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Human Resource Management > Glossary > Flashcards

Glossary Flashcards

1
Q

Achievement tests

A

Measures of what a person knows or can do right now

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2
Q

Alternative dispute resolution (ADR)

A

Term applied to different types of employee complaint or dispute resolution procedures

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3
Q

Apprenticeship training

A

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

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4
Q

Aptitude tests

A

Measures of a person’s capacity to learn or acquire skills

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5
Q

Arbitration award

A

Final and binding award issued by an arbitrator in a labour-management dispute

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6
Q

Arbitrator

A

third party neutral who resolves a labour dispute by issuing a final and binding decision in an agreement

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7
Q

Balanced scorecard

A

a measurement framework that helps managers translate strategic goals into operational objectives

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8
Q

Bargaining unit

A

Group of two or more employees who share common employment interests and conditions and may reasonably be grouped together for purposes of collective bargaining

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9
Q

Behaviour modification

A

Technique that if behaviour is rewarded it will be exhibited more frequently in the future

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10
Q

Behavioural description interview BDI

A

Question about what a person did in a given situation “Tell me about a time when”

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11
Q

Behaviourally anchored rating scale (BARS)

A

a behavioural approach to performance review that consists of a series of vertical scales, one for each important dimension of job performance

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12
Q

Benchmarking

A

Finding the best practices in other organizations that can be brought into a company to enhance performance; process of measuring one’s own services and practises against the recognized leaders in order to identify areas for improvement

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13
Q

BFOQ

A

Bona fide occupational qualification. A justifiable discrimination based on business reasons of safety or effectiveness

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14
Q

Business agent

A

Normally a paid labor official responsible for negotiating and administering the collective agreement and working to resolve union members problems

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15
Q

Certification

A

Acquisition of exclusive rights by union to represent the employees

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16
Q

Closed shop

A

Provision of the collective agreement that requires employers to hire only union members

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17
Q

Co-determination

A

Representation of labor on the board of directors of the company

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18
Q

Competency based pay

A

pay based on how many capabilities employees have or how many jobs they can perform

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19
Q

Constructive dismissal

A

Changing an employee’s working conditions such that compensation, status or prestige is reduced. This is illegal and often has a financial agenda

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20
Q

Consumer price index (CPI)

A

Measure of the average change in prices over time in the fixed market basket of goods and services

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21
Q

Contractor

A

A person who is hired by contract to perform a specific job and is not considered part of the employee base

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22
Q

Contractual rights

A

rights that derive from contracts

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23
Q

cooperative training

A

Training program that combines practical on-the-job experience with formal education

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24
Q

Core competencies

A

A combination of knowledge skills and characteristics needed to effectively perform a role in an organization

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25
Q

Culture

A

Consistent and observable patterns of behaviors in organizations

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26
Q

Cumulative trauma disorders

A

Injuries involving tendons of the fingers hands become inflamed from repeated stresses and strains

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27
Q

Customer input

A

Performance review that, like review, is based on TQM concepts and seeks information from both external and internal customers

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28
Q

Cyber bullying

A

Bullying using communication technology and information

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29
Q

Defined rights

A

Concept that management Authority should be expressed defined and clarified in the collective agreement

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30
Q

Designated groups

A

Women visible minorities first Nations people and persons with disabilities who have been disadvantaged in employment

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31
Q

Development

A

The acquisition of skills, behaviors, and abilities to perform future work or to solve an organizational problem

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32
Q

Direct compensation

A

Employee wages and salaries, incentives, bonuses, and commissions

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33
Q

Disability management

A

Integrative approach to managing disability related benefits

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34
Q

Discipline

A

Treatment that punishes; development of orderly behavior in an organizational setting; or training data molds and strengthens desirable conduct or correct undesirable conduct and develop self control

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35
Q

Diversity management

A

The optimization of the organizations multicultural workforce in order to reach business objectives

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36
Q

Downsizing

A

The planned elimination of jobs

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37
Q

Due process

A

Employees right to a fair process in making a decision related to employment relationship

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38
Q

Eldercare

A

Care provided to a elderly relative by any employee who remains actively at work

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39
Q

e-Learning

A

Learning that takes place is through electronic media

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40
Q

Employment empowerment

A

granting employees power to initiate change their by encouraging them to take charge of what they do`

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41
Q

Employee assistance program

A

Program to provide a short-term counseling and referrals to appropriate professionals

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42
Q

Employee rights

A

Expectation of fair treatment from employers

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43
Q

Employee teams

A

Any employee contributions technique in which work functions are structured for groups rather than free individuals, and the team members are given discretion in matters traditionally considered management prerogatives, such as process improvements, products or service development, and individual work assignments.

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44
Q

Employment branding

A

And organizations reputation as an employer

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45
Q

Employment equity

A

A distinct Canadian process for achieving equality in all aspects of employment. Employment of individuals in a fair and unbiased manner. Legislation focuses on certain groups that have been historically disadvantaged in the past.

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46
Q

Equitable compensation

A

Compensation received is perceived to be equal in the value of the work performed

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47
Q

Ethics

A

Set of standards of conduct and moral judgments that help to determine right and wrong behavior

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48
Q

Globalization

A

Moving local or regional businesses into a global marketplace

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49
Q

Graphic rating scale

A

A trait approach to performance review whereby each employee is rated according to the skill characteristics

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50
Q

Grievance procedure

A

Formal procedure that provides for the unions representing members and nonmembers in processing a complaint

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51
Q

Grievance resolution

A

Processing which a neutral third-party assists in the resolution of employee grievance

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52
Q

Harassment

A

Any unwanted physical or what verbal conduct that offends or humiliates the individual.

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53
Q

Hearing officer

A

A person who holds a full-time position with an organization but assumes a neutral role when deciding cases between management and the aggrieved employees

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54
Q

Hourly work

A

Work paid on an hourly basis

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55
Q

Human capital

A

The individual’s knowledge skills and abilities that have economic value to an organization

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56
Q

Human resource planning

A

Process that the people required to run the company are being used as efficiently and effectively as possible, where and when they are needed, in order to accomplish the organization’s goals

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57
Q

Human resources management

A

A integrated set of processes, programs, and systems in an organization that focuses on the effective deployment and development of its employees

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58
Q

Human resources management strategies

A

Identifying key HR processes and linking those to the overall business strategy

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59
Q

Inclusion

A

Putting concepts of diversity into action

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60
Q

Industrial disease

A

A disease resulting from exposure relating to a particular process, trade, or occupation in industry

61
Q

Indirect compensation

A

All other forms of rewards such as extended health and dental plans, and other, similar programs and plans

62
Q

Instructional objectives

A

Desired outcomes of a training program

63
Q

Interest arbitration

A

A mechanism to renew or establish a new collective agreement for parties

64
Q

Interest based bargaining

A

Problem-solving bargaining based on a win win philosophy and the development of a positive long-term relationship

65
Q

Internal job posting

A

Method of communicating information about job openings

66
Q

Internship programs

A

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

67
Q

Job

A

A group of related activities and duties

68
Q

Job analysis

A

Process of obtaining information about jobs by determining the duties, tasks, or activities and the skills, knowledge, and abilities associated with the job

69
Q

Job characteristics model

A

And approach to job design that recognizes the link between motivational factors and components of the job to achieve improved work performance and job satisfaction

70
Q

Job description

A

A document that lists the tasks, duties, and responsibilities of the job to be performed along with the skills, knowledge, and abilities or competencies needed to successfully perform the work

71
Q

Job design

A

Process of defining and organizing tasks, roles, and other processes to achieve employee goals and organizational effectiveness

72
Q

Job evaluation

A

Systematic processes of determining the relative worth of jobs in order to establish which jobs should be paid more than others within organization

73
Q

Job incumbent

A

The employee hired to do a job

74
Q

Job specifications

A

Statements of the needed knowledge, skills, and abilities of the person who is to perform the position. The different duties and responsibilities performed by only one employee

75
Q

Labor market

A

Area from which applicants are recruited

76
Q

Labour relations process

A

Logical sequence of four events. Workers desire collective representation, the union begins its organizing campaign, collective negotiations lead to a contract, and the contract is administered

77
Q

Lean

A

Organizational system of improvements that maximize customer value and minimize waste

78
Q

Lock out

A

Strategies by which the employer denies employees the opportunity to work by closing its operations

79
Q

Management forecasts

A

Opinions and judgments of supervisors or managers and others knowledgeable about the organizations future employment needs

80
Q

Management rights

A

Decisions regarding organizational operations over which management claims exclusive rights

81
Q

Manager and or a supervisor review

A

Performance review done by the employees supervisor

82
Q

Markov analysis

A

Method for tracking the pattern of employee movements through various jobs

83
Q

MSDS

A

Material safety data sheet. Documents that contain vital information about hazardous substances.

84
Q

Mediation

A

The use of an impartial third party to help facilitate a resolution to the employment disputes

85
Q

Mediator

A

Third party in the labor 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

86
Q

Membership card

A

A statement signed by an employee authorizing the union as a representative of the employee for purposes of collective-bargaining

87
Q

Mentors

A

Managers who coach, advise, and encourage less experienced employees

88
Q

Negligence

A

Failure to provide reasonable care where such failures result in injury to consumers or other employees

89
Q

Occupational illnesses

A

Abnormal condition or disorder resulting from exposure to environmental factors in the workplace

90
Q

Occupational injury

A

Any cuts, fracture, sprain, or amputation resulting from a workplace accident

91
Q

ombudsperson

A

Designated individuals from whom employees may seek council for the resolution of their complaints

92
Q

On-the-job training OJ T

A

Method by which employees are given hands-on training with the instructions from their supervisors or other trainer

93
Q

Open-door policy

A

Policy of settling grievances that identifies various levels of management above the immediate supervisor for employee contact

94
Q

Open shop

A

Provision of the collective agreements that allows employees to join or not join the union

95
Q

Orientation

A

Formal process of familiarizing new employees with the organization, their jobs, and their work units. Critical to socialization which embeds of organizational values, beliefs, and accepted behavior

96
Q

Organizational culture

A

Collective understanding of beliefs and values that guide how employees act and behave

97
Q

Outsourcing

A

Contracting outside the organization for work formally done by internal employees for small business owner save money, time, and resources by outsourcing tasks such as accounting and payroll.

98
Q

Panel (Group) interview

A

An interview in which a board of the interviewers questions and observes a single candidate

99
Q

Pay equity

A

The practice of equal pay for work of equal value

100
Q

Pay grade

A

Groups of jobs within a particular class that are paid the same rate or rate wage

101
Q

pay for performance standard

A

Standard by which managers tie compensation to employee effort and performance

102
Q

Peer review

A

Performance reviews done by one’s fellow employees, generally on forms compiled into a single profile for use in the performance interview conducted by the employee’s manager

103
Q

Performance management system

A

Set of integrated management practices

104
Q

piecework

A

Work paid according to the numbers of units produced

105
Q

Position

A

Specific duties and responsibilities performed by only one employee

106
Q

Positive, or nonpunitive, discipline

A

System of discipline that focuses on the early correction of employee misconduct, with the employee taking total responsibility for correcting the problem

107
Q

Progressive discipline

A

Application of corrective measures by increasing degrees

108
Q

Promotion

A

Change of assignment to a job at a higher level in the organization

109
Q

Psychological harassment

A

Repeated and aggravating behavior that affects employees dignity, psychology or physical integrity of the results in a harmful working environment

110
Q

Real wages

A

Wage increases larger than rises in the consumer price index. That is, the real earning power of wages

111
Q

Reasonable accommodation

A

Attempts by employers to adjust the working conditions and employment practices of the employees to prevent discrimination

112
Q

Recruitment

A

The process of locating and encouraging potential applicants to apply for jobs

113
Q

Reliability

A

The degree to which interviews, tests, and other selection procedures yield comparable data over time and by alternative measures

114
Q

Residual rights

A

concept that management’s authority is supreme in all matters except those it has expressly conceded to the union in the collective agreement

115
Q

Reverse discrimination

A

Giving preference to members of certain groups such that others feel they are the subject of discrimination

116
Q

Rights arbitration

A

A mechanism to resolve disputes about the interpretation and application of a collective agreement during the term of that collective agreement

117
Q

Role

A

The part played by an employee within an organization and the associated expected behaviors

118
Q

Selection

A

The process of choosing individuals who have relevant qualifications and who will best perform on-the-job to fill existing or projective job openings

119
Q

Self review

A

Performance review done by the employee being assessed, generally on a form completed by the employee prior to the performance interview

120
Q

Situational question

A

Question in which an applicant is given a hypothetical incident and asked how she or she would respond to it

121
Q

Six Sigma

A

A process used to translate customer needs into a set of optimal tasks that are performed in concert with one another

122
Q

Skills inventory

A

Information about the education, experiences, skills, etc. of staff

123
Q

staffing table

A

Graphical representation of organizational jobs along with a number of employees currently occupying those jobs and future employment needs

124
Q

Standards of performance

A

Set out the expected results of the job

125
Q

Statutory rights

A

Rights that derive from legislation

126
Q

Step review system

A

System for reviewing employee complaints and disputes by successively higher levels of management

127
Q

Stress

A

Any adjustive demand caused by physical, mental, or emotional factors that requires coping behavior

128
Q

strike

A

A situation in which unionized workers refuse to perform their work during labor negotiations

129
Q

Subordinate review

A

Performance review of a superior by any employee, which is more appropriate for developmental than for administrative purposes

130
Q

Systematic discrimination

A

The exclusion of members of certain groups through the application of employment policies or practices based on criteria are not job-related

131
Q

Talent management

A

Leveraging competencies to achieve higher organizational performance

132
Q

Team review

A

Performance review, based on T Q M concepts that recognize team accomplishment rather than individual performance

133
Q

Telecommuting

A

Conducting work activities in different locations through the use of technology

134
Q

Total rewards

A

Everything that the employee feels is of value in the employment relationship

135
Q

Trainee readiness

A

The consideration of the trainees maturity and experience when assessing him or her

136
Q

Training

A

The acquisition of skills, behaviors, and abilities to perform the current work

137
Q

Transfer

A

Placement of an individual again another job for which the duties, responsibilities, status, and renumeration are approximately equal to those of the previous job

138
Q

Transfer of training

A

Excessive application of principles learned to what is required on the job

139
Q

Trend analysis

A

Quantitative approaches to forecasting labor demand on an organizational index

140
Q

Unfair labor practices

A

Specific employer and union illegal practices that operate to denying employees the rights and the benefits under labor law

141
Q

Union shop

A

Provision of the collective agreement that requires employees to join the union as a condition of their employment

142
Q

Union shop steward

A

Employee who, as an unpaid union official, represents the interests of members in their relations with management

143
Q

Validity

A

How well a test for selection procedure measures a person’s attributes

144
Q

Virtual team

A

A team with a widely dispersed members linked through a computer and telecommunications technology

145
Q

Wage and salary survey

A

Survey of the wages paid to employees of other players in the surveying organization’s relevant labor market

146
Q

Whistleblowing

A

Reporting on unethical behavior outside the organization

147
Q

Work

A

Tasks or activities that need to be completed

148
Q

Workplace stressor

A

A workplace event, process, or practice that has the potential to cause worker stress

149
Q

Wrongful dismissal

A

Terminating an employee’s employment without just cause

Human Resource Management (1 decks)

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