Chapter 11 Flashcards
glass ceiling
an invisible barrier attributable to subtle discrimination that keeps women and minorities out of the top positions of business
human resources (HR) management
The specialized function of planning how to obtain employees, oversee their training, evaluate them, and compensate them
employee experience
What the entire journey of being an employee in the organization is like, both day to day and over the long term
diversity
All the characteristics and experiences that define people as individuals
sexism
Discrimination on the basis of gender
job specification
A statement describing the kind of person who would be best for a given job—including the skills, education, and previous experience that the job requires
diversity, equity, and inclusion (DEI) initiatives
Programs and policies that help companies support diverse workforces and markets
job description
A statement of the tasks involved in a given job and the conditions under which the holder of a job will work
turnover rate
The percentage of the workforce that leaves every year
employee retention
Efforts to keep current employees
succession planning
Workforce planning efforts that identify possible replacements for specific employees, usually senior executives
recruiting
The process of attracting appropriate applicants for an organization’s job
termination
The process of getting rid of an employee through layoff or firing
layoffs
Termination of employees for economic or business reasons
employee performance management
A continuous and interactive process in which employees receive regular feedback on their performance and managers can adjust goals, provide coaching to improve behavior, and offer recognition for good performance
new-employee orientation
Sessions or procedures for acclimating new employees to the organization.
onboarding
Programs to help new employees get comfortable and productive in their assigned roles
compensation
Money and benefits paid to employees for their work.
salary
fixed cash compensation for work, usually by a yearly amount; independent of the number of hours worked
wages
Cash payment based on the number of hours an employee has worked or the number of units an employee has produced
commissions
Employee compensation based on a percentage of sales made
profit sharing
The distribution of a portion of the company’s profits to employees
employee benefits
Compensation other than wages, salaries, and incentive programs
retirement plans
Company-sponsored programs for providing retirees with income
pension plans
Generally refers to traditional, defined-benefit retirement plans
401(k) plan
A defined-contribution retirement plan in which employers often match the amount employees invest
employee stock-ownership plan (ESOP)
A program that enables employees to become partial owners of a company
stock options
A contract that allows the holder to purchase or sell a certain number of shares of a particular stock at a given price by a certain date
employee assistance program (EAP)
A company-sponsored counseling or referral plan for employees with personal concerns.
labor relations
The relationship between organized labor and management (in its role as the representative of company ownership)
labor unions
Organizations that represent employees in negotiations with management
organizing drive
A campaign in which a union seeks the legal authority to represent a specific group of workers known as a bargaining unit
collective bargaining agreement (CBA)
Agreement outlining the terms that a union and a company have agreed to through the process of collective bargaining
workforce analytics
The application of big data, analytics, and AI to workforce management
Four challenges that HR department faces
Aligning the workforce with changing job requirements; safe and healthy workplaces; ensuring fair treatment; and creating a sustainable employee experience
Role of HR
from tactical administrative and compliance function to a strategic function
Six dimensions of workforce diversity
age; gender and sexual orientation; race and ethnicity; religion; physical emotional and cognitive traits; and education, economics and life experience
three phases of managing the employment life cycle
hiring; retirement; and termination
