Front 291

Placement

Back 291

Putting a person into the right job

Front 292

Predictive Validity

Back 292

Measured when test results of applicants are compared with subsequent job performance:

1. measure all applicants on key job elements

2. Hire and wait for some period of time

3. Measure performance on these same employees

4. correlate test sores with performance ratings

Front 293

Pregnancy Discrimination Act, PDA

Back 293

An amendment to Title 7 that prohibits discrimination based on "pregnancy, childbirth, or related medical conditions"

Front 294

Protected Class

Back 294

A group of people who share common characteristics and are protected from discrimination and harassment by federal and/or state laws

Front 295

Psychomotor Tests

Back 295

Assessment tools that measure hand-eye coordination, arm-based steadiness, dexterity and other factors.

Front 296

Quid Pro Quo Harassment

Back 296

Submission to sexual conduct is made an explicit or implicit term or condition of employment.

Front 297

Qualified Individuals

Back 297

Persons who can perform the essential functions of a job as defined by the Americans with Disabilities Act

Front 298

Realistic Job Preview (RJP)

Back 298

Part of the selection process that gives an applicant a clear idea of what it will be like to work at the job if hired.

Front 299

Reasonable Accomodation

Back 299

The modification of work environment that enables a qualified person with a disability to apply for a job and perform the essential functions of the job.

Front 300

Recruiting

Back 300

All measures involved in the hiring and employment of suitable applicants

Front 301

Reduction in Force (RIF)

Back 301

The process used to terminate employment positions due to lost funding, change of work requirements, or the reorganization of a department or business operation

Front 302

Reliability

Back 302

Consistency with which a test measures an item. Scores for a test taken twice should be similar (same person takes test again and scores about the same)

Front 303

Repatriation

Back 303

The process of transitioning an employee home from an international assignment

Front 304

Retaliation

Back 304

Actions taken by management or condoned by management because an employee exercised a right protected by law or reported a violation of law to a proper authority.

Front 305

Reverse Discrimination

Back 305

Discrimination against an individual or group that is usually the majority.

Front 306

Right-to-sue letter

Back 306

EEOC notification to a complainant that s/he has 90 days in which to file a personal suit in federal court.

Front 307

Selection

Back 307

The process of choosing an individual with the necessary qualifications to fill a position within an organization.

Front 308

Selection Criteria

Back 308

The qualifications established for a given position, representing the knowledge, skills and abilities necessary to adequately perform a job at entry level.

Front 309

Selection Rate

Back 309

The percentage of employees hired from a group of candidates

Front 310

Sexual Harassment

Back 310

Unwelcome sexual advances, requests for favors and other verbal or physical conduct of a sexual nature that subject to the worker to adverse employment conditions or create a hostile work environment.

Front 311

Situational Interview

Back 311

Interview situation in which the interviewer asks the applicant to resolve a hypothetical situation that might happen on the job.

Front 312

Stress Interview

Back 312

Interview questions designed to make the applicant feel confused, fearful and defensive to see how s/he would respond.

Front 313

Structured Interview

Back 313

Interview comprised of standardized questions asked of all job applicants.

Front 314

Team Interview

Back 314

Multiple interviewers comprised of members of the prospective department or a mixture of employees from throughout the company the applicant might work with.

Front 315

Termination

Back 315

The permanent end of an employment relationship.

Front 316

Title VII of the Civil Rights Act

Back 316

Section of the Civil Rights Act that makes it illegal to discriminate because of race, color, religion, sex, or national origin with respect to hiring, compensation, terms, conditions or privileges of employment.

Front 317

Third-Country National

Back 317

A citizen of one country, working in a second country, and employed by an organization headquartered by a third country.

Front 318

Turnover

Back 318

The ratio of the number of workers replaced in a given time period to the average number of workers.

Front 319

Undue Hardship

Back 319

An action that requires significant difficulty or expense in relation to the size of the employer, the resources available, and the nature of the operation

Front 320

Uniform Guidelines and Employment Selection Procedures

Back 320

Guidelines issues jointly by the EEOC, DOL, and OFCCP to determine whether employers are complying with federal discrimination laws

Front 321

Utilization Analysis

Back 321

An analysis of protected group availability compared to the current workforce for the purpose of determining the representation of protected groups

Front 322

Validity

Back 322

The extent to which a measurement instrument or test accurately measures what is supposed to measure.

Front 323

Vietnam Veterans Readjustment Assistance Act (VEVRA)

Back 323

Requires contractors or subcontractors who have a contract with the Federal government for $100K or more to take affirmative action to employe, advance or otherwise treat veterans without discrimination. Enforced by the OFCCP.

Front 324

Vocational Rehabilitation Act

Back 324

Prohibits discrimination in employment against qualified individuals with disabilities. Requires employers with federal contracts over $10K to take affirmative action in the hiring, and to make reasonable accomodations, for disabled persons. Enforced by the OFCCP.

Front 325

Walsh-Healy Public Contracts Act

Back 325

Requires prevailing wage rates for workers on government contracts for supplies, equipment, and materials over $10K. Wages are established based on what other workers doing the same job are being paid in the same locality.

Front 326

Work Sample Tests

Back 326

Tests requiring the examinee to perform tasks that are similar to those performed on the job.

Front 327

Yield Ratios

Back 327

The comparison of the number of applicants at one stage in the recruiting process to the number in another stage.

Front 328

Active Practice

Back 328

Participants actually perform job-related tasks and duties during training.

Front 329

Alternational ranking method

Back 329

Ranking all employees from best to worst and then highest to lowest on a certain trait

Front 330

Apprenticeship Training

Back 330

A combination of classroom instruction and ob-the-job training for people to become skilled in an area of work.

Front 331

Behavior Modeling

Back 331

A training process designed to change behavior. Trainees view behavior models, rehearse the behaviors, receive feedback, and then transfer these behaviors to their work environment.

Front 332

Behavior Modification

Back 332

Changing behavior by rewarding for positive and penalizing or ignoring negative.

Front 333

Behavior Observation Scale (BOS)

Back 333

Using a behavioral approach to measure frequency of desired behavior for purposes of performance appraisal.

Front 334

Behavioral Rating

Back 334

Assessing and rating an employee's behaviors rather than other characteristics.

Front 335

Behaviorally anchored rating scale (BARS)

Back 335

An appraisal method that combines narrative critical incidents and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance.

Front 336

Career

Back 336

A chosen pursuit; profession or occupation

Front 337

Career Counseling

Back 337

Assisting an employee in developing their career interests and goals, identifying skills and suitable career objectives

Front 338

Career Path

Back 338

Line of advancement in a job within an organization

Front 339

Career Planning and Development

Back 339

A process of becoming aware of personal career related attributes and the lifelong series of stages that contribute to a person's career fulfillment

Front 340

Career Plateau

Back 340

Reaching the end of a career ladder for either personal or organizational reasons

Front 341

Central tendency

Back 341

The tendency of scores in a frequency distribution to luster around a central value

Front 342

Checklist

Back 342

Performance appraisal instrument using statements or words that are checked by raters

Front 343

Coaching

Back 343

A form of training where supervisor/ manager models or demonstrates a behavior or task and uses feedback to guide the employee while s/he practices a behavior or task

Front 344

Computer Assisted Instruction

Back 344

Using computers in an interactive format to provide job instruction.

Front 345

Contrast Error

Back 345

Rating employees compared to others instead of against performance standards.

Front 346

Controlled Experimentation

Back 346

Testing the effectiveness of a training program using pre and post tests and a control group

Front 347

Cooperative Training

Back 347

Providing on the job training combined with class work

Front 348

Cost-benefit analysis

Back 348

The process of assessing and comparing both the costs (financial cost, resources needed) and the benefits of a course of action (such as training) in order to determine if it is a desired course of action

Front 349

Criterion Contamination

Back 349

Non-performance factors influence job performance ratings

Front 350

Critical incident

Back 350

Positive or negative event that relates to an employee's performance

Front 351

Critical incident method

Back 351

Maintaining a record of exemplary and undesirable work behavior and sharing it with the employee at predetermined times

Front 352

Cross Training

Back 352

Providing training to employees in job areas closely rated to theirs

Front 353

Deductive Reasoning

Back 353

Reasoning from the general to the particular (from cause to effect)

Front 354

Development

Back 354

The process of improving an employee's ability to prepare for future roles in the organization

Front 355

E-learning

Back 355

Self-paced, interactive training programs produced on CD or the Web that contain multimedia elements and automated test questions that provide instant feedback to the trainee.

Front 356

Employee Orientation

Back 356

A process of providing new employees with background information about the company

Front 357

Encapsulated Development

Back 357

Situation in which participants in a training program lean new methods and ideas but return to a work unit unwilling to use new methods.

Front 358

Error of Central Tendeny

Back 358

Incorrectly rating all employees above average

Front 359

Essay Method

Back 359

Providing a narrative portion to the performance appraisal

Front 360

Expatriation

Back 360

The process of preparing and sending global employees to foreign assignments

Front 361

Forced-choice method

Back 361

Rater chooses between predetermined statements to rate an employee's performance.

Front 362

Forced Distribution

Back 362

Performance appraisal method in which employe

Front 363

Graphic Rating Scale

Back 363

A performance appraisal scale that requires the rater to mark employee's performance along a continuum.

Front 364

Halo Effect

Back 364

A performance rating error that assess a person high on all items because of performance in one area.

Front 365

Human Capital

Back 365

The set of skills that an employee acquires on the job, through training and experience, which increase that employee's value in the marketplace.

Front 366

Immediate Confirmation

Back 366

The concept that training skills are best retained if reinforcement and feedback is given shortly after training

Front 367

In-basket training

Back 367

Using real life work situations to evaluate trainees. Used for management development.

Front 368

Individual-centered Career Planning

Back 368

The focus of career planning on individual needs rather than on organizational needs.

Front 369

Inductive Reasoning

Back 369

A system of reasoning based on observation and measurement.

Front 370

Informal Training

Back 370

Training that occurs on the job and is often accomplished through personal instruction, guidance from a supervisor, or even by observing co-workers.

Front 371

Instructional Objectives

Back 371

Desired outcomes of a training program

Front 372

Job Enlargement

Back 372

Increasing the number of job related duties for an employee

Front 373

Job Enrichment

Back 373

Recreating job responsibilities so the employee has increased responsibility resulting in feelings of achievement, growth and recognition.

Front 374

Job Instruction Training (JIT)

Back 374

Using job description of all basic activities for initial training of an employee.

Front 375

Job Rotation

Back 375

Moving an employee from job to job as a means of providing variety and experience while creating back-up potential for the performance of other jobs.

Front 376

Knowledge Management

Back 376

Capturing, organizing, and storing knowledge and experiences of individual workers and groups within an organization and making this information available to others in the organization.

Front 377

Leaderless Group Discussion

Back 377

Setting up a discussion with trainees on a specific topic, with or without designated group roles.

Front 378

Life Long Learning

Back 378

Participating in continuing education throughout a career.

Front 379

Management Assessment Center

Back 379

A process of putting prospective management candidates through a series of hypothetical scenarios and evaluating their performance.

Front 380

Management by objectives (MBO)

Back 380

A system in which specific performance objectives are jointly determined by subordinates and their supervisors, progress towards objectives is periodically reviewed, end results are evaluated and rewards are allocated on the basis of this progress.

Front 381

Management by Development

Back 381

Improving management by increasing knowledge and skills along with changing perspective.

Front 382

Management Game

Back 382

Computer simulation of realistic situations that provides development for management teams

Front 383

Manager and/or supervisor appraisal

Back 383

Review of an employe's performance appraisal by a manager one level higher.

Front 384

Massed Practice

Back 384

Practicing all of the new skills learned at once

Front 385

Mentors

Back 385

Individuals coach, advise and encourage others of lesser rank.

Front 386

Mentoring

Back 386

The process in which an experienced colleague is assigned to an inexperienced individual and assists in a training or general support role.

Front 387

Motivation

Back 387

An individual's desires or goals which propel him/ her into action.

Front 388

On the job training

Back 388

learning a job while working the position while being provided supervision

Front 389

Organization-centered Career Planning

Back 389

Career planning with a focus on future needs of the organization

Front 390

Pairing Comparison Method

Back 390

Ranking employees in pairs and the choosing which would be the better employee

Front 391

Peer Appraisal

Back 391

Using fellow employee comments that are compiled into a single profile to be used as part of the employee's performance appraisal

Front 392

Performance Management Systems

Back 392

The procedures used to identify, measure, evaluate and reward employee performance.

Front 393

Performance Standards

Back 393

Verifiable, measurable levels of employee performance in terms of quantity, quality and timeliness.

Front 394

Primacy Effect

Back 394

The tendency to give greater weight to information received first than to that noted later.

Front 395

Programmed Learning

Back 395

Job training that involves the employee answering questions and providing immediate feedback on their answers

Front 396

Ranking

Back 396

The arranging of a set of scores in order from lowest to highest, or highest to lowest

Front 397

Rater Bias

Back 397

Rater error that occurs when the rater's values or prejudices distort the rating

Front 398

Recency Effect

Back 398

The tendency to give greater weight to recent events rather than appraising an individual's entire performance

Front 399

Reinforcement

Back 399

The tendency to repeat responses when given positive rewards, and to avoid actions associated with negative consequences

Front 400

Repatriation

Back 400

The preparation for the reassignment of employees back to their home countries

Front 401

Role Playing

Back 401

Part of training that involves employees acting out realistic situations

Front 402

Sabbatical Leave

Back 402

A paid leave of absence intended to develop and rejuvenate an individual employee

Front 403

Self-Appraisal

Back 403

Used as a portion of the performance review in which the employee self rates

Front 404

Self-Efficacy

Back 404

An individual's belief in his/her ability to successfully master a given situation

Front 405

Sensitivity Training

Back 405

A process led by trained specialists to increase employee's awareness of the effects of their own behavior

Front 406

Similar-to-me error

Back 406

Rating an employee higher due to a personal connection between the employee and the rater

Front 407

Simulated Training

Back 407

Employee training using simulated equipment to reduce accidents and training costs

Front 408

Simulation

Back 408

A development technique that requires participants to model real-life work situations and/or variables

Front 409

Spaced Practice

Back 409

Training and practice sessions spaced over a period of time

Front 410

Strictness/ leniency error

Back 410

Tendency for management to rate all employees either high or low

Front 411

Team Appraisal

Back 411

Recognizing team performance rather than individual accomplishments for performing appraisals. Based on TQM concept

Front 412

Team Building

Back 412

Improving teams by providing consultants, interviews and meetings

Front 413

Training

Back 413

Activity leading to skills behaviors

Front 414

Transfer of training

Back 414

Effectively matching principles learned to what is needed for a job

Front 415

Administrative Law Judge

Back 415

Someone employed by the National Labor Relations Board to conduct unfair labor practice hearings and render decisions to the NLRB

Front 416

AFL-CIO

Back 416

Formed by a merger in 1955 between the American Federation of Labor and the Congress of Industrial Organizatoins

Front 417

Agency Fee

Back 417

The portion of union dues that non-union employees must pay when employed under an employer with an agency shop clause

Front 418

Agency Shop

Back 418

Employees are not required to join the union but must pay the union a sum equal to membership dues to defray bargaining and grievance expenses

Front 419

Ally Doctine

Back 419

The employees of a secondary employer do not commit an unfair labor practice by refusing to perform struck work

Front 420

Alternative Dispute Resolution (ADR)

Back 420

Employee complaint or dispute resolution procedures

Front 421

Alternative Work Arrangements (AWA)

Back 421

Work structures that alter the time and/or place that work gets done on a regular basis

Front 422

American Federation of Labor

Back 422

Federation of craft unions

Front 423

Appropriate Bargaining Unit

Back 423

A grouping of jobs whose employees share common employment interests and conditions (Communities of Interest)

Front 424

Arbitration

Back 424

The final step in most union grievance procedures in which a neutral third party renders a binding decision. Win-Lose.

Front 425

Arbitration Hearing

Back 425

A meeting with the grievance parties and an arbitrator where testimony, evidence, and exhibits are presented, from which the arbitrator makes a binding decision.

Front 426

Attitude Survey

Back 426

Employee survey that focuses on their feelings and beliefs about their jobs and the organization

Front 427

Bad Faith Bargaining

Back 427

A practice by an employer or union that constitutes a refusal to bargain over mandatory issues, or to insist impasse on a permissive issue

Front 428

Bargaining Unit

Back 428

group of 2 or more employees with common working conditions that may reasonably be grouped together for collective bargaining

Front 429

Boycott

Back 429

The refusal to purchase or handle products from companies involved in a labor dispute

Front 430

Bumping

Back 430

A seniority right of an employe who is going to be laid off to claim a different job held by an employee with lower seniority status

Front 431

Business Agent

Back 431

An employee of the union who operates the local union office and assists union members

Front 432

Captive Audience

Back 432

Employees required to attend employer meeting during a pre-election campaign

Front 433

Card Check

Back 433

If a union collects signed "authorization cards" from 50% plus one of the employees in a bargaining unit, the employer may, but is not obligated to, accept the union as the exclusive bargaining representative without a secret ballot election.

Front 434

Centralized Bargaining

Back 434

Collective bargaining unit that covers more than one appropriate bargaining unit, examples are multi plant or multi employer

Front 435

Certification

Back 435

The NLRB determination that the union has won the representation election

Front 436

Change to Win

Back 436

Coalition of American labor unions formed in 2005 as an alternative to the AFL-CIO

Front 437

Civil Service Reform Act

Back 437

Codified the rights of federal employees to organize. Bargaining rights do not extend to economic or staffing issues.

Front 438

Clayton Act

Back 438

An Amendment to the Sherman Antitrust Act, that removed union activities as possible restrains of trade.

Front 439

Closed Shop

Back 439

An unlawful collective bargaining clause that would require an applicant to be a union member before being employed.

Front 440

Coalition Bargaining

Back 440

A bargaining structure in which a group of unions simultaneously bargains with a single employer

Front 441

Co-Determination

Back 441

A practice whereby union or worker representatives are given positions on the board of directors (practiced in Europe)

Front 442

Collective Bargaining

Back 442

Process of negotiating a labor agreement where representatives of management and workers negotiate over wages, hours and other terms and conditions of employment

Front 443

Common Law

Back 443

Law established by subject matter heard in earlier cases

Front 444

Common Situs Picketing

Back 444

Picketing an entire work site even thought the labor dispute may involve only one union or one employer working at that site

Front 445

Company Union

Back 445

Union created and supported by the company. These are illegal

Front 446

Complaint

Back 446

Employee's ora dissatisfaction with the interpretation of the labor agreement.

Front 447

Compressed work week

Back 447

Scheduling a full work week schedule into fewer than 5 days

Front 448

Concerted Activity

Back 448

Two or more employees engaging in actions for "the purpose of collective bargaining or other mutual aid or protection"

Front 449

Concession Bargaining

Back 449

Trade-offs in demands by both union and management negotiators in the collective bargaining process

Front 450

Conciliation

Back 450

Process by which a third party attempts to keep union and management negotiators talking so that they can reach a voluntary settlement

Front 451

Congress of Industrial Organizations

Back 451

Federation of industrial unions

Front 452

Constructive Discharge

Back 452

Employee voluntarily quits because the employer deliberately made conditions so harsh, unreasonable, or intolerable in an attempt to get an employee to leave

Front 453

Contract Administration

Back 453

The process a union and management pursue in complying with the contract during its term

Front 454

Consumer (product) picketing

Back 454

union attempt to persuade customers to refuse to purchase products from an employer the union has a labor dispute with

Front 455

Contract Bar Doctrine

Back 455

Representation elections may not be held during the life of a valid, singed, collective bargaining agreement with a duration of at least 3 years

Front 456

Contractual Rights

Back 456

Individual rights based on specific agreement between an employer and employee

Front 457

Craft Union

Back 457

A union representing predominantly employees in one occupation, such as carpenters

Front 458

De-Authorization

Back 458

Process whereby the bargaining unit members remove union security clauses from the collective bargaining agreement

Front 459

Decertification

Back 459

Legal process in which employees terminate a union's right to represent them

Front 460

Defamation

Back 460

An intentional false communication that injures another person's good name or reputation

Front 461

Discipline

Back 461

Procedure that corrects or punishes employees for violating a rule or procedure

Front 462

Distributive Justice

Back 462

Perceived fairness that the individual is treated the same as others in disciplinary action.

Front 463

Distributive Bargaining

Back 463

Adversarial approach to the collective bargaining process where gains for one party come at the expense of the other party.

Front 464

Due Process

Back 464

Individual's opportunity to explain and defend his/her position during a disciplinary action.

Front 465

Dues check-off

Back 465

Collective bargaining provision requiring union members to have their union dues automatically deducted from their paychecks and transferred to the union.

Front 466

Duty to Bargain

Back 466

The duty of both the union and management, following certification by the NLRB, to bargain over "wages, hours, and terms and conditions of employment"

Front 467

Economic Strike

Back 467

Strike resulting from a failure of the negotiators to agree during the collective bargaining on mandatory issues (wages, benefits, or other conditions of employment) Strikers may be replaced.

Front 468

Election Bar

Back 468

The certification of an election by the NLRB prohibits another election in the same unit for one year.

Front 469

Empathetic bargaining

Back 469

Each side is aware of the other's situation and collective bargaining negotiations are guided by an appreciation of those circumstances

Front 470

Employment-at-will (EAW)

Back 470

Common law doctrine giving employers the right to fire employees without giving a reason, unless there is a law or contract to the contrary, and the right of employees to leave whenever they choose.

Front 471

End-Run Bargaining

Back 471

Union attempt to bypass the employer's negotiators at the bargaining table and bargain directly with the company's executives.

Front 472

Excelsior List

Back 472

List of names and addresses in a bargaining unit. Employer must give the list to the NLRB within seven days of the representation election being ordered.

Front 473

Exclusive Representation

Back 473

All individuals within a bargaining unit are represented by the union for purposes of collective bargaining regardless of whether they voted for representation or whether they are union members

Front 474

Fair Representation

Back 474

The legal obligation for a union to fairly represent both union members and non-union members in a bargaining unit

Front 475

Featherbedding

Back 475

An illegal union demand to retain jobs that are no longer necessary

Front 476

Federation

Back 476

Group of independent national and international unions.

Front 477

Federal Labor Relations Authority

Back 477

The federal employment equivalent of the NLRB

Front 478

Federal Mediation and Conciliation Service

Back 478

A federal agency created by the Taft-Hartley Act to assist employers and unions when bargaining has reached impasse

Front 479

Final-Offer Arbitration

Back 479

A variation of interest arbitration in which the arbitrator must choose one of the offers of the parties. In another variation, the arbitrator may select the entire package or make the determination issue by issue.

Front 480

Flextime

Back 480

Employees are allowed to schedule their workday around a core of midday hours

Front 481

Focus Group

Back 481

Facilitator led, structured small group discussions to gather feedback or ideas.

Front 482

Free-rider

Back 482

Bargaining unit member is not required to pay union dues; occurs under an open shop or in a right to work state law.

Front 483

Gissel Rule

Back 483

The NLRB may order a company to recognize and bargain with a union if evidence reveals that a fair, impartial election would be impossible because of serious or numerous employer union labor practices

Front 484

Good Faith Bargaining

Back 484

The obligation of all collective bargaining negotiators to demonstrate an honest and sincere intent to finalize a labor agreement by being reasonable in bargaining positions, tactics and activities

Front 485

Good Faith Bargaining Impasse

Back 485

Although bargaining in good faith, both parties are unwilling to concede their bargaining position on mandatory subjects still in dispute.

Front 486

Grievance

Back 486

Employer's written protest about a perceived violation of the labor agreement involving mandatory issues (wages, hours, or conditions of employment)

Front 487

Grievance procedures

Back 487

Formal step-by-step procedures for resolving workplace disputes arising from the interpretation of the labor agreement

Front 488

Hot Cargo Agreement

Back 488

Illegal agreement that allows union members to refuse to handle goods made by non-union labor and/or employees at a struck company. Unfair labor practice under the Landrum-Griffin Act.

Front 489

Hot Stove Rule

Back 489

Disciplinary rule that can be compared to touching a hot stove; it gives warning, is immediately effective, consistently applied and applies to all employees fairly and unbiased.

Front 490

Illegal Bargaining Issues

Back 490

Collective bargaining issues that would require either party to take illegal, or discriminatory, action. There is no duty to bargain in good faith over such issues.

Front 491

Implied Contract

Back 491

An agreement which is not reduced to writing but is created, under the common law,on the basis of the behavior of the parties which suggests that they are acting under an agreement.

Front 492

Industrial (labor) relations

Back 492

Human resource role that addresses employment issues in a unionized workplace.

Front 493

Industrial Union

Back 493

Union representing employees in a single industry, such as the United Auto Workers.

Front 494

Informational Picketing

Back 494

Union's attempt to inform the public of a labor dispute with the picketed business.

Front 495

Injunction

Back 495

Court order compelling a party to resume or desist from a certain action.

Front 496

Insubordination

Back 496

An employee's willful disregard or disobedience of a legitimate supervisory order.

Front 497

Integrative Bargaining

Back 497

Bargaining over issues in which both parties may achieve a better position that the one previously held.

Front 498

Interest Arbitration

Back 498

Arbitration over the contents of a contract

Front 499

Interest-Based Bargaining

Back 499

The activities within a bargaining team that lead to agreements on positions and concessions in negotiations.

Front 500

Job Rotation

Back 500

Providing variety and experience for employees while creating back-up potential for performance of individual jobs.

Front 501

Jurisdictional Dispute

Back 501

The assignment of work members of one union, alleged to be the job duties of members of another union.

Front 502

Just Cause

Back 502

Exception to employment at will that requires reasonable justification for taking employment-related actions.

Front 503

Laboratory Conditions

Back 503

NLRB goal to conduct union campaigns and elections in nearly ideal conditions

Front 504

Landrum-Griffin Act (Labor Management Reporting and Disclosure Act)

Back 504

Defines union-member rights when dealing with their own union.

Front 505

Last change agreement

Back 505

written disciplinary agreement defining strict conditions to be met for continued employment. Violation of the agreement would result in the employee's immediate termination.

Front 506

Libel

Back 506

False and malicious publication printed for the purpose of defaming a living person.

Front 507

Local Union

Back 507

The union unit closest to the members.

Front 508

Lockout

Back 508

During a labor dispute, management refuses work to employees or closes its establishment in order for a certain period of time.

Front 509

Maintenance of membership

Back 509

Collective bargaining requirement that union members must remain in the union for a certain period of time.

Front 510

Management Rights Clause

Back 510

General statement in a collective bargaining agreement reserving the rights of the employer to manage, direct, and control its business, unless voluntarily limited or restricted in written agreement. Also, called the management reserved right doctrine.

Front 511

Mandatory Bargaining Issues

Back 511

Issued related to "wage, hours, and other conditions of employment" must be negotiated in the collective bargaining process if they are introduced by one of the parties

Front 512

Mediation

Back 512

Means by which a neutral third party assists a grievance between parties. Win-win

Front 513

Mediator

Back 513

A third party neutral, with no binding authority, assists parties in resolving their grievance.

Front 514

Multi-Employer Bargaining

Back 514

A group of employers in the same industry bargain for a contract, the terms and conditions which apply for all the employers.

Front 515

National Emergency Strike

Back 515

A strike that might imperil the national health and safety

Front 516

National Labor Code

Back 516

1. National Labor Relations Act- Wagner Act

2. Labor-Management Relations Act - Taft- Hartley Act

3. Labor-Management Reporting & Disclosure Act- Landrum-Griffin Act

Front 517

National Labor Relations Act (Wagner Act)

Back 517

Encouraged the growth of unions in the US. Banned certain types of unfair labor practices and provided for secret ballot representative elections

Front 518

National Labor Relations Board

Back 518

Agency created by the NLRA to investigate unfair labor charges, and to regulate and oversee union election campaigns and secret ballot representative elections.

Front 519

National Mediation Board

Back 519

Agency that holds representative elections and mediates contract disputes between employers and union election campaigns and secret-ballot representative elections.

Front 520

Non-Compete Agreement

Back 520

Agreement prohibiting a former employee from competing with the employer in the same line of business for a specified period of time

Front 521

Norris-LaGuardia Act

Back 521

Federal Act that guarantees workers the right to bargain collectively free from interference, restraint or coersion

Front 522

Ombudsman

Back 522

Employee from outside the normal chain of command designated to expedite employment disputes.

Front 523

Open Door Policy

Back 523

Policy encouraging employees to contact levels of management above the immediate supervisor, if necessary, to settle grievances.

Front 524

Open Shop

Back 524

Employment arrangement in which an employee would not be required to join a union as a condition of employment.

Front 525

Parole evidence rule

Back 525

Anything discussed or noted, but not written into the labor agreement, may not be used later as evidence of what may have been intended by either party.

Front 526

Past Practice

Back 526

A traditional work practice or rule that employees rely on though it is not a part of the collective bargaining agreement.

Front 527

Peer Review Panel

Back 527

Group of employees who hear appeals from disciplined or terminated employees and make recommendations or decisions.

Front 528

Permissive Bargaining Issues

Back 528

Collective bargaining issues that are not mandatory or illegal but relate to certain jobs or groups of employees (such as retirement benefits). May be negotiated if both parties agree.

Front 529

Picketing

Back 529

Union members walk outside of employer's premises, usually carrying signs, for the purpose of achieving a specific objective.

Front 530

Policies

Back 530

A written principle to guide decision making.

Front 531

Positive Discipline

Back 531

Discipline that focuses on the early correction of employee work-related problem, giving the employee the responsibility for correcting the problem

Front 532

Procedural Justice

Back 532

Perceived fairness of the process used by an organization in determining whether its work rules or policies have been violated.

Front 533

Procedures

Back 533

The process or steps to achieve determined results

Front 534

Production cells

Back 534

Group of employees who produce entire products or components

Front 535

Progressive Discipline

Back 535

Increasingly severe penalties for repeated similar violations by an employee.

Front 536

Quality Circle

Back 536

A group of employees that meet to consider problems or other matters related to the improvement of quality outputs of a process

Front 537

Railway Labor Act

Back 537

The labor act passed in 1926 that applies to rail and airline industries

Front 538

Ratification

Back 538

The process in which union members vote to accept or reject a negotiated contract settlement.

Front 539

Recognition Picketing

Back 539

Union attempt to gain employee recognition of the union as their bargaining representative

Front 540

Representation

Back 540

The union's role as the employees' agent in employment matters

Front 541

Representation Election

Back 541

An employee election to determine whether employees desire to be represented by a union for the purpose of collective bargaining

Front 542

Reserve Gate Picketing

Back 542

NLRB requirement that employers may designate an entrance for employees not involved in a labor dispute. The union may not picket at that entrance.

Front 543

Responsibilities

Back 543

Obligations of individuals for their own actions.

Front 544

Rights

Back 544

Privileges belonging to individuals by law, nature or tradition

Front 545

Right to Privacy

Back 545

Individual freedom from unauthoirzed and unreasonable intrusion into personal affairs

Front 546

Right-to-work laws

Back 546

A state law, permitted under the Taft-Hartley Act, forbidding the requirement of union membership as a condition of obtaining or continuing employment

Front 547

Rules

Back 547

Employer regulations that specify the accepted workplace behavior or prohibitions of individuals

Front 548

Salting

Back 548

Union organizing tactic, Workers, employed by the union as undercover organizers, apply for and are hired by unsuspecting employers, in order to organize the workers

Front 549

Secondary Boytott

Back 549

Union strikes an employer not directly involved in the labor dispute to put pressure on the employer in the dispute

Front 550

Self-directed work team

Back 550

A group of employees who share responsibility for a complete product process, or accomplishment of a significant part of the process.

Front 551

Seniority

Back 551

the period of time between an individual being hired or moved into a current job and the present

Front 552

Sherman Anti-Trust Act

Back 552

A federal law prohibiting price-fixing and restraint of trade; allowed courts to issue injunctions forcing striking workers back to work

Front 553

Shamrock Team

Back 553

Group that consists of core members, with resource experts and part-time members joining temporarily, as needed

Front 554

Sit-Down Strike

Back 554

An illegal strike in which employees stop working but refuse to leave their work station, denying the employer the use of the facility

Front 555

Slander

Back 555

Words falsely spoken that damage the reputation of another.

Front 556

Special-purpose team

Back 556

Group of employees formed to address specific problems or work processes

Front 557

Spillover effect

Back 557

The tendency for economic gains won in the collective bargaining process to influence pay and benefit decisions for non-union employees

Front 558

Statutory Rights

Back 558

Individual rights as the result of laws or statutes

Front 559

Step Review System

Back 559

Review of employee complaints or disputes by successively higher levels of management

Front 560

Steelworker's Trilogy

Back 560

A set of 3 Supreme Court decisions establishing arbitration as the final decision-making step in the grievance process.

Front 561

Strike

Back 561

Temporary work stoppage in which union members refuse to work for the purpose of expressing their grievance or demand on the employer

Front 562

Strike Benefits

Back 562

Funds set aside by a national union to pay union members on strike

Front 563

Strike Breakers

Back 563

Employees and/or hired replacements willing to cross picket lines and continue to work during a strike

Front 564

Suggestion System

Back 564

A formal means for workers to identify wastes, safety, and environmental concerns and submit improvement ideas.

Front 565

Super-Seniority

Back 565

The state of having greater seniority than any other individual in the bargaining unit. It is usually conferred on union stewards to protect them in the case of layoffs.

Front 566

Suspension

Back 566

Unpaid disciplinary layoff

Front 567

Sweetheart Arrangements

Back 567

Illegal employer bribes to union officials to work toward the employer advantage instead of the best interests of the union members

Front 568

Sympathy Strike

Back 568

Strike in support of another union involved in a dispute with an employer

Front 569

Taft-Hartley Act

Back 569

The act amending and extending the Wagner Act to include union unfair labor practices

Front 570

Telecommuting

Back 570

The use of communications technology to conduct business from locations outside of the traditional office setting

Front 571

Twenty-four hour rule

Back 571

The NLRB rule forbids both union and management campaigning in the last full day before an election

Front 572

Unfair Labor Practice (ULP)

Back 572

Employer or union illegal practices that deny employees their rights and benefits under federal labor law.

Front 573

Unfair labor practice strike

Back 573

A strike by employees to pressure the employer to stop an unfair labor practice. Employees are entitled to reinstatement

Front 574

Union

Back 574

Organization established to represent the interests of employees

Front 575

Union Authorization Card

Back 575

Card signed by an employee designating a particular union as his or her collective bargaining representative

Front 576

Union hiring hal

Back 576

Union clearinghouse, usually for construction trades, that place workers with employers

Front 577

Union security provision

Back 577

Collective bargaining contract language intended to ensure the union a steady source of membership and/or financial support. A mandatory bargaining issue.

Front 578

Union Shop

Back 578

A form of union security. New hires must join the union after a short period of time and pay union dues as a condition of continued employment.

Front 579

Union (Shop) Steward

Back 579

Employed by an employer, a member of the union elected by the bargaining unit to represent the members at local union meetings and handle grievances at the first level

Front 580

Voice Power

Back 580

The ability that unionization provides to empower employees to have their complaints heard and acted upon by management

Front 581

Weingarten Rights

Back 581

A unionized employees right to have a co-worker (usually the union steward) present at an investigatory meeting

Front 582

Whistle-blowers

Back 582

Individuals protected from retaliation for reporting employer violations, which may harm the public, to governmental agency.

Front 583

Wildcat Strike

Back 583

Work stoppage that is not authorized or sanctioned by the union. The strikers may be discharged.

Front 584

Win-win Bargaining

Back 584

Collective bargaining approach that promotes a mutually cooperative problem-solving approach to negotiations. Encourages mutual trust and communication.

Front 585

Written Warning

Back 585

Documentation following previous oral attempts to correct an employee's behavior

Front 586

Wrongful discharge

Back 586

Employment termination for reasons that are improper or illegal

Front 587

Yellow-dog contract

Back 587

Illegal condition of employment stating that the employee will not join or assist in organizing a union.

Front 588

Zipper Clause

Back 588

A clause in a collective bargaining agreement stipulating that everything agreed upon is in the written contract