Chapter 10 Flashcards
human resource management (HRM)
set of organizational activities directed at attracting, developing, and maintaining an effective workplace
job analysis
systematic analysis of jobs within an organization
job descripition
description of the duties an dresponsiblities of a job, its working conditions, and the tools, materials, equipment, and informaiton used to perform it
job specification
description of the skills, abilities, and other credentials and qualifications required to do a job
replacement chart
list of each management position, who occupies it, how long that person will likely stay in the job, and who is qualified as a replacement
employee information system (skills inventory)
computerized system containing information on each empoloyee’s education, skills, work experiences, and career aspirations
recruiting
process of attracting qualified persons to apply for jobs an organization is seeking to fill
internal recruting
perocess of cinsidering present empoloyees as candidates for openings
external recruiting
process of atrtacting persons outside the organization to apply for jobs
vestibule training
off-the-job training conducted in a simulated environment
on-the-job training
training, sometimes informal, conducted while an employee is at work
off-the-job trainings
training conducted in a controlled enviornment away from the work site
perfomance appraisal
evaluation of an employee’s job performance in order to determine the degree to which the employee is performing effectively
compensation system
total package of rewards that organizations provide to individuals in return for their labor
wages
compensation in the form of money paid for time worked
salary
compensation in the form of money paid for discharging the responsibilites of a job
incentive program
special compensation program designed to motivate high performance
bonus
individual performance incentive in the form of a special payment made of over and above the employee’s salary
merit salary system
individual incentive linking compsation to performance in nonsales jobs
pay for performance (variable pay)
individual incentive that rewards a manager for especially productive output
profit-sharing plan
incentive plan for distributing bonuses to employees when cmopany profits rise above a certain level
gainsharing plan
incentive plan that rewards groups for productivity improvements
pay-for-knowledge plan
incentive plan to encourage employees to learn new skills or become proficient at differetn jobs
benefits
compensation other than wages and salaries
workers’ compensation insurance
legally required insurance for compensating workers injured on the job
cafeteria benefits plan
benefit plan that sets limits on benefits per employee, each of whom may choose from a variety of alternative benefits
equal employement opportunity
legally mandated nondiscrimination in employement on the basis of race, creed, sex, or national origin
protected class
set of individuals who by nature of one or more common characteristics is protected under the law from discrimination on the basis of that characteristic
Equal Emploment Opportunity Commission (EEOC)
federal agency enforcing several discrimination-related laws
affirmative action plan
written statement of how the organization intends to actively recruit, hire, and develop members of relevant protected classes
Occupational Safety and Health Act of 1970 (OSHA)
federal law setting and enforcing guidelines for protecting workers from unsafe condition and potential health hazards in the workplacee
sexual harassment
unwelcome sexual advances in the workplace
quid pro quo harassment
form of sexual harassment in which sexual favors are requested in return for job-related benefits
hostile work environment
form of sexual harassment deriving from off-color jokes, lewd comments, and so forth
employment at will
principle, increasingly modified by legislation and judicial decision, that organizations should be able to retain or dismiss employees at their discretion
workforce diversity
the range of workers’ attitudes, values, beliefs, and behaviors that differ by gender, race, age, ethnicity, physical ability, and other relevant characteristics
knowledge workers
employees who are of value because of the knowledge they poses
contingent worker
emoployee hired on sommething other than a full-time basis to supplement an organization’s permanent workforce
labor union
group of individuals working together to achieve shared job-related goals, such as higher pay, shorter working hours, more job security, greater benefits, or better working conditions
labor relations
process of dealing with employees who are represented by a union
collective bargaining
process by which labor and management negotiate conditions of employement and draft a labor contract for union-represented workers
cost-of-living adjustment (COLA)
labor contract clause tying future raises to changes in consumer purchasing power
wage reopener clause
clause allowing wage rates to be renegotiated during the life of a lbor contract
stike
labor action in which employees temporarily walk off the job and refuse to work
picketing
labor action in which workers publicize their grievances at the entrance to an employer’s facility
boycott
labor action in which workers refuse to buy the products of a targeted employer
work slowdown
labor action in which workers perform jobs at a slower than normal pace
lockout
management tactic whereby workers are denied access to the employer’s workplace
strikebreaker
worker hired as a permanent or temporary replacement for a striking employee
mediation
method of resolving a labor dispute in which a third party suggests, but does not impose, a settlement
arbitration
method of resolving a labor dispute in which both parties agree to submit to the judement of a neutral party
Norris-Laguardia Act
federal law (1932) limiting the ability of courts to issue injunctions prohibit certain union activities
yellow-dog contract
illegal contract clause requiring workers to begin and continue employment without a union affiliation
national labor relations act (wagner act)
federal law (1935) protecting the rights of workers to form unions, bargain collectively, and engage in strikes to achieve their goals
national laobr relations board (NLRB)
federal agency established by the national labor relations act to enforce its provisions
fair labor standards act
federal law (1938) setting minimum wage and maximum number of hours in the workweek
labor-management relations act (taft-hartley act)
federal law (1947) defining certain union practices as unfair and illegal
closed shop
workplace in which an employer may hire only workers already belonging to a union
right-to-work lawas
statutes making it illegal to require union membership as a condition of employment
union shop
workplace in which workers must join a union within a specified period after being hired
agency shop
workplace in which workers must pay union dues if they do not join
labor-management reporting and discloure act (landrum-griffin act)
federal law (1959) imposing regulations on internal union procedures, including elections of national leaders and filing of financial disclosure statements
bargaining unit
designated gorup of employees who will be represented by a union
