Glossary Flashcards
Achievement tests
Measures of what a person knows or can do right now
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 a labour dispute by issuing a final and binding decision in an agreement
Balanced scorecard
a measurement framework that helps managers translate strategic goals into operational objectives
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
Behaviour modification
Technique that if behaviour is rewarded it will be exhibited more frequently in the future
Behavioural description interview BDI
Question about what a person did in a given situation “Tell me about a time when”
Behaviourally anchored rating scale (BARS)
a behavioural approach to performance review that consists of a series of vertical scales, one for each important dimension of job performance
Benchmarking
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
BFOQ
Bona fide occupational qualification. A justifiable discrimination based on business reasons of safety or effectiveness
Business agent
Normally a paid labor official responsible for negotiating and administering the collective agreement and working to resolve union members problems
Certification
Acquisition of exclusive rights by union to represent the employees
Closed shop
Provision of the collective agreement that requires employers to hire only union members
Co-determination
Representation of labor on the board of directors of the company
Competency based pay
pay based on how many capabilities employees have or how many jobs they can perform
Constructive dismissal
Changing an employee’s working conditions such that compensation, status or prestige is reduced. This is illegal and often has a financial agenda
Consumer price index (CPI)
Measure of the average change in prices over time in the fixed market basket of goods and services
Contractor
A person who is hired by contract to perform a specific job and is not considered part of the employee base
Contractual rights
rights that derive from contracts
cooperative training
Training program that combines practical on-the-job experience with formal education
Core competencies
A combination of knowledge skills and characteristics needed to effectively perform a role in an organization
Culture
Consistent and observable patterns of behaviors in organizations
Cumulative trauma disorders
Injuries involving tendons of the fingers hands become inflamed from repeated stresses and strains
Customer input
Performance review that, like review, is based on TQM concepts and seeks information from both external and internal customers
Cyber bullying
Bullying using communication technology and information
Defined rights
Concept that management Authority should be expressed defined and clarified in the collective agreement
Designated groups
Women visible minorities first Nations people and persons with disabilities who have been disadvantaged in employment
Development
The acquisition of skills, behaviors, and abilities to perform future work or to solve an organizational problem
Direct compensation
Employee wages and salaries, incentives, bonuses, and commissions
Disability management
Integrative approach to managing disability related benefits
Discipline
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
Diversity management
The optimization of the organizations multicultural workforce in order to reach business objectives
Downsizing
The planned elimination of jobs
Due process
Employees right to a fair process in making a decision related to employment relationship
Eldercare
Care provided to a elderly relative by any employee who remains actively at work
e-Learning
Learning that takes place is through electronic media
Employment empowerment
granting employees power to initiate change their by encouraging them to take charge of what they do`
Employee assistance program
Program to provide a short-term counseling and referrals to appropriate professionals
Employee rights
Expectation of fair treatment from employers
Employee teams
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.
Employment branding
And organizations reputation as an employer
Employment equity
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.
Equitable compensation
Compensation received is perceived to be equal in the value of the work performed
Ethics
Set of standards of conduct and moral judgments that help to determine right and wrong behavior
Globalization
Moving local or regional businesses into a global marketplace
Graphic rating scale
A trait approach to performance review whereby each employee is rated according to the skill characteristics
Grievance procedure
Formal procedure that provides for the unions representing members and nonmembers in processing a complaint
Grievance resolution
Processing which a neutral third-party assists in the resolution of employee grievance
Harassment
Any unwanted physical or what verbal conduct that offends or humiliates the individual.
Hearing officer
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
Hourly work
Work paid on an hourly basis
Human capital
The individual’s knowledge skills and abilities that have economic value to an organization
Human resource planning
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
Human resources management
A integrated set of processes, programs, and systems in an organization that focuses on the effective deployment and development of its employees
Human resources management strategies
Identifying key HR processes and linking those to the overall business strategy
Inclusion
Putting concepts of diversity into action
Industrial disease
A disease resulting from exposure relating to a particular process, trade, or occupation in industry
Indirect compensation
All other forms of rewards such as extended health and dental plans, and other, similar programs and plans
Instructional objectives
Desired outcomes of a training program
Interest arbitration
A mechanism to renew or establish a new collective agreement for parties
Interest based bargaining
Problem-solving bargaining based on a win win philosophy and the development of a positive long-term relationship
Internal job posting
Method of communicating information about job openings
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
Job
A group of related activities and duties
Job analysis
Process of obtaining information about jobs by determining the duties, tasks, or activities and the skills, knowledge, and abilities associated with the job
Job characteristics model
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
Job description
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
Job design
Process of defining and organizing tasks, roles, and other processes to achieve employee goals and organizational effectiveness
Job evaluation
Systematic processes of determining the relative worth of jobs in order to establish which jobs should be paid more than others within organization
Job incumbent
The employee hired to do a job
Job specifications
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
Labor market
Area from which applicants are recruited
Labour relations process
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
Lean
Organizational system of improvements that maximize customer value and minimize waste
Lock out
Strategies by which the employer denies employees the opportunity to work by closing its operations
Management forecasts
Opinions and judgments of supervisors or managers and others knowledgeable about the organizations future employment needs
Management rights
Decisions regarding organizational operations over which management claims exclusive rights
Manager and or a supervisor review
Performance review done by the employees supervisor
Markov analysis
Method for tracking the pattern of employee movements through various jobs
MSDS
Material safety data sheet. Documents that contain vital information about hazardous substances.
Mediation
The use of an impartial third party to help facilitate a resolution to the employment disputes
Mediator
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
Membership card
A statement signed by an employee authorizing the union as a representative of the employee for purposes of collective-bargaining
Mentors
Managers who coach, advise, and encourage less experienced employees
Negligence
Failure to provide reasonable care where such failures result in injury to consumers or other employees
Occupational illnesses
Abnormal condition or disorder resulting from exposure to environmental factors in the workplace
Occupational injury
Any cuts, fracture, sprain, or amputation resulting from a workplace accident
ombudsperson
Designated individuals from whom employees may seek council for the resolution of their complaints
On-the-job training OJ T
Method by which employees are given hands-on training with the instructions from their supervisors or other trainer
Open-door policy
Policy of settling grievances that identifies various levels of management above the immediate supervisor for employee contact
Open shop
Provision of the collective agreements that allows employees to join or not join the union
Orientation
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
Organizational culture
Collective understanding of beliefs and values that guide how employees act and behave
Outsourcing
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.
Panel (Group) interview
An interview in which a board of the interviewers questions and observes a single candidate
Pay equity
The practice of equal pay for work of equal value
Pay grade
Groups of jobs within a particular class that are paid the same rate or rate wage
pay for performance standard
Standard by which managers tie compensation to employee effort and performance
Peer review
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
Performance management system
Set of integrated management practices
piecework
Work paid according to the numbers of units produced
Position
Specific duties and responsibilities performed by only one employee
Positive, or nonpunitive, discipline
System of discipline that focuses on the early correction of employee misconduct, with the employee taking total responsibility for correcting the problem
Progressive discipline
Application of corrective measures by increasing degrees
Promotion
Change of assignment to a job at a higher level in the organization
Psychological harassment
Repeated and aggravating behavior that affects employees dignity, psychology or physical integrity of the results in a harmful working environment
Real wages
Wage increases larger than rises in the consumer price index. That is, the real earning power of wages
Reasonable accommodation
Attempts by employers to adjust the working conditions and employment practices of the employees to prevent discrimination
Recruitment
The process of locating and encouraging potential applicants to apply for jobs
Reliability
The degree to which interviews, tests, and other selection procedures yield comparable data over time and by alternative measures
Residual rights
concept that management’s authority is supreme in all matters except those it has expressly conceded to the union in the collective agreement
Reverse discrimination
Giving preference to members of certain groups such that others feel they are the subject of discrimination
Rights arbitration
A mechanism to resolve disputes about the interpretation and application of a collective agreement during the term of that collective agreement
Role
The part played by an employee within an organization and the associated expected behaviors
Selection
The process of choosing individuals who have relevant qualifications and who will best perform on-the-job to fill existing or projective job openings
Self review
Performance review done by the employee being assessed, generally on a form completed by the employee prior to the performance interview
Situational question
Question in which an applicant is given a hypothetical incident and asked how she 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
Skills inventory
Information about the education, experiences, skills, etc. of staff
staffing table
Graphical representation of organizational jobs along with a number of employees currently occupying those jobs and future employment needs
Standards of performance
Set out the expected results of the job
Statutory rights
Rights that derive from legislation
Step review system
System for reviewing employee complaints and disputes by successively higher levels of management
Stress
Any adjustive demand caused by physical, mental, or emotional factors that requires coping behavior
strike
A situation in which unionized workers refuse to perform their work during labor negotiations
Subordinate review
Performance review of a superior by any employee, which is more appropriate for developmental than for administrative purposes
Systematic discrimination
The exclusion of members of certain groups through the application of employment policies or practices based on criteria are not job-related
Talent management
Leveraging competencies to achieve higher organizational performance
Team review
Performance review, based on T Q M concepts that recognize team accomplishment rather than individual performance
Telecommuting
Conducting work activities in different locations through the use of technology
Total rewards
Everything that the employee feels is of value in the employment relationship
Trainee readiness
The consideration of the trainees maturity and experience when assessing him or her
Training
The acquisition of skills, behaviors, and abilities to perform the current work
Transfer
Placement of an individual again another job for which the duties, responsibilities, status, and renumeration are approximately equal to those of the previous job
Transfer of training
Excessive application of principles learned to what is required on the job
Trend analysis
Quantitative approaches to forecasting labor demand on an organizational index
Unfair labor practices
Specific employer and union illegal practices that operate to denying employees the rights and the benefits under labor law
Union shop
Provision of the collective agreement that requires employees to join the union as a condition of their employment
Union shop steward
Employee who, as an unpaid union official, represents the interests of members in their relations with management
Validity
How well a test for selection procedure measures a person’s attributes
Virtual team
A team with a widely dispersed members linked through a computer and telecommunications technology
Wage and salary survey
Survey of the wages paid to employees of other players in the surveying organization’s relevant labor market
Whistleblowing
Reporting on unethical behavior outside the organization
Work
Tasks or activities that need to be completed
Workplace stressor
A workplace event, process, or practice that has the potential to cause worker stress
Wrongful dismissal
Terminating an employee’s employment without just cause
