人力资源管理英文专业词汇_[全文]

人力资源管理英文专业词汇_[全文] ??Appendix A ??Glossary of Human?? Resource Management?? Terms ??absentees Absentees are employees who are scheduled to be at work but are ??not present3>.?? Accident and sickness policies Accident and sickness policies usually provide ??a minimum-care stipend for several weeks up to six months to help employees defray the loss of income while they are sick or recovering from ??an accident.?? accreditation Accreditation is a process of certifying the competence of?? a person in an area of capability. The Society for Human Resource Management operates an accreditation program for personnel professionals.?? active listening Active listening requires the listener to stop talking, to remove distractions, to be patient, and to empathize with the talker.?? adverse selection Adverse selection occurs when an insurance company has ??a disproportionately high percentage of insureds who will make claims in ??the future. Adverse selection often results when people are given a?? chance to buy insurance without prescreening, which often means that a ??higher than normal proportion have a condition that is likely to cause ??them to be frequent claimants.?? affirmative action programs Affirmative action programs are detailed plans?? developed by employers to undo the results of past employment discrimination, or to ensure equal opportunity in the future.?? Age Discrimination in Employment Act of 1967 (as amended) This act prohibits discrimination on employment because of age against those who ??are 40 and older.?? American Federation of Labor and Congress of Industrial Organization??(AFL-CIO) The AFL-CIO is a federation of most national unions. It ??exists to provide a unified focal point for the labor movement, to assist?? national unions, and to influence government policies that affect members and working people.?? applied research Applied research is a study of practical problems, the solutions of which will lead to improved performance.?? arbitration Arbitration is the submission of a dispute to a neutral third ??party.?? assessment centers Assessment centers are a standardized form of employee ??appraisal that relies on multiple types of evaluation and multiple raters.?? associate membership Associate membership in a labor organization allows ??people who are not employed under a union contract to affiliate with a?? union by paying fees and dues in return for union-supported benefits.?? attitude surveys Attitude surveys are systematic methods of determining ??what employees think about their organization. The surveys are usually?? done through questionnaires. Attitude survey feedback results when the ??information collected is reported back to the participants. This process ??then is usually followed by action planning to identify and resolve specific ??areas of employee concern.?? attrition Attrition is the loss of employees who leave the organization's?? employment.?? audit report The audit report is a comprehensive description of personnel?? activities. It includes both commendation for effective practices and recommendations for improving practices that are ineffective.?? audit team An audit team consists of those people who are responsible for ??evaluating the performance of the personnel department.?? authorization cards Authorization cards are forms that prospective union?? members sign. The cards indicate their wish to have an election to determine whether a labor organization will represent the workers in their ??dealings with management.?? autonomous work groups Autonomous work groups are teams of workers, ??without a formal company-appointed leader, who decide among themselves most decisions traditionally handled by supervisors.?? autonomy Autonomy is having control over one's work.?? bargaining book A bargaining book is a compilation of the negotiation ??team's plans for collective bargaining with labor or management. Increasingly, the bargaining book is being replaced by information stored in accompany or union computer.?? bargaining committee The union bargaining committee consists of union officials and stewards who negotiate with management's representatives to?? determine wages, hours, and working conditions to be embodied in the ??labor agreement.?? behaviorally anchored rating scales (BARS) BARS rate employees?? scale that has specific behavioral examples on it to guide the rater.???? Behavioral modeling Behavioral modeling relies on the initiation or emulation of a desired behavior. A repetition of behavior modeling helps to?? develop appropriate responses in specified situations.?? behavior modification Behavior modification states that behavior depends?? on its consequences.?? blind ads Blind ads are want ads that do not identify the employer.?? bona fide occupational qualifications (BFOQ) A BFOQ occurs when an employer has a justified business reason for discriminating against a member?? of a protected class. The burden of proving a BFOQ generally falls on?? the employer.?? bottom-line test The bottom-line test is applied by the Equal Employment ??Opportunity Commission to determine if a firm's overall selection?? process is having an adverse impact on protected groups. Even though ??individual steps in the selection process might exhibit an adverse impact?? on a protected group, the firm will be considered in compliance if the?? overall process does not have an adverse effect.?? Boulwarism Boulwarism is a negotiation strategy developed by General ??Electric. Using this approach the company made its "best" offer to the?? union at the beginning of negotiations. Then it remained firm unless the?? union could find where management had erred in the calculations used to ??arrive at the offer. This strategy has been ruled as an unfair labor practice by the National Labor Relations Board and by the federal courts.?? brainstorming Brainstorming is a process by which participants provide ??their ideas on a stated problem during a freewheeling group session.?? buddy system The "buddy system" of orientation exists when an experienced employee is asked to show a new worker around the job site, conduct introduction, and answer the newcomer's questions.?? burnout Burnout is a condition of mental, emotional, and sometimes physical exhaustion that results from substantial prolonged stress.?? business agent A business agent is a full-time employee of a local (usually ??craft) union. The business agent helps employees resolve their problems ??with management.?? business unionism Business unionism describes unions that seek to improve ??the wages, hours, and working conditions of their members in a business?? like manner. (See social unionism.)?? buy-back Buy-backs occur when an employee who attempts to resign is convinced to stay in the employment of the organization. Normally the person is "bought back" with an offer of increased wages or salary.?? Cafeteria benefit programs Cafeteria benefit programs allow employees to?? select the fringe benefits and services that answer their individual needs.?? career A career is all the jobs that are held during one's working life.?? career counseling Career counseling assists employees in finding appropriate career goals and paths.?? career development Career development consists of those experiences and ??personal improvements that one undertakes to achieve a career plan.?? career goals Career goals are the future positions that one strives to reach.?? These goals serve as benchmarks along one's career path.?? career path A career path is the sequential pattern of jobs that form one's?? career.?? career planning Career planning is the process by which one selects career?? goals and paths to those goals.?? career plateau A career plateau occurs when an employee is in a position ??that he or she does well enough not to be demoted or fired but not well?? enough to be promoted.?? change agents Change agents are people who have the role of stimulating?? change within a group.?? checkoff A checkoff provision in a union-management labor agreement requires the employer to deduct union dues from employee paychecks and ??to remit those moneys to the union.?? Civil Rights Act of 1964 This act was passed to make various forms of discrimination illegal.?? closed shop A closed shop is a workplace where all employees are required?? to be members of the union before they are hired. These arrangements?? are illegal under the National Labor Relations Act.?? codetermination Codetermination is a form of industrial democracy first?? popularized in West Germany. It gives workers the right to have representatives vote on management decisions.?? coinsurance clause A coinsurance clause is a provision in an insurance policy that requires the employee to pay a percentage of the insured's ??expenses?? communication Communication is the transfer of information and understanding from one person to another.?? comparable worth Comparable worth is the idea that a job should be evaluated as to its value to the organization and then paid accordingly. Thus ??jobs of comparable worth would be paid equally. For example, two people?? with widely different jobs would both receive the same pay if the two ??jobs were of equal value to the employer.?? comparative evaluation approaches Comparative evaluation approaches are ??a collection of different methods that compare one person's performance?? with that of co-workers.?? compensation Compensation is what employees receive in exchange for their ??work.?? Comprehensive Employment and Training Act of 1973 (CETA) CETA was a ??broad-ranging act designed to provide job training, employment, and job ??hunting assistance to less advantaged persons. It has since been replaced ??by the Job Partnership Training Act.???? concentration in employment Concentration exists when an employer (or?? some subdivision such as a department) has a higher proportion of employees from a protected class than is found in the employer's labor market. (See underutilization.)?? concessionary bargaining Concessionary bargaining occurs when labor ??management negotiations result in fewer employer-paid fringe benefits or ??wage concessions, such as a freeze or wage cut.?? conciliation agreement a conciliation agreement is a negotiated settlement?? agreeable to the EEOC and to all parties involved. Its acceptances closes?? the case.?? Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) This ??act was signed into law in 1986. COBRA requires employers that provide ??group benefits to employees through a group plan to also provide group ??benefits to qualified beneficiaries with the right to elect to continue their ??coverage for a certain period of time after their coverage would otherwise ??terminate, with a few exceptions.?? constructs Constructs are substitutes for actual performance. For example,?? a score on a test is a construct for actual learning.?? contract labor Contract labor consists of people who are hired (and often ??trained) by an independent agency that supplies companies with needed?? human resources for a fee.?? contributory benefit plans Contributory benefit plans are fringe benefits that?? require both the employer and the employee to contribute to the cost of?? the insurance, retirement, or other employer benefit.?? coordinated organizing Coordinated organizing occurs when two or more ??unions pool their resources to organize a targeted employer or group of ??employees.?? corrective discipline Corrective discipline is an action that follows a rule ??infraction and seeks to discourage further infractions so that future acts ??are in compliance with standards.?? counseling Counseling is the discussion of an employee problem with the ??general objective of helping the worker cope with it.?? counseling functions Counseling functions are the activities performed by?? counselors. They include advice, reassurance, communication, release of ??emotional tension, clarified thinking, and reorientation.?? craft unions Craft unions are labor organizations that seek to include all workers who have a common skill, such as carpenters or plumbers.?? critical incident method The critical incident method requires the rater to ??report statements that describe extremely good or extremely bad employee behavior. These statements are called critical incidents, and they ??are used as examples of good or bad performance in rating the employee.?? Decision-making authority See line authority.???? deductible clause A deductible clause is a provision in an insurance policy?? that requires the insured to pay a specified amount of a claim before the ??insurer is obligated to pay.?? deferral jurisdictions Deferral jurisdictions are areas in the United States ??where the EEOC will refer a case to another (usually a state or local)??agency; for example, Florida Human Relations Commission.?? deferred stock incentive systems These incentives award stock that becomes ??owned by the executive gradually over several years.?? delegation Delegation is the process of getting others to share a manager's ??work. It requires the manager to assign duties, grant authority, and create?? a sense of responsibility.?? Delphi technique The Delphi technique solicits predictions from a panel of?? experts about some specified future development(s). The collective estimates are then reported back to the panel so that the members may adjust their opinions. This process is repeated until a general agreement on ??future trends emerges.?? demographics Demographics is the study of population characteristics.?? demotions Demotions occur when an employee is moved from one job to ??another that is lower in pay, responsibility, and organizational level.?? development Development represents those activities that prepare an employee for future responsibilities.?? Dictionary of Occupational Titles (DOT) The Dictionary of Occupational?? Titles is a federal government publication that provides detailed job descriptions and job codes for most occupations in government and?? industry.?? differential validity Differential validity is used to demonstrate that tests or?? other selection criteria are valid for different subgroups or protected ??classes.?? directive counseling Directive counseling is the process of listening to an?? employee's emotional problems, deciding with the employee what should?? be done, and then telling and motivating the employee to do it. (See non ??directive counseling.)?? discipline Discipline is management action to encourage compliance with?? the organization's standards.?? dismissal Dismissal is the ultimate disciplinary action because it separates ??the employee from the employer for a cause.?? disparate impact Disparate impact occurs when the results of an employer's ??actions have a different effect on one or more protected classes.?? disparate treatment Disparate treatment occurs when members of a protected class receive unequal treatment.?? Drug-Free Workplace Act of 1988 This legislation requires that organizations applying for federal grants certify that they will make good-faith ??efforts to provide a drug-free work place. ????dual responsibility for personnel management Since both line and staff ??managers are responsible for employees, production, and quality of work ??life, a dual responsibility for personnel management exists.?? due process Due process means that established rules and procedures for ??disciplinary action are followed and that employees have an opportunity ??to respond to the charges made against them.?? early retirement Early retirement occurs when a worker retires from an employer before the "normal" retirement age.?? Employee Assistance Programs (EAPs) EAPs are company-sponsored programs to help employees overcome their personal problems through direct company assistance, counseling, or outside referral.?? employee handbook The employee handbook explains key benefits, policies, ??and general information about the employer.?? The Employee Polygraph Protection Act The act prohibits the use of polygraphs in private industry by forbidding any employer engaged in commerce or in the production of goods for commerce from directly or ??indirectly requiring, requesting, or causing any employee or prospective?? employee to take or submit to a lie detector test. Restrictions also cover?? use of information regarding results of such a test and the taking of adverse employment action against any employee who refuses, declines, or ??fails to take a lie detector test.?? Employee Retirement Income Security Act (ERISA) ERISA was passed by ??Congress to ensure that employer pension plans meet minimum participation, vesting, and funding requirements.?? employment freeze An employment freeze occurs when the organization ??curtails future hiring.?? employment function The employment function is that aspect of personnel ??responsible for recruiting, selecting, and hiring new workers. This function is usually handled by the employment section or employment manager of a large personnel department.?? employment references Employment references are evaluations of an employee's work performance. They are provided by past employers.?? employment tests Employment tests are devices that assess the probable ??match between the applicants and the job requirements.?? Equal Employment Act of 1972 This act strengthened the role of the Equal ??Employment Opportunity Commission by amending the Civil Rights Act?? of 1964. The 1972 law empowered the EEOC to initiate court action ??against non complying organizations.?? equal employment opportunity Equal employment opportunity means giving ??people a fair chance to succeed without discrimination based on factors?? unrelated to job performance--such as age, race, or national origin.?? Equal Employment Opportunity Commission (EEOC) The EEOC is the ??federal agency responsible for enforcing Title VII of the Civil Rights Act, as amended and other laws such as the Age Discrimination in Employ?? equal employment opportunity laws Equal employment opportunity laws area family of federal and state acts that seek to ensure equal employment?? opportunities for members of protected groups.?? Equal Pay Art of 1963 This act prohibits discrimination in pay because of a?? person's sex. ergonomics Ergonomics is the study of biotechnical relationships between ??the physical attributes of workers and the physical demands of the jobs. ??The object is to reduce physical and mental strain in order to increase?? productivity and quality of work life.?? error of central tendency The error of central tendency occurs when a rater?? evaluates employee performance as neither good nor poor, even when ??some employees perform exceptionally well or poorly. Instead, the rater?? rates everyone as average.?? evaluation interviews Evaluation interviews are performance review sessions that give employees feedback about their past Performance or about their future potential.?? executive order Executive orders are presidential decrees that normally apply to government contractors or managers in the executive branches of ??the federal government.?? exit interviews Exit interviews are conversations with departing employees ??to learn their views of the organization. ????expedited arbitration Expedited arbitration is an attempt to speed up the?? arbitration process. It may include an arrangement with the arbitrator for?? him or her to be available on short notice tone or two days) and to render?? a quick decision at the conclusion of the hearings (sometimes an oral?? decision is used in these cases).?? experience rating Experience rating is a practice whereby state unemployment offices determine an employer's unemployment compensation tax???? rate based on the employer's previous experience in providing stable employment.?? experiential learning Experiential learning means that participants learn by???? experiencing?? in the training environment the kinds of problems they face?? on the job. exposure Exposure means becoming known by those who decide on promotions, transfers, and other career opportunities.?? extrapolation??p????on Extrapolation involves extending past rates of change into the?? facilitator A facilitator is someone who assists quality circles and the quality circle leader in identifying and solving workplace problems. factor comparison method The factor comparison method is a form of job ??evaluation that allocates a part of each job's wage to key factors of the ??job. The result is a relative evaluation of the organization's job.?? fair employment practices Fair employment practices are state and local ??laws that prohibit employer discrimination in employment against members of protected classes.?? Fair Labor Standards Act of 1938 (FLSA) FLSA is a comprehensive federal ??law affecting compensation management. It sets minimum wage, overtime?? pay, equal pay, child labor, and record-keeping requirements.?? Federal Mediation and Conciliation Service (FMCS) The FMCS was created ??by the Labor Management Relations Act of 1947 to help labor and management resolve negotiation impasses peacefully through mediation and?? conciliation without resort to a strike. The FMCS also is a course of ??qualified labor arbitrators.?? feedback Feedback is information that helps evaluate the success or failure?? of an action or system.?? field experiment A field experiment is research that allows the researchers ??to study employees under realistic conditions to learn how experimental?? and control subjects react to new programs and to other changes.?? field review method The field review method requires skilled representatives?? of the personnel department to go into the "field" and assist supervisors ??with their ratings. Often it is the personnel department's representative ??that actually fills out the evaluation form after interviewing the supervisor about employee performance.?? Aextime Flextime is a scheduling innovation that abolishes rigid starting and ??ending times for each day's work. Instead, employees are allowed to begin and end the workday at their discretion, usually within a range of?? hours.?? Aexyear Aexyear is an employee scheduling concept that allows workers to?? be off the job for part of the year. Employees usually work the normal?? work year in less than 12 months.?? forced choice method The forced choice method of employee performance ??evaluation requires the rater to choose the most descriptive statement in?? each pair of statements about the employee being rated.?? forecasts Forecasts predict the organization's future needs.?? four-fifths rule The four-fifths rule is a test used by the EEOC. When the ??election ratio of protected-class applicants is less than 80 percent (or four??-fifths) of the selection ratio for majority applicants, adverse impact is ??assumed .?? fully insured workers Fully insured workers are employees who have contributed 40 quarters (10 years) to social security.?? Functional authority Functional authority allows staff experts to make decisions in specified circumstances that are usually reserved for line?? managers.???? funded plan Funded plans require an employer to accumulate moneys in advance so that the organization's contribution plans plus interest will?? cover its obligation.?? funded retirement plans A funded retirement plan is one in which the employer sets aside sufficient money to meet the future pay out requirements.?? gainsharing Gainsharing matches an improvement (gain) in company performance to some distribution (sharing) of the benefits with employees.?? golden parachutes Golden parachutes are agreements by the company to ??compensate executives with bonuses and benefits if they should be displaced by a merger or acquisition.?? grapevine communication Grapevine communication is an informal system ??that arises spontaneously from the social interaction of people in the organization.?? grievance procedure A grievance procedure is a multistep process that the ??employer and union jointly use to resolve disputes that arise under the ??terms of the labor agreement. ?? Griggs v. Duke Power Company (1971) The U.S. Supreme Court case held?? that when an employment criterion disproportionately discriminates ??against a protected class, the employer is required to show how the criterion is job related.?? guaranteed annual wage A guaranteed annual wage assures workers of receiving a minimum amount of work or pay during the course of a year.?? halo effect The halo effect is a bias that occurs when a rater allows some ??information to disproportionately prejudice the final evaluation.?? harassment Harassment occurs when a member of an organization treats an?? employee in a disparate manner because of the worker's sex, race, religion, age, or other protected classification.?? health maintenance organizations (HMOs) HMOs are a form of health insurance whereby the insurer provides the professional staff and facilities?? needed to treat their insured policyholders for a predetermined monthly ??fee.?? hot-stove rule The hot-stove rule states that disciplinary actions should have ??the same characteristics as the penalty a person receives from touching?? a hot stove. That is, the discipline should be with warning, immediate, ??consistent, and impersonal.?? house organs A house organ is any regularly published organizational magazine, newspaper, or bulletin directed to employees.?? human resource forecasts Human resource forecasts predict the organization's future demand for employees.?? human resource planning Human resource planning systematically forecasts ??an organization's future supply, and demand for, employees.?? human resources Human resources are the people who are ready, willing, ??and able to contribute to organizational goals. ????Immigration Reform and Control Act of 1986 Employers are required to ??screen out unauthorized aliens. The act requires an employment verification systems, a good faith effort, and specified record-keeping?? procedures.?? imminent danger An imminent danger is a situation that is likely to lead to ??death or serious injury if allowed to continue.?? incentive systems Incentive systems link compensation and performance by?? paying employees for actual results, not for seniority or hours worked.?? indexation Indexation is a method of estimating future employment needs ??by matching employment growth with some index, such as sales growth.?? industrial democracy Industrial democracy refers to giving employees a ??larger voice in making the work-related decisions that affect them.?? industrial unions Industrial unions are labor organizations that seek to include all of an employer's eligible workers regardless of whether they are ??skilled, semiskilled, or unskilled.?? in-house complaint procedures In-house complaint procedures are organizationally developed methods for employees to register their complaints about various aspects of the organization.?? job analysis Job analysis systematically collects, evaluates, and organizes ??information about jobs.?? job analysis schedule Job analysis schedules are checklists or questionnaires?? that seek to collect information about jobs in a uniform manner. (They ??are also called job analysis questionnaires.)?? job banks Job banks exist in state employment offices. They are used to ??match applicants with job openings.?? job code A job code uses numbers, letters, or both to provide a quick summary of the job and its content.?? job description A job description is a written statement that explains the ??duties, working conditions, and other aspects of a specified job.?? job enlargement Job enlargement means adding more tasks to a job in order ??to increase the job cycle.?? job enrichment Job enrichment means adding more responsibilities, autonomy, and control to a job.?? job evaluations Job evaluations are systematic procedures to determine the?? relative worth of jobs.?? job families Job families are groups of different jobs that require similar ??skills.?? Job-Flo Job-Flo is a monthly report of frequently listed openings from job ??banks throughout the country.?? job grading Job grading is a form of job evaluation that assigns jobs to predetermined classifications according to the job's relative worth to the organization. This technique is also called the job classification method. ????Jobholder reports Jobholder reports are reports to employees about the?? firm's economic performance.?? Job Information Service The Job Information Service is a feature of state?? employment security agencies that enables job seekers to review job bank?? listings in their efforts to find employment.?? job instruction training Job instruction training is training received directly ??on the job. It is also called on-the-job-training.?? job performance standards Job performance standards are the work requirements that are expected from an employee on a particular job.?? job posting Job posting informs employees of unfilled job openings and the ??qualifications for these jobs.?? job progression ladder A job progression ladder is a particular career path?? where some jobs have prerequisites.?? job ranking Job ranking is one form of job evaluation that subjectively ranks ??jobs according to their overall worth to the organization.?? job rotation Job rotation is the process of moving employees from one job ??to another in order to allow them more variety on their jobs and the?? opportunity to learn new skills.?? job satisfaction Job satisfaction is the favorableness or unfavorableness with ??which employees 5>view their work.?? job sharing Job sharing is a scheduling innovation that allows two or more?? workers to share the same job, usually by each working part-time.?? job specifications A job specification describes what a job, demands of employees who do it and the human skills that are required.?? Job Training Partnership Act of 1983 This act provides federal funds to authorized training contractors, often city or state government agencies.?? These moneys are used to train people in new, employable skills. (It replaces the Comprehensive Education and Training Act of 1973.)?? joint study committees Joint study committees include representatives from?? management and the union who meet away from the bargaining table to?? study some topic of mutual interest in the hope of finding a Solution that ??is mutually satisfactory.?? juniority Juniority provisions require that layoffs be first offered to senior ??workers who may accept or refuse them. If sufficient senior workers do?? not accept the layoffs, then management is free to lay off the least senior ??workers.?? key jobs?? Key jobs are those that are common in the organization and in its ??labor market.?? labor agreement A labor agreement, which is also called a labor contract, is?? a legal document that is negotiated between the union and the employer. ??It states the terms and conditions of employment.???? laboratory training Laboratory training is a form of group training primarily ??used to enhance interpersonal skills.?? Labor Management Relations Act of 1947 (LMRA) The LMRA, also know ??as the Taft-Hartley Act, amended the National Labor Relations Act of??1935 by designing specific union actions that were considered to be unfair ??labor practices. The act also created the Federal Mediation and Conciliation Service and enabled the president of the United States to call for ??injunctions in national emergency strikes.?? Labor-Management Reporting and Disclosure Act of 1959 (LMRDA) The ??LMRDA, also called the Landrum-Griffin Act, amended the National Labor Relations Act. It created the union members' "bill of rights" by giving union members certain rights in dealing with their union. The law ??also established detailed reporting requirements for those who handle ??union funds.?? labor market The labor market is the area in which the employer recruits.?? labor market analysis Labor market analysis is the study of the employee's?? labor market to evaluate the present or future availability of workers.?? Landrum-Griffin Act See Labor-Management Reporting and Disclosure Act ??of 1959.?? law of effect (Thorndike's law) The law of effect states that people learn to ??repeat behaviors that have favorable consequences, and they learn to?? avoid behaviors that have unfavorable consequences.?? layoffs Layoffs are the separation of employees from the organization for?? economic or business reasons.?? learning curve A learning curve is a visual representation of the rate at ??which one learns given material through time.?? learning principles Learning principles are guidelines to the ways in which ??people learn most effectively.?? legal insurance Legal insurance is usually a group insurance plan provided?? by the employer that reimburses the insureds when they have specified ??legal expenses or provides the insureds with access to legal assistance at ??predetermined land usually low) rates.?? leniency bias A leniency bias occurs when employees are rated higher than ??their performance justifies.?? leveraging Leveraging refers to resigning in order to further one's career ??with another employer.?? line authority Line authority allows managers to direct others and to make ??decisions about the organization's operations.?? Local unions Local unions are the smallest organizational unit of a union. ??They are responsible for representing the members at the work site.?? long-term disability Long-term disability insurance provides a proportion of ??a disabled employee's wage or salary. These policies typically have long ??waiting periods and seldom allow the employee to attain the same ??come level that existed before the disability?? lost-time accidents These are severe job-related accidents that cause the employee to lose time from his or her job.?? maintenance factors Maintenance factors are those elements in the work ??setting that lead to employee dissatisfaction when they are not adequately provided. These factors are also called hygiene factors or dissatisfies. They include working conditions and fringe benefits.?? "make-whole" remedies When an individual is mistreated in violation of employment laws, the wrongdoer usually is required to make up the lost?? that were suffered by the employee because of the wrongdoing.?? management by objectives (MBO) MBO requires an employee and super ??to jointly establish performance goals for the future. Employees are subsequently evaluated on how well they have obtained these agreed-up?? management inventories Management inventories summarize the skills and ??abilities of management personnel. (See skills inventories, which are used for nonmanagement employees.)?? management rights Management rights are the rights and freedoms that ??employer needs to manage the enterprise effectively. These areas of discretion usually are reserved by management in the labor agreement.?? maturity curves Maturity curves are used to compensate workers based (??their seniority and performance. Normally, these compensation plans are limited to professional and technical workers.?? mentor A mentor is someone who offers informal career advice.?? merit-based promotions Merit-based promotions occur when an employee?? promoted because of superior performance in the present job.?? merit raises Merit raises are pay increases given to individual workers according to an evaluation of their performance.?? motivation Motivation is a person's drive to take action because that person want to do so. National Institute of Occupational Safety and Health (NIOSH) NIOSH was created by the Occupational Safety and Heath Act to conduct research ??and to develop additional safety and health standards.?? National Labor Relations Act of 1935 (NLRA) The NLRA, also known at?? the Wagner Act, was passed by Congress to ensure that covered employees could join (or refrain from joining) unions for the purpose of their ??own mutual aid and protection and for negotiating with employers. The?? act also created the National Labor Relations Board.?? National Labor Relations Board (NLRB) The NLRB was created by the National Labor Relations Act to prevent unfair labor practices and to conduct union representation elections.?? national unions National unions are those parent bodies that help organize,?? charter, guide, and assist their affiliated local unions.?? needs assessment Needs assessment diagnoses present problems and future?? challenges that can be met through training and development.?? net benefit Net benefit means that there will be a surplus of benefits after all costs are included.?? noncontributory benefit plans Noncontributory benefit plans are fringe benefits that are paid entirely by tile employer. (See contributory benefit?? plans.)?? nonfederal jurisdiction Nondeferral jurisdictions are areas where the ??EEOC finds no qualified agency to which it may defer cases.?? nondirective counseling Nondirective, or client-centered, counseling is the ??process of skillfully listening to an employee and encouraging him or her ??to explain bothersome problems, to understand them, and to determine ??appropriate solutions.?? nonverbal communication Nonverbal communication is action that communicates without spoken words.?? obsolescence Obsolescence results when an employee no longer possesses ??the knowledge or ability to perform successfully.?? Occupational Outlook Handbook The Occupational Outlook Handbook is?? published by the U.S. Department of Labor. It indicates the future need ??for certain jobs.?? Occupational Safety and Health Act of 1970 (OSHA) OSHA is a broad-ranging law that requires employers to provide a work environment that is?? free of recognized safety and health hazards.?? Occupational Safety and Health Administration The Occupational Safety ??and Health Administration is located in the U.S. Department of Labor ??and is responsible for enforcing the Occupational Safety and Health Act.?? Occupational Safety and Health Review Commission The Occupational?? Safety and Health Review Commission is the federal agency that reviews ??on appeal the fines given to employers by the Occupational Safety and?? Health Administration for safety and health violations.?? open communication Open communication exists when people feel free to?? communicate all relevant messages.?? open-door policy An open-door policy encourages employees to go to their ??manager or even higher management with any problem that concerns ??them.?? organizational climate Organizational climate is the favorableness or unfa??vorableness of the environment for people in the organization.?? organizational development (OD) OD is an intervention strategy that uses ??group processes to focus on the whole organization in order to bring ??about planned change. ????organizing committee An organizing committee consists of employees who ??guide the efforts needed to organize their fellow workers into a Labor?? organization.?? orient??ation programs ??Orientation programs familiarize primarily?? employees.?? outplacement?? ?? Outplacement occurs when an organization assists its employees in finding jobs with other employers. ?? Pareto analysis Pareto analysis is a means of collecting data about the types?? or causes of production problems in descending order of frequency.?? participation rates Participation rates are the percentages of working-age ??men and women in the work force.?? participative counseling Participative counseling seeks to find a balance between directive and nondirective counseling techniques, with the counselor and the counselee participating in the discussion and solution of the ??problem.?? part-time layoffs Part-time layoffs occur when an employer lays off workers ??without pay for a part of each week, such as each Friday.?? paternalism Paternalisms exists when management assumes that it alone is ??the best judge of employee needs and therefore does not seek or act upon?? employee suggestions.?? path-goal personnel strategy The path-goal personnel strategy is used by the?? personnel department when it attempts to improve the path toward a goal??(such as reducing red tape) and then tries to improve the outcomes at the?? end of the path (such as improving the amount of merit pay or other?? rewards).?? pattern bargaining Pattern bargaining occurs when the same or essentially ??the same contract is used for several firms, often in the same industry.?? patterns and practices When discrimination is found to exist against a large?? number of individuals who are in a protected class a pattern and practice?? case exists.?? pay-for-knowledge compensation systems These incentives provide employees higher pay as an incentive for each new skill or job they learn.?? payout standards Payout standards are the benchmarks or triggers that determine whether an incentive or gain-sharing award is earned.?? Performance appraisal Performance appraisal is the process by which organizations evaluate employee performance.?? performance measures Performance measures are the ratings used to evaluate employee performance.?? performance standards Performance ??which performance is measured. ??Performance standards are the benchmarks against ????personal leave days Personal leave days are normal workdays that an employee is entitled to take off. (In some firms personal leave days are used?? instead of sick days.)?? personnel audit A personnel audit evaluates the personnel activities used in ??an organization.?? personnel barriers Personnel barriers are communication interferences arising from human emotions, values, and limitations.?? personnel management Personnel management is the study of how employers obtain, develop, utilize, evaluate, maintain, and retain the right numbers and types of workers. Its purpose is to provide organizations with?? an effective work force.?? Peter Principle The Peter Principle states that, in a hierarchy, people tend ??to rise to their level of incompetence.?? piecework Piecework is a type of incentive system that compensates workers for each unit of output.?? placement Placement is the assignment of an employee to a new or different?? job.?? point system The point system is a form of job evaluation that assesses the relative importance of the job's key factors in order to arrive at the relative worth of jobs.?? Political grievances Political grievances are filed or supported because of ??their political implications, not their merits.?? portability clauses Portability clauses allow workers to transfer accumulated?? pension rights to their subsequent employer when they change jobs.?? Position Analysis Questionnaire (PAQ) The PAQ is a standardized, preprinted form that collects specific information about jobs.?? precedent A precedent is a new standard that arises from past practices of?? either the company or the union.?? preferential quota systems Preferential quota systems exist when a proportion of the job openings, promotions, or other employment opportunities ??is reserved for members of a protected class who have been previously ??discriminated against.?? Pregnancy Discrimination Act of 1978 This act prevents discrimination in ??employment against women who are pregnant and able to perform their ??jobs. The law amends the Civil Rights Act of 1964.?? prevailing wage rates Prevailing wage rates are the rates most commonly ??paid for a given job in a specific geographical area. They are determined?? by a wage and salary survey.?? preventive discipline Preventive discipline is action taken to encourage employees to follow standards and rules so that infractions are prevented.?? private placement agencies Private placement agencies are for-profit organizations that help job seekers find employment.???? proactive management Proactive management exists when decision makers ??anticipate problems and take affirmative action steps to minimize those?? problems rather than wait until after a problem occurs before taking action .?? problem-solving interviews These types of interviews rely on questions that ??are limited to hypothetical situations or problems. The applicant is evaluated on how well the problems are solved.?? production bonuses Production bonuses are a type of incentive system that?? provides employees with additional compensation when they surpass?? stated production goals.?? productivity Productivity is the ratio of a firm's output (goods and services)??divided by its input (people, capital, materials, energy).?? professional associations Professional associations are groups of workers?? who voluntarily join together to further their profession and their professional development. When these associates undertake to negotiate for ??their members, they are also labor organizations.?? profit sharing Profit sharing exists when an organization shares a proportion?? of its profits with the workers, usually on an annual basis.?? profit sharing plans Profit sharing plans enable eligible employees to receive?? a proportion of the organization's profits.?? progressive discipline Progressive discipline requires strong penalties for repeated offenses.?? promotion A promotion occurs when an employee is moved from one job to ??another that is higher in pay, responsibility, and/or organizational level.?? protected groups Protected groups are classes of people who are protected?? from discrimination under one or more laws.?? psychic costs Psychic costs are the stresses, strains, and anxieties that affect a person's inner self during a period of change.?? Pygmalion effect The Pygmalion effect occurs when people live up to the ??highest expectations others hold of them.?? qualifiable worker A qualifiable worker is one who does not currently possess all of the requirements, knowledge, skills, or abilities to do the job,?? but who will become qualified through additional training and?? experience.?? qualified handicapped The qualified handicapped are those mentally or?? physically handicapped individuals who, with reasonable accommodations, perform successfully.?? quality circles Quality circles are small groups of employees who meet regularly with a common leader to identify and solve work-related problems.?? quality of work life Quality of work life means having good supervision,?? good working conditions, good pay and benefits, and an interesting, challenging, and rewarding job.???? quality of work life efforts Quality of work life efforts are systematic attempts by an organization to give workers a greater opportunity to affect ??their jobs and their contributions to the organization's overall ??effectiveness.?? rap sessions Rap sessions are meetings between managers and groups of em??ployees to discuss complaints, suggestions, opinions, or questions.?? rate ranges Rate ranges are pay ranges for each job class.?? rating scale A rating scale requires the rater to provide a subjective evaluation of an individual's performance along a scale from low to high.?? rational validity Rational validity exists when tests include reasonable samples of the skills needed to perform successfully or where there is an?? obvious relationship between performance and other characteristics that ??are assumed to be necessary for successful job performance.?? reactive management Reactive management exists when decision makers respond to problems instead of anticipating problems before they occur.??(See proactive management.)?? realistic job preview (RJP) An RJP allows the job applicant to see the type?? of work, equipment, and working conditions involved in the job before ??the hiring decision is finalized.?? recency effect The recency effect is a rater bias that occurs when a rater?? allows recent employee performance to sway the overall evaluation.?? recruitment Recruitment is the process of find and attracting capable applicants for employment.?? red-circle rates Red-circle rates are wages or salaries that are in appropriate ??for a given job according to the job evaluation plan.?? refreezing Refreezing requires the integration of what has been learned into ??actual practice.?? regulations Regulations are legally enforceable rules developed by government agencies to ensure compliance with laws that the agency interprets?? and administers.?? Rehabilitation Act of 1973 This act prohibits discrimination against those?? who are handicapped but qualified to perform work. It applies to employees who receive federal moneys and to federal agencies.?? reinforcement schedules Reinforcement schedules are the different ways ??that behavior reinforcement can be given.?? relations by objectives Relations by objectives is a program created by the ??Federal Mediation and Conciliation Service to improve labor-management cooperation between participating parties.?? reliability Reliability means that a selection device (usually a test) yields ??consistent results each time an individual takes it.?? relocation programs Relocation programs are company-sponsored fringe?? benefits that assist employees who must move in connection with their ??jobs.???? shelf-sitters "Shelf-sitter" is a slang term for upwardly immobile managers ??who block promotion channels.?? shorter workweeks Shorter workweeks are employee scheduling variations ??that allow full-time workers to complete their week's work in less than ??the traditional five days. One variation is 40 hours work in four days.?? skills inventories Skills inventories-are summaries of each employee's skills ??and abilities. (Skills inventories usually refer to nonmanagement workers. ??See management inventories.)?? socialization Socialization is the ongoing process by which an employee?? adapts to an organization by understanding and accepting the values,?? norms, and belief held by others in the firm. Orientation programs-??which familiarize primarily new employees with their role, the organization, its policies, and other employees--speed up the socialization ??process.?? Social Security Act of 1935 This act established the social security program?? of the federal government, which taxes workers and employers in order ??to create a fund from which medicare, retirement, disability, and death ??payments are made to covered workers and their survivors.?? social unionism Social unionism describes unions that seek to further their?? members' interests by influencing the social, economic, and legal policies ??of government at all levels-city, county, state, and federal; (See business?? unionism.)?? Society for Human Resource Management SHRM is the major association ??for professional personnel specialists and administrators.?? sociotechnical systems Sociotechnical systems are interventions in the work ??situation that restructure the work, the work groups, and the relationship?? between the workers and the technology they use to do their jobs.?? specialization Specialization occurs when a very limited number of tasks ??are grouped into one job.?? sponsor A sponsor is a person in an organization who can create career?? development opportunities for others.?? staff authority Staff authority is the authority to advise, not direct, others.?? staffing table A staffing table lists anticipated employment openings for each ??type of job.?? state employment security agency A state employment security agency (or ??unemployment office) matches job seekers with employers who have job openings.?? steering committee The steering committee is part of a quality circle or ??other employee involvement effort and usually includes the top manager?? f the work site (such as a plant manager) and his or her direct staff.?? steward A union steward is elected by workers (or appointed by local union ??leaders) to help covered employees present their problems to ??management.???? stock options Stock options are fringe benefits that give the holder the right ??to purchase the company's stock at a predetermined price.?? strategic plan A strategic plan identifies a firm's long-range objectives and ??proposals for achieving those objectives.?? stress Stress is a condition of strain that affects one's emotions, thought?? processes, and physical condition.?? stress interviews Stress interviews rely on a series of harsh, rapid-fire questions that are intended to upset the applicant and show how the applicant?? stressors Stressors are conditions that tend to cause stress.?? stress-performance model The stress-performance model shows the relationship between stress and job performance.?? stress threshold A stress threshold is the level of stressors that a person can ??tolerate before feelings of distress begin.?? strictness bias A strictness bias occurs when employees are rated lower than ??their performance justifies.?? structural unemployment Structural unemployment occurs when people are ready, willing, and able to work, but their skills do not match the jobs?? structured interviews Structured interviews use a predetermined check list?? of questions that usually are asked of all applicants.?? suggestion systems Suggestion systems are a formal method for generating. ??evaluating, and implementing useful employee ideas.?? suitable employment Suitable employment means employment for which the?? person is suited as a result of education, training, or experience.?? supplemental unemployment benefits (SUB) SUB is an employer-provided?? fringe benefit that supplements state unemployment insurance when an?? employee is laid off.?? SUB is an employer-provided?? Taft-Hartley Act See Labor-Management Relations Act of 1947.?? Taft-Hartley injunctions Taft-Hartley injunctions allow the president of the ??United States to seek a court order to delay a labor-management strike?? for 80 days. During this cooling off period, the government investigates ??the facts surrounding the dispute.?? task identity Task identity means doing an identifiable piece of work, thus?? enabling the worker to have a sense of responsibility and pride.?? task significance Task significance means knowing that the work one does is?? important to others in the organization and outside of it. Title VII Title VII refers to the part of the Civil Rights Act of 1964 that ??requires equal employment opportunities without regard to race, color, ??religion, sex, pregnancy, or national origin. ????repetition Repetition facilitates learning through repeated review of the material to be learned.?? replacement charts Replacement charts are visual presentations of who will?? replace whom in the organization when a job opening occurs.?? resistance to change Resistance to change arises from employee opposition?? to change. ??resume A resume is a brief Listing of an applicant's work experience, education, personal data, and other information relevant to the applicant's ??employment qualifications.?? reverse discrimination Reverse discrimination occurs when an employer?? seeks to hire or to promote a member of a protected class over an equally??(or better) qualified candidate who is not a member of a protected class.?? sandwich model of discipline The sandwich model suggests that a corrective ??comment would be sandwiched between two positive comments in order?? to make the corrective comments more acceptable.?? Scanlon Plan The Scanlon Plan is an incentive program that compensates ??eligible employees for improvements in labor costs that are better than ??the previously established company norms.?? search firms Search firms are private for-profit organizations that exist to ??help employers locate hard-to-find applicants.?? Section 89, Internal Revenue Code This controversial statute requires certain employee benefit plans to meet five qualification standards in order ??for benefits under the plans to be nontaxable to all covered employees. ??Almost all welfare benefit plans (i.e., group medical, group legal, group?? life, cafeteria, tuition reimbursement, fringe benefit plans) are subject to these rules.?? selection interviews Selection interviews are a step in the selection process?? where by the applicant and the employer's representative have a face-to ace meeting.?? selection process The selection process is a series of specific steps used to ??decide which recruits should be hired.?? selection ratio The selection ratio of the number of applicants hired to the ??total number of applicants.?? self-funding Self-funding occurs when an organization agrees to meet its insurance obligations out of its own resources.?? semantic barriers Semantic barriers are limitations that arise from the ??words with which we communicate.?? seniority Seniority means the length of a worker's employment in relation o the other employees.?? seniority-based promotions Seniority-based promotions result when the?? most senior employee is promoted into a new position.?? severance pay Severance pay is a payment made to workers when they are?? dismissed from the company. Employees who are terminated because of ??their poor performance or behavior are usually not eligible.???? training Training represents activities that teach employees how to perform ??their present jobs.?? transference Transference refers to how applicable the training is to actual ??job situations, as evaluated by how readily the trainee transfers the learning to his or her job.?? transfers Transfers occur when an employee is moved from one job to another that is relatively equal in pay, responsibility, and organizational ??level.?? turnover Turnover is the loss of employees by the organization. It represents ??those employees who depart for a variety of reasons.?? two-tiered orientation program A two-tiered orientation program exists?? when both the personnel department and the immediate supervisor provide an orientation for new employees.?? two-tier wage structure This pay structure occurs when one group of employees (usually new hires) receives a different wage rate than other employees. The employer achieves lower labor costs by paying new workers?? less while previously hired union members usually are able to retain their?? existing wage rates.?? type A people Type A people are those who are aggressive and competitive, ??set high standards, and put themselves under constant time pressures.?? type B people Type B people are more relaxed and easygoing. They tend to?? accept situations and work within them rather than fight them or put ??themselves under constant time pressures.?? underutilization Underutilization occurs when a department or an entire organization has a smaller proportion of members of a protected class than?? is found in the firm's labor market. (See concentration in employment.)?? unemployment compensation Unemployment compensation is payment to ??those who lose their jobs, are unemployed, are seeking new employment,?? and are willing and able to work.?? unfair labor practices (ULPs) ULPs are violations of the National Labor ??Relations Act as amended. These unfair labor practices are specific activities that employers and labor organizations are prohibited from doing.?? See labor agreement.?? n members' bill of rights The union members' bill of rights refers to?? Title I of the Labor-Management Reporting and Disclosure Act of 1959,??which established the specific rights of union members in dealing with ??their unions.?? union organizers Union organizers are people who assist employees in forming a local union.?? union shop A union shop is a workplace where all employees are required ??to join the local union as a condition of employment. New employees are ??usually given 30, 60, or 90 days in which to join.?? union-management agreement?? union members' bill of rights ??unstructured interview An unstructured interview uses few, if any, planned ??questions to enable the interviewer to pursue, in depth, the applicant's ??responses.?? upward communication Upward communication is communication that begins at some point in the organization and then proceeds up the hierarchy?? to inform or influence others.?? validity Validity means that the selection device (usually a test) is related?? significantly to job performances or to some other relevant criterion.?? vertical staff meetings Vertical staff meetings occur when managers meet ??with two or more levels of subordinates to learn of their concerns.?? vestibule training Vestibule training occurs off the job on equipment or?? methods that are highly similar to those used on the job. This technique?? minimizes the disruption of operations caused by training activities.?? vesting Vesting is a provision in retirement plans that gives workers rights ??to retirement benefits after a specified number of years of service, even?? if the employee quits before retirement.?? Vietnam Era Veteran's Readjustment Act of 1974 This act prohibits certain ??government contractors from discriminating in employment against Vietnam era veterans.?? wage and salary surveys Wage and salary surveys are studies made by an?? organization to discover what other employers in the same labor market ??are paying for specific key jobs.?? wage compression Wage compression occurs when the difference between ??higher- and lower-paying jobs is reduced. This compression usually results from giving larger pay increases to lower-paying jobs.?? Wagner Act See National Labor Relations Act of 1935.?? walk-ins Walk-ins are job seekers who arrive at the personnel department in?? search of a job without any prior referrals and not in response to a specific ad or request.?? want ads Want ads describe the job and its benefits, identify the employer, ??and tell those who are interested how to apply.?? weighted checklist A weighted checklist requires the rater to select statements or words to describe an employee's performance or characteristics. After those selections are made, different responses are given ??different values or weights in order to determine a quantified total score.?? weighted incentive systems These systems reward executives based on improvements in multiple areas of business performance. Depending on the?? weights used, part of the incentive bonus can be tied to improvements in?? market share, profit return on assets, cash flow, or other indexes.?? welfare secretary The welfare secretary was a forerunner of the modern personnel specialist. Welfare secretaries existed to help workers meet their ??personal needs and to minimize any tendency of workers to join unions. ????well pay Well pay is a fringe benefit, provided by some employers, that pays ??employees for unused sick leave.?? wildcat strikes Wildcat strikes are spontaneous work stoppages that take?? place in violation of the labor contract and are officially against the ??wishes of the union leaders.?? Worker Adjustment and Retraining Act Employers with 100 or more employees must provide employees 60 days advance written notice of plant ??closing or layoffs.?? workers' compensation Workers' compensation is payment made to employees for work-related injuries or to their families in the event of the work??ers' job-caused death.?? work low Work flow is the sequence of jobs in an organization needed to?? produce the firm's goods or service.?? work measurement techniques Work measurement techniques are methods ??for evaluating what a job's performance standards should be.?? work practices Work practices are the set ways of performing work in an ??organization.?? work sampling Work sampling means using a variety of observations on a?? particular job to measure the length of time devoted to certain aspects of ??the job.?? work simplification Work simplification means simplifying jobs by eliminating unnecessary tasks or reducing the number of tasks by combining?? them.?? write-ins Write-ins are those people who send in a written inquiry, often ??seeking a job application.????????