Key Terms Ch 10 Flashcards
When a seemingly neutral employment practice has a disproportionately negative effect on a protected group.
Adverse Impact
The use of a neutral third party to resolve a labor dispute.
Arbitration
A managerial performance test in which candidates participate in a variety of exercises and situations.
Assessment Center
An employee benefit program in which employees choose from a menu of options to create a benefit package tailored to their needs.
Cafeteria Benefit Program
Principle of equal pay for different jobs of equal worth.
Comparable Worth
Helping managers and professional employees learn the broad skills needed for their present and future jobs.
Development
Programs that focus on identifying and reducing hidden biases against people with differences and developing the skills needed to manage a diversified workforce.
Diversity Training
The legal concept that an employee may be terminated for any reason.
Employment-at-will
Benefit programs in which employees are given credits to spend on benefits that fit their unique needs.
Flexible Benefit Program
The knowledge, skills, and abilities of employees that have economic value.
Human Capital
Formal systems for the management of people within an organization.
Human Resources Management (HRM)
A tool for determining what is done on a given job and what should be done on that job.
Job Analysis
The system of relations between workers and management.
Labor Relations
A process in which objectives set by a subordinate and a supervisor must be reached within a given time period.
Management by Objectives (MBO)
An analysis identifying the jobs, people, and departments for which training is necessary.
Needs Assessment
Training designed to introduce new employees to the company and familiarize them with policies, procedures, culture, and the like.
Orientation Training
The process of helping people who have been dismissed from the company regain employment elsewhere.
Outplacement
Assessment of an employee’s job performance.
Performance Appraisal (PA)
The development of a pool of applicants for jobs in an organization.
Recruitment
The consistency of test scores over time and across alternative measurements.
Reliability
Legislation that allows employees to work without having to join a union.
Right-to-Work
Choosing from among qualified applicants to hire into an organization
Selection
Selection technique that involves asking all applicants the same questions and comparing their responses to a standardized set of answers.
Structured Interview
Process of using multiple sources of appraisal to gain a comprehensive perspective on one’s performance.
360-Degree Appraisal
Training that provides employees with the skills and perspectives they need to collaborate with others.
Team Training
A discussion between a manager and an employee about the employee’s dismissal.
Termination Interview
Teaching lower-level employees how to perform their present jobs.
Training
An organization with a union and a union security clause specifying that workers must join the union after a set period of time.
Union Shop
The degree to which a selection test predicts or correlates with job performance.
Validity
