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Human Resource Management > Flash Cards > Flashcards

Flash Cards

1
Q

Affirmative Action

A

A detailed plan that a company makes to recruit and advance women and minorities.

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2
Q

Mediator

A

A neutral third party that helps two parties reach an agreement.

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3
Q

Expatriate

A

A person who is sent to work in a foreign country

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4
Q

KSAO

A

A person’s Knowledge, skills, abilities and other characteristics.

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5
Q

Job description

A

A listing of what a job includes such as tasks, duties and responsibilities.

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6
Q

Workweek

A

A period of 168 hours during 7 consecutive 24 hour periods.

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7
Q

Entrepreneur

A

A person who starts a business

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8
Q

Training

A

A program built primarily to assist employee development

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9
Q

Job

A

A set of related tasks or reponsibilities

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10
Q

Job instruction training

A

A step-by-step method of teaching a job

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11
Q

ADA

A

America with Disabilities Act

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12
Q

Avoiding the risk

A

Avoiding certain industries

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13
Q

Bargaining unit

A

A set of employees with similar views who negotiate as a group

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14
Q

Gainsharing plans

A

A charing of profits among employees and management based on preset forulas

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15
Q

ADEA

A

Age Discrimination in Employment Act of 1967

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16
Q

Predictive validity test

A

An applicant is tested, hired, then evaluated by their current supervisor

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17
Q

Overtime

A

Be paid at a rate of at least one and one-half times the employee’s regular rate of pay.

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18
Q

Paired comparison method

A

Comparing each employee to every other employee in a particular area

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19
Q

HR manager

A

Counsel employees, perform administrative functions and create and implement policies

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20
Q

Managing diversity

A

Creating a work environment in which women, minorities and disabled people can succeed.

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21
Q

Environmental Stress

A

Background noise

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22
Q

Job analysis

A

Categorizing exactly what skills and tasks a specific job requires.

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23
Q

COBRA

A

Comprehensive Omnibus Budget Reconciliation Act

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24
Q

Employee counsling

A

Available for employees typically offered through a medical plan

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25
Q

Personnel management

A

Deals with recruitment, selection, placement, training, compensation and working conditions.

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26
Q

EAP

A

Employee Assistance Program

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27
Q

Job rotation

A

Employees are moved from one department to another in order to understand how the business works.

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28
Q

EEOC

A

Equal Employment Opportunity Commission

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29
Q

Realistic job preview

A

Describing both benefits and negative aspects of a job for potential employees

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30
Q

ERISA

A

Employee Retirement Income Security Act of 1974

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31
Q

EEO

A

Equal Employment Opportunity

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32
Q

Peer appraisal

appraisal- 기업평가

A

Evaluations completed by other employees which are reviewed by management.

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33
Q

FMLA

A

Family and Medical Leave Act

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34
Q

Factor Comparison

A

For a few predetermined key jobs, points are allotted and wage rates for such key jobs are fixed.

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35
Q

Personnel records

A

Give all the data in the application along with education records, test scores and other factors.

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36
Q

HIPPA

A

Health Insurance Portability and Accountability Act

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37
Q

FLSA

A

Fair Labor Standards Act

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38
Q

Termination

A

Firing an employee

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39
Q

Unions

A

Formal associations of employees to represent employees in negotiations with management

40
Q

Arbitrator

A

Has the last word and has the power to completed the settlement

41
Q

Job relatedness

A

How essential job tasks are related to the job

42
Q

Job enrichment

A

Improving employee satisfaction by increasing the number of responsibilities or tasks

43
Q

Selection

A

Interviewing and hiring

44
Q

Right to know laws

A

Law which dictate that employees must be informed about potential hazards of their job.

45
Q

Personnel appraisal

A

Helps the employees to know their strengths, weaknesses, opportunities and threats

46
Q

Job design

A

Ideal traits for a position

47
Q

Job enlargement

A

Increasing the number of tasks an employee must complete

48
Q

Critical incident method

A

Keeping a record of an employee’s positive or negative behavior

49
Q

Norris-LaGuardia Act

A

Made “Yellow-dog” contract (a promise from an employee to not join a union) unenforceable.

50
Q

Labor management

A

Managing of manual workers of an organization

51
Q

Aptitude test

A

Measures a new hire’s potential

52
Q

Benchmarking

A

Measuring Success based on accepted standards

53
Q

Personnel administration

A

Level 4 need Looks into manpower resources, aims at harmonious labor, works to achieve organization goals and keeps records.

54
Q

Role Playing

A

Managers “pretend” to be in a certain role during training to help them understand both sides of a problem

55
Q

Behaviorally anchored rating scale

A

Matches rating with employee behavior

56
Q

Achievement test

A

measures what a person already knows.

57
Q

NLRB

A

Nation Labor Relations Board

58
Q

Team interview

A

One applicant meets with several company employees at one time

59
Q

Piece rate

A

Paid per piece completed instead of per hour

60
Q

Unemployment insurance

A

Provides weekly pay to employees who lost their job.

61
Q

NLRA

A

National Labor Relations Act

62
Q

OHSA

A

Occupational Safety & Health Administration

63
Q

Taft Hartley Act

A

Outlawed for unions the closed shop, jurisdictional strikes, and secondary boycotts

64
Q

Escalator clauses

A

Periodic pay raises based on market inflation

65
Q

Alternation ranking method

A

Rate employees as a group from best to worst on a particular area

66
Q

Minimizing the risk

A

Screening employees, utilizing network passwords, etc.

67
Q

Assuming the risk

A

Setting aside enough money to pay for potential losses

68
Q

Core skills

A

Skills an employee has which can be applied in many jobs

69
Q

Shifting the risk

A

Purchasing insurance policies

70
Q

Graphology

A

Scientific analysis of your handwriting

71
Q

Industrious relations

A

Seeks to bring harmonious relations between labor, management and government.

72
Q

Group interview

A

Several applicants meet with one or more company representatives

73
Q

Resource flexibility

A

The ability of employees to creatively and successfully complete various jobs.

74
Q

Human capital

A

The human resources such as educated staff, that make the company more valuable

75
Q

Outplacement

A

The process of helping an old employee find work at a new company

76
Q

Ergonomics

A

The study of designing more comfortable equipment

77
Q

Eustress

A

Stress that we can use positively for our personal growth

78
Q

Defined rights

A

The clearly stated areas of authority held by management

79
Q

Reverse discrimination

A

The practice of giving benefits only to protected or minority groups

80
Q

Board interview

A

The same as a team interview

81
Q

Employee development

A

Training

82
Q

Virtual office

A

When an employees works at a remote location as if they were in an office

83
Q

Benefits

A

The perks associated with a job

84
Q

Downsizing

A

When the company wants to reduce its employees to improve the bottom line

85
Q

Nepotism

A

The tendency to hire relatives of current employees

86
Q

Vestibule training

A

Training in an offsite facility that mimics the job environment

87
Q

Commission

A

When employees are paid rewards based on a percentage of their sales

88
Q

Incentive plan

A

When performance is directly linked to pay

89
Q

Programmed learning

A

When the employee is taught information, asked questions, and reviews the answers with the trainer

90
Q

Strike

A

When the workers do not come to work until the problem is resolved

91
Q

On the job training

A

When you learn the job by actually doing it

92
Q

WARN

A

Worker Adjustment and Retraining Notification Act

93
Q

Coaching

A

When the new employee works with the employee they are replacing

94
Q

Job sharing

A

When two or more people share the same job reponsibilities

95
Q

Pregnancy Discrimination Act

A

Women affected by pregnancy or related condition must receive equal treatment

96
Q

Telecommuting

A

Working remotely from the office or form home

Human Resource Management (2 decks)

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