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Nelson EducationHigher EducationManaging Human Resources, Fifth Canadian Edition Student Resources | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
GlossaryA B C D E F G H I J K L M N O P Q R S T U V W X Y Z
AAchievement testsMeasures of what a person knows or can do right now Alarm reaction Response to stress that basically involves an elevated heart rate increased respiration elevated levels of adrenaline in the blood and increased blood pressure Alternative dispute resolution (ADR) Term applied to different types of employee complaint or dispute resolution procedures Apprenticeship training System of training in which a worker entering the skilled trades is given thorough instruction and experience both on and off the job in the practical and theoretical aspects of the work Aptitude tests Measures of a person's capacity to learn or acquire skills Arbitration award Final and binding award issued by an arbitrator in a labour'management dispute Arbitrator Third-party neutral who resolves labour dispute by issuing a final decision in the disagreement Assessment centre Process by which individuals are evaluated as they participate in a series of situations that resemble what they might be called upon to handle on the job Attrition A natural departure of employees from organizations through quits retirements and deaths Augmented skills Skills helpful in facilitating the efforts of expatriate managers Authorization card A statement signed by an employee authorizing a union to act as his or her representative for the purposes of collective bargaining
BBalance-sheet approachCompensation system designed to match the purchasing power in a person's home country Balanced Scorecard (BSC) A measurement framework that helps managers translate strategic goals into operational objectives Bargaining power The power of labour and management to achieve their goals though economic social or political influence Bargaining unit Group of two or more employees who share common employment interests and conditions and may reasonably be grouped together for purposes of collective bargaining Bargaining zone Area within which the union and the employer are willing to concede when bargaining Behaviour modelling Approach that demonstrates desired behaviour and gives trainees the chance to practise and role-play those behaviours and receive feedback Behaviour modification Technique that operates on the principle that behaviour that is rewarded or positively reinforced will be exhibited more frequently in the future whereas behaviour that is penalized or unrewarded will decrease in frequency Behaviour observation scale (BOS) A behavioural approach to performance appraisal that measures the frequency of observed behaviour Behavioural description interview (BDI) An interview in which an applicant is asked questions about what he or she actually did in a given situation Behaviourally anchored rating scale (BARS) A behavioural approach to performance appraisal that consists of a series of vertical scales one for each important dimension of job performance Benchmarking Process of comparing the organization's processes and practices with those of other companies Bona fide occupational qualification (BFOQ) A justifiable reason for discrimination based on business reasons of safety or effectiveness Bonus Incentive payment that is supplemental to the base wage Burnout Most severe stage of distress manifesting itself in depression frustration and loss of productivity Business agent Normally a paid labour official responsible for negotiating and administering the collective agreement and working to resolve union members' problems
CCareer counsellingProcess of discussing with employees their current job activities and performance their personal and career interests and goals their personal skills and suitable career development objectives Career networking Process of establishing mutually beneficial relationships with other business people including potential clients and customers Career paths Lines of advancement in an occupational field within an organization Career plateau Situation in which for either organizational or personal reasons the probability of moving up the career ladder is low Codetermination Representation of labour on the board of directors of a company Collective bargaining process Process of negotiating a collective agreement including the use of economic pressures by both parties Combined salary and commission plan Compensation plan that includes a straight salary and a commission Compensatory model Selection decision model in which a high score in one area can make up for a low score in another area Competence-based pay Pay based on an employee's skill level the variety of skills possessed or increased job knowledge Competency assessment Analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs Compulsory binding arbitration Binding method of resolving collective bargaining deadlocks by a neutral third party Concentration Term applied to designated groups whose numbers in a particular occupation or level are high relative to their numbers in the labour market Concurrent validity The extent to which test scores (or other predictor information) match criterion data obtained at about the same time from current employees Construct validity Extent to which a selection tool measures a theoretical construct or trait Constructive dismissal Changing an employee's working emotions such that compensation status or prestige is reduced Consumer price index (CPI) Measure of the average change in prices over time in a fixed 'market basket' of goods and services Content validity Extent to which a selection instrument such as a test adequately samples the knowledge and skills needed to perform a particular job Contractual rights Rights that derive from contracts Contrast error Performance rating error in which an employee's evaluation is biased either upward or downward because of comparison with another employer just recently evaluated Contributory plan A pension plan in which contributions are made jointly by employees and employers Cooperative training Training program that combines practical on-the-job experience with formal educational classes Core competencies Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers Core skills Skills considered critical to an employee's success abroad Core values Strong and enduring beliefs and principles that the company uses as a foundation for its decisions Corporate social responsibility "Responsibility of the firm to act in the best interests of the people and communities affected by its activities " Craft unions Unions that represent skilled craft workers Criterion-related validity Extent to which a selection tool predicts or significantly correlates with important elements of work behaviour Critical incident method Job analysis method by which important job tasks are identified for job success Critical incident An unusual event that denotes superior or inferior employee performance in some part of the job Cross-training Process of training employees to do multiple jobs within an organization Cross-validation Verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population) Cultural audits Audits of the culture and quality of work life in an organization Cultural environment Communications religion values and ideologies education and social structure of a country Culture shock Perpetual stress experienced by people who settle overseas Cumulative trauma disorders Injuries involving tendons of the fingers hands and arms that become inflamed from repeated stresses and strains Customer appraisal Performance appraisal which like team appraisal is based on TQM concepts and seeks evaluation from both internal and external customers
DDefined benefit planA pension plan in which the amount an employee is to receive on retirement is specifically set forth Defined contribution plan A pension plan that establishes the basis on which an employer will contribute to the pension fund Depression Negative emotional state marked by feelings of low spirits gloominess sadness and loss of pleasure in ordinary activities Designated groups Women visible minorities aboriginal peoples and persons with disabilities who have been disadvantaged in employment Differential piece rate Compensation rate under which employees whose production exceeds the standard amount of output receive a higher rate for all of their work than the rate paid to those who do not exceed the standard amount Discipline (1) Treatment that punishes; (2) orderly behaviour in an organizational setting; or (3) training that moulds and strengthens desirable conduct'or corrects undesirable conduct'and develops self-control Distress Harmful stress characterized by a loss of feelings of security and adequacy Diversity management The optimization of an organization's multicultural workforce in order to reach business objectives Downsizing The planned elimination of jobs Dual-career partnerships Couples in which both members follow their own careers and actively support each other's career development Due process Employee's right to present his or her position during a disciplinary action
EE-learningLearning that takes place via electronic media Elder care Care provided to an elderly relative by an employee who remains actively at work Employee assistance programs (EAPs) Services provided by employers to help workers cope with a wide variety of problems that interfere with the way they perform their jobs Employee associations Labour organizations that represent various groups of professional and white-collar employees in labour'management relations Employee empowerment Granting employees power to initiate change thereby encouraging them to take charge of what they do Employee involvement groups (EIs) Groups of employees who meet to resolve problems or offer suggestions for organizational improvement Employee leasing Process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees Employee rights Guarantees of fair treatment from employers especially regarding an employee's right to privacy Employee stock ownership plans (ESOPs) Stock plans in which an organization contributes shares of its stock to an established trust for the purpose of stock purchases by its employees Employee teams An employee contributions technique whereby work functions are structured for groups rather than for individuals and team members are given discretion in matters traditionally considered management prerogatives such as process improvements product or service development and individual work assignments Employment equity The employment of individuals in a fair and nonbiased manner Entrepreneur One who starts organizes manages and assumes responsibility for a business or other enterprise Environmental scanning Systematic monitoring of the major external forces influencing the organization Equal pay for work of equal value The concept that male and female jobs that are dissimilar but equal in value or worth to the employer should be paid the same Ergonomics An interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings Error of central tendency Performance rating error in which all employees are rated about average Escalator clauses Clauses in collective agreements that provide for quarterly cost-of-living adjustments in wages basing the adjustments on changes in the consumer price index Essay method A trait approach to performance appraisal that requires the rater to compose a statement describing employee behaviour Ethics Set of standards of conduct and moral judgments that help determine right and wrong behaviour Eustress Positive stress that accompanies achievement and exhilaration Expatriates or home-country nationals Employees from the home country who are on international assignment External fit The situation in which the work system supports the organization's goals and strategies
FFailure ratePercentage of expatriates who do not perform satisfactorily Fast-track program Program that encourages young managers with high potential to remain with an organization by enabling them to advance more rapidly than those with less potential Final offer arbitration Method of resolving collective bargaining deadlocks whereby the arbitrator has no power to compromise but must select one or another of the final offers submitted by the two parties Flexible benefits plans (cafeteria plans) Benefits plans that enable individual employees to choose the benefits that are best suited to their particular needs Flextime Flexible working hours that permit employees the option of choosing daily starting and quitting times provided that they work a set number of hours per day or week Flow data Data that provide a profile of the employment decisions affecting designated groups Forced-choice method A trait approach to performance appraisal that requires the rater to choose from statements designed to distinguish between successful and unsuccessful performance Functional job analysis (FJA) Quantitative approach to job analysis that utilizes a compiled inventory of the various functions or work activities that can make up any job and that assumes that each job involves three broad worker functions: (1) data (2) people and (3) things
GGainsharing plansPrograms under which both employees and the organization share financial gains according to a predetermined formula that reflects improved productivity and profitability Global corporation Firm that has integrated worldwide operations through a centralized home office Global manager Manager equipped to run an international business Globalization Trend toward opening up foreign markets to international trade and investment Graphic-rating scale method A trait approach to performance appraisal whereby each employee is rated according to a scale of characteristics Grievance procedure Formal procedure that provides for the union to represent members and nonmembers in processing a grievance Guest workers Foreign workers invited to perform needed labour
HHay profile methodJob evaluation technique using three factors'knowledge mental activity and accountability'to evaluate executive and managerial positions High-performance work system (HPWS) A specific combination of HR practices work structures and processes that maximizes employee knowledge skill commitment and flexibility Hiring freeze A practice whereby new workers are not hired as planned or workers who have left the organization are not replaced Home-based pay Par based on an expatriate's home country's compensation practices Host country Country in which an international corporation operates Host-based pay Expatriate pay comparable to that earned by employees in a host country Host-country nationals Employees who are natives of the host country Hot-stove rule Rule of discipline that can be compared with a hot stove in that it gives warning is effective immediately is enforced consistently and applies to all employees in an impersonal and unbiased way Hourly work Work paid on an hourly basis Human capital The knowledge skills and capabilities of individuals that have economic value to an organization Human resources information system (HRIS) Computerized system that provides current and accurate data for purposes of control and decision making Human resources management (HRM) Process of managing human talent to achieve an organization's objective. Human resources planning (HRP) Process of anticipating and making provision for the movement of people into within and out of an organization.
IImproshareGainsharing program under which bonuses are based on the overall productivity of the work team Industrial disease A disease resulting from exposure to a substance relating to a particular process trade or occupation in industry Industrial engineering A field of study concerned with analyzing work methods and establishing time standards Industrial unions Unions that represent all workers'skilled semiskilled unskilled'employed along industry lines Instructional objectives Desired outcomes of a training program Interest-based bargaining (IBB) Problem-solving bargaining based on a win'win philosophy and the development of a positive long-term relationship Internal fit The situation in which all the internal elements of the work system complement and reinforce one another International corporation Domestic firm that uses its existing capabilities to move into overseas markets Internship programs Programs jointly sponsored by colleges universities and other organizations that offer students the opportunity to gain real-life experience while allowing them to find out how they will perform in work organizations
JJob analysisProcess of obtaining information about jobs by determining the duties tasks or activities those jobs Job characteristics model Job design theory that purports that three psychological states (experiencing meaningfulness of the work performed responsibility for work outcomes and knowledge of the results of the work performed) of a jobholder result in improved work performance internal motivation and lower absenteeism and turnover Job classification system System of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades Job description Statement of the tasks duties and responsibilities of a job to be performed Job design Outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction Job enrichment Enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying Job evaluation Systematic process of determining the relative worth of jobs in order to establish which jobs should be paid more than others within an organization Job family A group of individual jobs with similar characteristics Job posting and bidding Posting vacancy notices and maintaining lists of employees for upgraded positions Job progressions Hierarchy of jobs a new employee might experience ranging from a starting job to jobs that successively require more knowledge and/or skill Job ranking system Simplest and oldest system of job evaluation by which jobs are arrayed on the basis of their relative worth Job specification Statement of the knowledge skills and abilities required of the person who is to perform the job Job A group of related activities and duties
KKnowledge workersWorkers whose responsibilities extend beyond the physical execution of work to include planning decision making and problem solving
LLabour relations processLogical sequence of four events: (1) workers desire collective representation (2) union begins its organizing campaign (3) collective negotiations lead to a contract and (4) the contract is administered Leniency or strictness error Performance rating error in which the appraiser tends to give employees either unusually high or unusually low ratings Localization Adapting pay and other compensation benefits to match that of a particular country Lump-sum merit program Program under which employees receive a year-end merit payment which is not added to their base pay
MManagement by objectives (MBO)Philosophy of management that rates performance on the basis of employee achievement of goals set by mutual agreement of employee and manager Management forecasts The opinions (judgments) of supervisors department managers experts and others knowledgeable about the organization's future employment needs Management rights Decisions regarding organizational operations over which management claims exclusive rights Manager and/or supervisor appraisal Performance appraisal done by an employee's manager and often reviewed by a manager one level higher Managing diversity Being aware of characteristics common to employees while also managing employees as individuals Markov analysis Method for tracking the pattern of employee movements through various jobs Material Safety Data Sheets (MSDSs) Documents that contain vital information about hazardous substances Mediation The use of an impartial neutral to reach a compromise decision in employment disputes Mediator A third party in an employment dispute who meets with one party and then the other in order to suggest compromise solutions or to recommend concessions from each side that will lead to an agreement Mentors Executives who coach advise and encourage individuals of lesser rank Merit guidelines Guidelines for awarding merit raises that are tied to performance objectives Mission Basic purpose of the organization as well as its scope of operations Mixed-standard scale method A trait approach to performance appraisal similar to other scale methods but based on comparison with (better than equal to or worse than) a standard Multinational corporation (MNC) Firm with independent business units operating in several countries Multiple cutoff model A selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions Multiple hurdle model Sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages
NNegligenceFailure to provide reasonable care where such failure results in injury to consumers or other employees Nepotism A preference for hiring relatives of current employees Noncontributory plan A pension plan in which contributions are made solely by the employer Nondirective interview An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion while the interviewer carefully refrains from influencing the applicant's remarks
OOccupational illnessAny abnormal condition or disorder other than one resulting from an occupational injury caused by exposure to environmental factors associated with employment Occupational injury Any cut fracture sprain or amputation resulting from a workplace accident or from an exposure involving an accident in the work environment Offshoring Business practice of sending jobs to other countries Ombudsperson Designated individual from whom employees may seek counsel for the resolution of their complaints On-the-job training (OJT) Method by which employees are given hands-on experience with instructions from their supervisor or other trainer Open-door policy Policy of settling grievances that identifies various levels of management above the immediate supervisor for employee contact Organization analysis Examination of the environment strategies and resources of the organization to determine where training emphasis should be placed Organizational capability The capacity to act and change in pursuit of sustainable competitive advantage Orientation Formal process of familiarizing a new employee with the organization the new job and the work unit Outplacement services Services provided by organizations to help terminated employees find a new job Outsourcing Contracting outside the organization to have work done that formerly was done by internal employees
PPanel interviewAn interview in which a board of interviewers questions and observes a single candidate Pay equity An employee's perception that compensation received is equal to the value of the work performed Pay grades Groups of jobs within a particular class that are paid the same rate Pay-for-performance standard Standard by which managers tie compensation to employee effort and performance Peer appraisal Performance appraisal done by one's fellow employees generally on forms that are compiled into a single profile for use in the performance interview conducted by the employee's manager Peer-review system System for reviewing employee complaints that utilizes a group composed of equal numbers of employee representatives and management appointees which functions as a jury because its members weigh evidence considers arguments and after deliberation vote independently to render a final decision Performance appraisal A process typically performed annually by a supervisor for a subordinate designed to help employees understand their roles objectives expectations and performance success Performance management The process of creating a work environment in which people can perform to the best of their abilities Perquisites Special nonmonetary benefits given to executives; often referred to as perks Person analysis Determination of the specific individuals who need training Piecework Work paid according to the number of units produced Point system Quantitative job evaluation procedure that determines the relative value of a job by the total points assigned to it Position analysis questionnaire (PAQ) A questionnaire covering 194 different tasks that by means of a five-point scale seeks to determine the degree to which different tasks are involved in performing a particular job Position The different duties and responsibilities performed by only one employee Positive or nonpunative discipline System of discipline that focuses on the early correction of employee misconduct with the employee taking total responsibility for correcting the problem Predictive validity Extent to which applicants' test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite period Proactive change Change initiated to take advantage of targeted opportunities Process audit Determining whether the high-performance work system has been implemented as designed Profit sharing Any procedure by which an employer pays or makes available to all regular employees in addition to base pay special current or deferred sums based on the profits of the enterprise Progressive discipline Application of corrective measures by increasing degrees Promotion Change of assignment to a job at a higher level in the organization Psychological contract Expectations of a fair exchange of employment obligations between an employee and employer
RReactive changeChange that occurs after external forces have already affected performance Real wages Wage increases larger than rises in the consumer price index; that is the real earning power of wages Realistic job preview (RJP) Informing applicants about all aspects of the job both desirable and undesirable facets Reasonable accommodation Attempt by employers to adjust the working conditions or schedules of employees with disabilities or religious preferences Recency error Performance rating error in which the appraisal is based largely on the employee's most recent behaviour rather than on the behaviour throughout the appraisal period Red circle rates Payment rates above the maximum of the pay range Reengineering Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost quality service and speed Reliability Degree to which interviews tests and other selection procedures yield comparable data over time and alternative measures Relocation services Services provided to an employee who is transferred to a new location which might include help in moving in selling a home in orienting to a new culture and/or in learning a new language Repatriation Process of employee transition home from an international assignment Replacement charts Listings of current job holders and persons who are potential replacements if an opening occurs Rights arbitration Arbitration over interpretation of the meaning of contract terms or employee work grievances Rucker Plan Bonus incentive plan based on the historic relationship between the total earnings of hourly employees and the production value created by the employees
SSWOT analysisA comparison of strengths weaknesses opportunities and threats for strategy formulation purposes Scanlon Plan Bonus incentive plan using employee and management committees to gain cost-reduction improvements Selection ratio Number of applicants compared with the number of people to be hired Selection Process of choosing individuals who have relevant qualifications to fill existing or projected job openings Self-appraisal Performance appraisal done by the employee being evaluated generally on an appraisal form completed by the employee to the performance review Severance pay A lump-sum payment given to terminated employees Sexual harassment Unwelcome advances requests for sexual favours and other verbal or physical conduct of a sexual nature in the working environment Silver handshake An early retirement incentive in the form of increased pension benefits for several years or a cash bonus Similar-to-me error Performance rating error in which an appraiser inflates the evaluation of an employee because of a mutual personal connection Situational interview An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it Six Sigma A process used to translate customer needs into a set of optimal tasks that are performed in concert with one another Skill inventories Files of employee education experience interests skills etc. that allow managers to quickly match job openings with employee backgrounds Spot bonus Unplanned bonus given for employee effort unrelated to an established performance measure Staffing tables Graphic representations of all organizational jobs along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements Standard hour plan Incentive plan that sets rates based on the completion of a job in a predetermined standard time Statutory rights Rights that derive from legislation Step-review system System for reviewing employee complaints and disputes by successively higher levels of management Stock data Data showing the status of designated groups in occupational categories and compensation level Straight commission plan Compensation plan based on a percentage of sales Straight piecework Incentive plan under which employees receive a certain rate for each unit produced Straight salary plan Compensation plan that permits salespeople to be paid for performing various duties that are not reflected immediately in their sales volume Strategic human resources management (SHRM) Pattern of human resources deployments and activities that enable an organization to achieve its strategic goals Strategic planning Procedures for making decisions about the organization's long-term goals and strategies Strategic vision Statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and its strategic intent Stress Any adjustive demand caused by physical mental or emotional factors that require coping behaviour Structured interview An interview in which a set of standardized questions having an established set of answers is used Submission to arbitrate Statement that describes the issues to be resolved through arbitration Subordinate appraisal Performance appraisal of a superior by an employee which is more appropriate for developmental than for administrative purposes Succession planning Process of identifying developing and tracking key individuals for executive positions Systemic discrimination The exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job-related
TTask analysisProcess of determining what the content of a training program should be on the basis of a study of the tasks and duties involved in the job Task inventory analysis An organization-specific list of tasks and their descriptions used as a basis to indentify components of jobs Team appraisal Performance appraisal based on TQM concepts that recognizes team accomplishment rather than individual performance Team incentive plan Compensation plan in which all team members receive an incentive bonus payment when production or service standards are met or exceeded Telecommuting Use of personal computers networks and other communications technology such as fax machines to do work in the home that is traditionally done in the workplace Termination Practice initiated by an employer to separate an employee from the organization permanently Third-country nationals Employees who are natives of a country other than the home country or the host country Total quality management (TQM) A set of principles and practices whose core ideas include understanding customer needs doing things right the first time and striving for continuous improvement Transfer of training Effective application of principles learned to what is required on the job Transfer Placement of an individual in another job for which the duties responsibilities status and remuneration are approximately equal to those of the previous job Transnational corporation Firm that attempts to balance local responsiveness and global scale via a network of specialized operating units Transnational teams Teams composed of members of multiple nationalities working on projects that span multiple countries Trend analysis A quantitative approach to forecasting labour demand based on an organizational index such as sales
UUnderutilizationTerm applied to designated groups that are not utilized or represented in the employer's workforce proportional to their numbers in the labour market Unfair labour practices (ULPs) Specific employer and union illegal practices that operate to deny employees their rights and benefits under federal and provincial labour law Union shop Provision of the collective agreement that requires employees to join the union as a condition of their employment Union steward Employee who as a nonpaid union official represents the interests of members in their relations with management
VValidity generalizationExtent to which validity coefficients can be generalized across situations Validity Degree to which a test or selection procedure measures a person's attributes Value creation What the firm adds to a product or service by virtue of making it; the amount of benefits provided by the product or service ance the costs of making it are subtracted Value-added compensation Evaluating the individual components of the compensation program to see if they advance the needs of employees and the goals of the organization Variable pay Tying pay to some measure of individual group or organizational performance Vesting A guarantee of accrued benefits to participants at retirement age regardless of their employment status at the time Virtual team A team with widely dispersed members linked together through computer and telecommunications technology
WWage and salary surveySurvey of the wages paid to employees of other employers in the surveying organization's relevant labour market Wage curve Curve in a scattergram representing the relationship between relative worth of jobs and wage rates Wage-rate compression Compression of differentials between job classes particularly the differential between hourly workers and their managers Whistleblowing Complaints to governmental agencies by employees about their employers' illegal or immoral acts or illegal practices Work permit or visa Government document granting a foreign individual the right to seek employment Work valuation A job evaluation system that seeks to measure a job's worth through its value to the organization Workers' compensation insurance Insurance provided to workers to defray the loss of income and cost of treatment resulting from work-related injuries or illness
YYield ratioPercentage of applicants from a recruitment source that make it to the next stage of the selection process
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