Vocabulary Flashcards
1
Q
Accounts payable
A
Money an organization owes its vendors and suppliers.
2
Q
Accounts receivable
A
Money an organization’s customers owe the organization.
3
Q
ADDIE model
A
Five-step instructional design process that governs the development of learning programs:
A: Analysis of needs
D: Design
D: Development
I: Implementation
E: Evaluation
4
Q
Adverse impact
A
Type of discrimination that results when a neutral policy has a discriminatory effect; also known as disparate impact.
5
Q
Affinity diagramming
A
Data sorting technique in which a group categorizes and subcategorizes data until relationships are clearly drawn.
6
Q
Alternative dispute resolution (ADR)
A
Umbrella term used to describe a number of problem-solving and grievance resolution approaches.
7
Q
Amendment
A
Modification of the U.S. Constitution or a U.S. law.
8
Q
Andragogy
A
Study of how adults learn.
9
Q
Applicant tracking software (ATS)
A
Software that provides an automated way for organizations to manage the recruiting process.
10
Q
Apprenticeship
A
Related to technical skills training; often a partnership between employers and unions.
11
Q
Arbitration
A
Procedure in which disputes are submitted to one or more impartial persons for final determination.
12
Q
Assessment centers
A
Assessment tools that provide candidates a wide range of leadership situations and problem-solving exercises.
13
Q
Assets
A
Financial, physical, and sometimes intangible properties an organization owns.
14
Q
Assignees
A
Employees who work outside their home countries.
15
Q
Auditory learners
A
People who learn best by relying on their sense of hearing.
16
Q
Balance sheet
A
Statement that reports the financial position of the organization at a specific point in time; shows assets, liabilities, and shareholder equity.
17
Q
Balanced scorecard
A
Measurement approach that provides an overall picture of an organization’s performance as measured against goals in finance, customers, internal business processes, and learning and growth.
18
Q
Behavioral interview
A
Type of interview that focuses on how applicants previously handled real situations.
19
Q
Benchmarking
A
Process that compares performance levels and/or processes of one entity with those of another to identify performance gaps and set goals aimed at improving performance.
20
Q
Benefits
A
Payments or services provided to employees to cover issues such as retirement, health care, sick pay/disability schemes, life insurance, and paid time off.
21
Q
Bias (Measurement Bias)
A
Appraiser’s values, beliefs, or prejudices distort performance ratings.
22
Q
Big data
A
High-volume, high-velocity, and high-variety information assets that require innovative forms of information processing for enhanced insight and decision making.
23
Q
Bill
A
A proposal presented to a legislative body for possible enactment as a statute.
24
Q
Blended learning
A
Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.
25
Blogs
Broadcast-style communications that enable authors to publish articles, opinions, product or service reviews, etc., on a web page.
26
Blue ocean strategies
Strategies that generate competitive advantage by creating a new marketplace arena in which there are no other competitors.
27
Bona fide occupational qualification (BFOQ)
Situation in which religion, sex, or national origin is reasonably necessary to carrying out a particular job function in the normal operations of an organization.
28
Brain drain
Exit of educated and skilled citizens from emerging and developing countries for better-paying jobs in developed countries.
29
Bring your own device (BYOD)
Policy of permitting employees to bring their own computing devices to the workplace and to use those devices for connectivity on the organization's secure network.
30
Broadbanding
Combining several salary grades or job classifications with narrow pay ranges into one band with a wider salary spread.
31
Burlington Industries, Inc. v. Ellerth
U.S. court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.
32
Business case
Presentation to management that establishes that a specific problem exists and argues that the proposed solution is the best way to solve the problem in terms of time, cost efficiency, and probability of success.
33
Business intelligence
Ability to gather and analyze data from inside and outside the organization so that information is available for decision makers.
34
Business Life Cycles
Introduction
Growth
Maturity
Decline
35
Business-to-business (B2B)
B2B ecommerce is any activity or program conducted between businesses through the use of a computer network connection instead of an intermediary.
36
Career development
Process by which employees progress through a series of stages in their careers, each of which is characterized by relatively unique issues, themes, and tasks.
37
Career management
Preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals and needs of the organization.
38
Career planning
Actions and activities that individuals perform in order to give direction to their work lives.
39
Cash flow statement
Statement that shows incoming and outgoing cash in the areas of operations, investments, and financing and remaining cash reserves; reflects an organization's ability to meet its current and short-term obligations.
40
Categories of HR Metrics
Activity-based: focus on quality control; danger of misaligning resources (e.g. time wasted)
Outcomes-based: focus on HR change; danger of "ends justifiy the means" appraoch.
Performance management loop: 1. Start with standard activity-based (valid and reliable), 2. Add outcomes-based (unique to organization or BU), 3. Refine or focus activity-based, 4. Align further with organization's strategic goals.
41
Center of excellence (COE)
HR structural alternative established as an independent department that provides services within a focused area to internal clients.
42
Central tendency error (Measurement Bias)
Appraiser rates all employees within a narrow range, regardless of differences in actual performance.
43
Chain of command
Line of authority within an organization.
44
Civil law
Legal system based on written codes (laws, rules, or regulations).
45
Civil Rights Act of 1964
First comprehensive U.S. law making it unlawful to discriminate on the basis of race, color, religion, sex, or national origin.
46
Cloud computing
Style of computing in which scalable IT-enabled capabilities are delivered as a service using Internet technologies.
47
Co-employment
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as joint employment.
48
Code of conduct
Principles of conduct within an organization that guide decision making and behavior; also known as code of ethics.
49
Codetermination
Form of corporate governance that requires a typical management board and a supervisory board and that allows management and employees to participate in strategic decision making.
50
Collective bargaining
Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time.
51
Collective bargaining agreement
Agreement or contract negotiated through collective bargaining process.
52
Common law
Legal system in which each case is considered in terms of how it relates to legal decisions that have already been made; evolves through judicial decisions over time.
53
Compa-ratio
Pay rate divided by the midpoint of the pay range.
54
Comparable worth
Concept that states that jobs requiring comparable skills, effort, responsibility, and working conditions filled primarily by women should have the same job classification and salary as similar jobs filled by men.
55
Compensation
All financial returns (beyond any benefits payments or services), including salary and allowances.
56
Competencies
Clusters of highly interrelated attributes, including knowledge, skills, or abilities (KSA) that give rise to the behaviors needed to perform a given job effectively.
57
Competency-based interview
Type of interview in which the interviewer asks questions related to competencies for the position and asks candidates to provide examples of times they demonstrated the competencies.
58
Compliance
Being in accordance with all national, federal, regional, or local laws, regulations, and government authority requirements for all the nations in which an organization operates.
59
Compliance program
System for ensuring that policies and procedures addressing issues identified in the code of conduct are presented to and understood and acted on by everyone in the organization and for evaluating the results of those efforts.
60
Conciliation
Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision; also known as mediation.
61
Conflict of interest
Situation in which a person or organization has the potential to be influenced by opposing sets of incentives.
62
Construct Validity (Performance Management)
Measurement captures **performance** accurately.
63
Constructive discipline
Form of corrective discipline that implements increasingly severe penalties for employees; also called progressive discipline.
64
Content Validity (Performance Management)
Measurement assesses behaviors that **represent a job's responsibilities.**
65
Contingency plan
Protocol that an organization implements when an identified risk event.
66
Contrast error (Measurement Bias)
Employee's rating is based on how his or her performance compares to that of another employee rather than objective standards.
67
Corporate social responsibility (CSR)
Recognition of the impact a corporation has on the lives of its stakeholders and the environment; can include corporate governance, corporate philanthropy, sustainability, and employee rights and workplace safety.
68
Cosourcing
Situation in which an enterprise outsources only one part of a function, often collocating it at the organization's workplace.
69
Cost-benefit analysis
Ratio of value created to cost of creating that value; allows management to determine the financial impact particular activities and programs have on an organization's profitability.
70
Cost-of-living adjustment (COLA)
Pay adjustment given to eligible employees regardless of performance or organizational profitability; usually linked to inflation.
71
Criterion / Predictive Validity (Performance Management)
Degree to which measurement assesses behaviors that are agreed to be good indicators of success in a position
72
Critical path
Describes the shortest amount of time required to complete a project, taking into account all project task relationships.
73
Cultural noise
Type of measurement bias in which analyst fails to recognize that individual is responding with answers the analyst wants to hear and that analyst's culture/values are determining what he or she hears.
74
Cultural relativism
Concept that argues that ethical behavior is determined by local culture, laws, and business practices.
75
Culture
Set of beliefs, attitudes, values, and behaviors shared by members of a group and passed down from one generation to the next.
76
Dashboards
Reporting mechanisms that aggregate and display metrics and key performance indicators.
77
Database
Data structure that stores organized information (numeric information as well as sound clips, pictures, and videos).
78
Database management system (DBMS)
Variety of software applications that electronically manage stored data.
79
Dedicated HR
HR structural alternative that allows businesses with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs.
80
Delphi technique
**Forecasting technique** that **progressively collects** information from a group of experts **without ever physically assembling** the contributors.
The experts answer questionnaires in two or more rounds. After each round, a facilitator provides an anonymous summary of the experts’ forecasts with rationales. Experts are encouraged to revise their earlier answers. Process is stopped at a predefined stage (e.g. number of rounds, achievement of consensus, stability of results) and the mean or median scores of the final rounds determine the results.
81
Departmentalization
Way an organi?zation groups jobs to coordinate work.
82
Developmental activities
Activities that focus on preparing employees for future responsibilities while increasing their capacity to perform their current jobs.
83
Differential pay
Pay rates that are affected by where or when an employee works.
84
Dilemma reconciliation
Process of charting a course through cultural differences.
85
Disability
Physical or mental impairment that substantially limits major life activities.
86
Disparate impact
Type of discrimination that results when a neutral policy has a discriminatory effect; also known as adverse impact.
87
Disparate treatment
Type of discrimination that occurs when an applicant or employee is treated differently because of his or her membership in a protected class.
88
Distance learning
Process of delivering educational or instructional programs to locations away from a classroom or site.
89
Diversity
Differences in characteristics of people; can involve personality, work style, race, age, ethnicity, gender, religion, education, functional level at work, etc.
90
Diversity council
Task force created to define a diversity and inclusion initiative and guide the development and implementation process.
91
Diversity dimensions
Framework for understanding the range and complexity of diversity; includes four layers (personality, internal dimensions, external dimensions, and organizational dimensions); also known as identity group.
92
Diversity of thought
Concept describing the presence of different types of cognitive processes in a workplace; opposed to "groupthink," or similarity of thought processes and opinions.
93
Divestiture
Sale by a company of an asset that is not performing well, that is not core to the company's business, or that is worth more as a separate entity.
94
Domestic partners
Unmarried couples, of the same or opposite sex, who live together and seek economic and noneconomic benefits comparable to those granted to their married counterparts.
95
Dual career ladders
Career development programs that identify meaningful career paths for professional and technical people outside traditional management roles.
96
Due diligence
Necessary level of care and attention that is taken to investigate an action before it is taken.
97
Due process
Concept that laws are enforced only through accepted, codified procedures.
98
Duty of care
Principle that organizations should take all steps that are reasonably possible to ensure the health, safety, and well-being of employees and protect them from foreseeable injury.
99
E-learning
Delivery of training and educational materials, processes, and programs via the use of electronic media.
100
E-procurement
Use of electronic communications and transaction processing when buying (or contracting for/tendering) supplies and services.
101
Employer social media presence policies
Policies should include: who may post, guidelines for posters, authorship and disclaimers, guidelines for handling comments.
102
Electronic Signature in Global and National Commerce Act of 2000 (ESIGN)
Facilitates the legal use of electronic signatures, or e-signatures, in the US. In general, this act enables organizations to legally use e-signatures on electronic documents including applications, contracts, and verification procedures.
103
Emotional intelligence (EI)
Quality of being sensitive to and understanding of one's own and others' emotions and the ability to manage one's own emotions and impulses.
104
Employee engagement
Employees' commitment to an organization; willingness to put in effort that promotes the effective functioning of the organization.
105
Employee life cycle (ELC)
Activities associated with an employee's tenure in an organization.
106
Employee resource group (ERG)
Voluntary group for employees who share a particular diversity dimension (race, religion, ethnicity, sexual orientation, etc.); also known as affinity group or network group.
107
Employee Self-Service (ESS)
Allows employees to handle many job-related HR tasks using technology.
108
Employee surveys
Instruments used to collect and assess employee perceptions about the work environment.
109
Employees
Individuals who exchange work for wages or salary; in the U.S., workers who are covered by Fair Labor Standards Act regulations as determined by the IRS.
110
Employer rights under the law
1. Direct the work of employees
2. Protect the organization's rights
3. Benefit from work performed by employees through intellectual property.
111
Employment at-will
Principle of employ?ment in the U.S. that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and employees have the right to quit a job at any time.
112
Employment branding
Process of positioning an organization as an "employer of choice" in the labor market.
113
Employment practices liability insurance (EPLI)
Type of liability insurance covering an organization against claims by employees, former employees, and employment candidates alleging that their legal rights in the employment relationship have been violated.
114
Encryption
Conversion of data into a format that protects or hides its natural presentation or intended meaning.
115
Encryption
The conversion of data into a format that protects or hides its natural presentation or intended meaning.
116
Enterprise resource planning (ERP)
Business management software, usually a suite of integrated applications, that a company can use to collect, store, manage and interpret data from many business activities.
117
Enterprise Resource Planning (ERP)
Integrated information system that serves all departments in an organization:
FInance Resource Management (FRM), Supply Chain Management (SCM), Human Resources Management (HRM), Customer Relationship Management (CRM), Manufacturing Resource Planning (MRP)
118
Environmental scanning
Process that involves a systematic survey and interpretation of relevant data to identify external opportunities and threats and to assess how these factors affect the organization currently and how they are likely to affect the organization in the future.
119
Equity
Amount of owners' or shareholders' portion of a business.
120
Errors in Performance Appraisal
Halo/horn effect
Recency
Primacy
Bias
Strictness
Leniency
Central tendency
Contrast
121
Essential functions
Primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation.
122
Ethical universalism
Concept that argues that there are fundamental ethical principles that apply across cultures.
123
Ethics
Set of behavioral guidelines by which all directors, managers, and employees of an organization are expected to behave to ensure appropriate moral and ethical business standards, typically beyond the letter of the law.
124
Exempt employees
Employees who are excluded from U.S. Fair Labor Standards Act minimum wage and overtime pay requirements.
125
External equity
Situation in which an organization's compensation levels and benefits are similar to those of other organizations that are in the same labor market and compete for the same employees.
126
Extraterritoriality
Extension of the power of a country's laws over its citizens outside that country's sovereign national boundaries.
127
Factors in selecting and integrating technology
Flexibility, scalability, security, usability, extensibility.
128
Faragher v. City of Boca Raton
U.S. court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.
129
First-impression error
Type of measurement bias in which investigator makes snap judgments and lets first impression (either positive or negative) cloud subsequent evaluation.
130
Flat-rate pay
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as single-rate pay.
131
Focus group
Small group (normally six to twelve) invited to actively participate in a structured discussion with a facilitator.
132
Force-field analysis
May be used to process issues raised in a brainstorming session.
Factors that could influence an outcome in either a negative or positive manner are listed and assigned weights to indicate their relative strengths. Based on this analysis, the group can decide to pursue opportunities with scores showing favorability for change, avoid changes that face very strong resistance, or decide how to allocate resources to mitigate negative risks and enhance opportunities.
133
Formalization
Refers to the extent to which rules, policies, and procedures govern the behavior of employees in an organization.
134
Front-back structure
Organizational structure that divides an organization into "front" functions, which focus on customers or market groups, and "back" functions, which design and develop products and services.
135
Functional HR
HR structural alternative in which headquarters HR specialists craft policies and HR generalists located within divisions or other locales implement the policies, adapt them as needed, and interact with employees.
136
Functional structure
Organizational structure in which departments are defined by the services they contribute to the organization's overall mission, such as marketing and sales, operations, and HR.
137
Gamification
Selective use of game design and game mechanics to drive employee engagement in non-gaming business scenarios.
138
Gantt Chart
A type of bar chart, devised by Henry Gantt in the 1910s, that illustrates a project schedule. Gantt charts illustrate the start and finish dates of the terminal elements and summary elements of a project.
139
Gender
Refers to the socially constructed system that associates masculinity or femininity to certain roles, behaviors, activities, and attributes.
140
Gender identity
Refers to one's internal, personal sense of being a man or a woman (or boy or girl), which may or may not be the same as one's sexual assignment at birth.
141
General Duty Clause
Statement in U.S. Occupational Safety and Health Act that requires employers subject to OSHA to provide employees with a safe and healthy work environment.
142
General pay increase
Pay increase given to employees based on local competitive market requirements; awarded regardless of employee performance.
143
Geographic structure
Organizational structure in which geographic regions define the organizational chart.
144
Global integration (GI) strategy
Globalization strategy that emphasizes consistency of approach, standardization of processes, and a common corporate culture across global operations.
145
Global mindset
Ability to take an international, multidimensional perspective that is inclusive of other cultures, perspectives, and views.
146
Global remittances
Monies sent back home by migrants working in foreign countries.
147
Globalization
Growing interconnectedness and interdependency of countries, people, and companies.
148
Glocalization
Characteristic of an organization with a strong global image but an equally strong local identity.
149
Governance
System of rules and processes an organization puts in place to ensure its compliance with local and international laws, accounting rules, ethical norms, and its own codes of conduct.
150
Green-circle rates
Situations in which an employee's pay is below the minimum of the range.
151
Grievance procedure
Orderly way to resolve differences of opinion in regard to a union contract.
152
Griggs v. Duke Power
U.S. case that recognized adverse impact discrimination.
153
Gross profit margin
Ratio of gross profit to net sales.
154
Groupware
Umbrella term for specialized collaborative software applications.
155
Guidelines for Choosing HR Metrics
1. **Why**: Review strategy and goals with executives.
2. **What**: Identify functions to be measured.
3. **Exactly** **What**: Define each metric and its formula.
4. **How**: Decide what data and how to collect.
5. **How Well**: Get accurate data.
6. **How Often**: Decide how often to collect and report.
7. **To Whom**: Choose format and recipients.
8. **Review**: Review metrics regularly.
156
Hacking
Act of deliberately accessing a computer without permission.
157
Halo effect (Measurement Bias)
Analyst allows one strong point that he or she values highly and that works in subject's favor to overshadow all other information.
158
Hazard
Potential for harm, often associated with a condition or activity that, if left uncontrolled, can result in injury or illness.
159
Head count
Number of people on an organization's payroll at a particular moment in time.
160
High-context culture
Society or group where people have close connections over a long period of time and where many aspects of behavior are not made explicit, because most members know what to do and think from years of interaction.
161
Horn effect (Measurement Bias)
Analyst allows one strong point that he or she values highly and that works against subject to overshadow all other information.
162
Hostile environment harassment
Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance; creates an intimidating, threatening, or humiliating work environment; or perpetuates a situation that affects the employee's psychological well-being.
163
HR audit
Systematic and comprehensive evaluation of an organization's HR policies, practices, procedures, and strategies.
164
HR Expertise (HR Knowledge)
The knowledge of principles, practices, and functions of effective human resource management.
165
Human resource information system (HRIS)
Systematic tool for gathering, storing, maintaining, retrieving, and revising HR data.
166
Hybrid structure
Organizational structure that mixes elements of the functional, product, and geographic structures.
167
Hypertext Transfer Protocol (HTTP)
Computer formatting language used by most web browsers to connect the user's application to the other layers of communication software.
HTTPS: http-secure. Feature of web browsers which encodes the tramsmission of data to avoid unintended interception.
168
Identity alignment
Extent to which diversity is embraced in management of people, products/services, and branding.
169
Incentive pay
Form of direct compensation where employers pay for performance beyond normal expectations to motivate higher performance.
170
Incentives
Payments in return for the achievement of specific, time-limited, targeted objectives.
171
Inclusion
Extent to which each person in an organization feels welcomed, respected, supported, and valued as a team member.
172
Income statement
Statement that reports revenues, expenses, and net income (profit) for a specified period.
173
Independent contractors
Self-employed individuals hired on a contract basis for specialized services.
174
Industrial actions
Various forms of collective employee actions taken to protest work conditions or employer action.
175
Information management (IM)
Use of technology to collect, process, and condense information with a goal of efficient manage?ment of information as an organizational resource.
176
Insourcing
Transferring a previously outsourced function back in-house.
177
Intellectual property (IP)
Ownership of innovation by an individual or business enterprise; includes patented, trademarked, or copyrighted property.
178
Intercultural wisdom
Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts; also called cultural intelligence.
179
Internal equity
Situation in which employees feel that performance or job differences result in corresponding differences in rewards that are fair.
180
Intrinsic motivation
Desire to do things because they matter, because we like it, because they're interesting, or because they are part of something important.
181
Job analysis
Systematic study of jobs to determine what activities (tasks) and responsibilities they include, personal qualifications necessary for performance of the jobs, the conditions under which the work is performed, and the reporting structure.
182
Job classification
Job evaluation method in which descriptions are written for each class of jobs; individual jobs are then put into the grade that best matches their class description.
183
Job description
Written description of a job and its requirements, including tasks, knowledge, skills, abilities, responsibilities, and reporting structure.
184
Job enlargement
Broadening the scope of a job by expanding the number of different tasks to be performed.
185
Job enrichment
Increasing the depth of a job by adding responsibilities such as planning, organizing, tracking, and completing reports.
186
Job evaluation
Process that determines the value and price of a job in order to place and compare it within an organization as well as attract and retain employees in a competitive environment.
187
Job ranking
Job evaluation method that involves establishing a hierarchy of jobs from lowest to highest based on each job's overall value to the organization.
188
Job rotation
Movement between different jobs.
189
Job specifications
Written statements of the necessary qualifications for the job incumbent.
190
Job-content-based job evaluation
Job evaluation method in which the relative worth and pay structure of different jobs are based on an assessment of their content and their relationship to other jobs within the organization.
191
Joint employment
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment.
192
Judgmental forecasts
Use of information from past and present to predict future conditions.
193
Jurisdiction
Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions.
194
Key performance indicators (KPIs)
Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance.
195
Key risk indicators (KRIs)
Metrics that provide an early signal of increasing risk exposures in the various areas of an enterprise.
196
Kinesthetic learners
People who learn best through a hands-on approach; also called tactile learners.
197
Kirkpatrick's four levels at which training can be evaluated
Reaction, learning, behaviour, results (drives ROI).
198
Knowledge management (KM)
Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance.
199
KSA
Knowledge, skills, or abilities needed to effectively perform a job.
200
Labor union
Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; also called trade union.
201
Lagging indicator
Type of metric that describes an activity that has already occurred.
202
Layoffs
Temporary employment separations; employees may be recalled to work, or the separation may become permanent.
203
Leadership
Ability of an individual to influence a group or another individual toward the achievement of goals and results.
204
Leadership development
Training and professional development programs targeted to assist management- and executive-level employees in developing the skills, abilities, and flexibility required to deal with a variety of situations.
205
Leading indicator
Type of metric that describes an activity that can change future performance and indicate higher degree of success in achieving strategic goals.
206
Learning management system (LMS)
System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.
207
Learning organization
Organization characterized by a capability to adapt to changes in environment.
208
Lechmere, Inc. v. NLRB
1992 case in which the U.S. Supreme Court ruled that an employer cannot be compelled to allow nonemployee organizers onto the business property.
209
Ledbetter v. Goodyear Tire & Rubber Co.
2007 case in which the U.S. Supreme Court ruled that claims of sex discrimination in pay under Title VII were not timely because discrimination charges were not filed with the EEOC within the required 180-day time frame.
210
Leniency error (Measurement Bias)
Appraisers don't want to give low scores.
211
Liabilities
Organization's debts and other financial obligations.
212
Line units
Work groups that conduct the major business of an organization.
213
Local responsiveness (LR) strategy
Globalization strategy that emphasizes adapting to the needs of local markets and allows subsidiaries to develop unique products, structures, and systems.
214
Lockout
Occurs when management shuts down operations to prevent union employees from working.
215
Low-context culture
Society in which people tend to have many social connections but of shorter duration and where behavior and beliefs may need to be described explicitly so that those coming into the cultural environment know how to behave.
216
Lump-sum increase (LSI)
One-time payment made to an employee; also called performance bonus.
217
Manager Self-Service (MSS)
Allows leaders to access data and complete admistrative HR tasks online without the help of HR.
218
Market-based job evaluation
Job evaluation method in which the relative worth and pay structure of different jobs are based on their market value or the going rate in the marketplace.
219
Matrix structure
Organizational structure that combines departmentalization by division and function to gain the benefits of both.
220
Maturity curves
Correlate pay with time spent in a professional field such as teaching or research.
221
Mean
Average score or value.
222
Median
Middle point above and below which 50% of scores in a set of data lie.
223
Mediation
Method of nonbinding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision; also known as conciliation.
224
Mentoring
Developmentally oriented relationship between two individuals.
225
Merger/acquisition (M&A)
Combination of two separate firms either by their joining together as relative equals (merger) or by one acquiring the other (acquisition).
226
Merit pay
Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called performance-based pay or pay for performance.
227
Methods of job evaluation
Observation
Interview
Work log
Open-ended questionnaire
Highly-structured questionnaire
228
Metrics
Performance parameters based on the relationship between two or more measures.
229
Mind mapping
Data sorting technique in which group members add related ideas and indicate logical connections, eventually grouping similar ideas.
230
Mission statement
Statement that specifies what activities an organization intends to pursue and what course management has charted for the future; a concise statement of its strategy.
231
Mobile learning
Digitized instructional content delivered to wireless mobile devices (e.g., smartphones, tablet computers, notebooks, and digital readers).
232
Mode
Value that occurs most frequently in a set of data.
233
Moral hazard
Situation in which one party engages in risky behavior knowing that it is protected against the risk because another party will incur any resulting loss.
234
Motivation
Factors that initiate, direct, and sustain human behavior over time.
235
Multi-criteria decision analysis (MCDA)
Decision-making tool in which a team deter?mines critical characteristics of a successful decision; a matrix is used to score each alternative and compare results.
236
Multinational enterprise (MNE)
Organization that owns or controls production or services facilities in one or more countries other than the home country.
237
National Federation of Independent Business v. Sebelius
U.S. Supreme Court ruling that Patient Protection and Affordable Care Act requirement that individuals purchase health insurance was constitutional but that requirement that states expand Medicaid was not.
238
National origin
Refers to the country (including those that no longer exist) of one's birth or of one's ancestors' birth.
239
Negative emphasis
Type of measurement bias that involves weighting a small negative reaction or piece of information more than it should objectively merit.
240
Negotiation
Process in which two or more parties work together to reach agreement on a matter.
241
Net profit margin
Ratio of net income (gross sales minus expenses and taxes) to net sales.
242
NLRB v. Weingarten
Landmark 1975 U.S. labor relations case that dealt with the right of a unionized employee to have another person present during certain investigatory interviews.
243
Nominal group technique
Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues.
244
Nonexempt employees
Employees covered under U. S. Fair Labor Standards Act regulations, including minimum wage and overtime pay requirements.
245
Occupational illness
Medical condition or disorder, other than one resulting from an occupational injury, caused by exposure to environmental factors associated with employment.
246
Occupational injury
Injury that results from a work-related accident or exposure involving a single incident in the work environment.
247
Offshoring
Situation in which a company relocates processes or production to an international location by means of subsidiaries or third-party affiliates.
248
On-the-job training (OJT)
Training provided to employees at the work site utilizing demonstration and performance of job tasks.
249
Onboarding
Programs that help employees develop positive working relationships with coworkers; encompass orientation as well as the first months of an employee's tenure in a position.
250
Organizational culture
The basic beliefs and customs shared by members of an organization that contribute to an organization's sense of its identity.
251
Organizational development
Process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planned interventions.
252
Organizational learning
Certain types of learning activities or processes that may occur at any one of several levels in an organization.
253
Organizational values
Beliefs that are important to an organization and often dictate employee behavior.
254
Orientation
Process in which a new employee becomes familiar with an organization as well as his or her department, coworkers, and the job.
255
Outsourcing
Contracting with third-party vendors to provide selected services/activities.
256
Overtime pay
Required for nonexempt workers under U. S Fair Labor Standards Act at 1.5 times the regular rate of pay for hours over 40 in a workweek.
257
Paired comparison
Job evaluation method in which each job is compared with every other job being evaluated; the job with the largest number of "greater than" rankings is the highest-ranked job, etc.
258
Pay compression
Occurs when there is only a small difference in pay between employees regardless of their experience, skills, level, or seniority; also known as salary compression.
259
Pay equity
Fairness of compensation and benefits paid to employees.
260
Pay for performance (P4P, PfP)
Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or performance-based pay.
261
Pay grades
Used to group jobs that have approximately the same relative internal or external worth and are paid at the same rate or within the same pay range.
262
Pay ranges
Set the upper and lower bounds of possible compensation for individuals whose jobs fall within a pay grade.
263
Pedagogy
Study of the education of children.
264
Pension Benefit Guaranty Corporation (PBGC)
Set up by U.S. Employee Retirement Income Security Act to insure payment of benefits in the event that a private-sector defined benefit pension plan terminates with insufficient funds to pay the benefits.
265
Pensions: Defined Benefit vs. Defined Contribution
DB: Employer bears the risk. Final payout is guaranteed to employee.
DC: Employee bears the risk. Final amount will vary with market.
266
Performance appraisal
Process of measuring employees' adherence to performance standards and providing feedback.
267
Performance bonus
One-time payment made to an employee; also called a lump-sum increase (LSI).
268
Performance management
Process of maintaining/improving employee job performance.
269
Performance standards
Expectations of management translated into behaviors and results that employees can deliver.
270
Performance-based pay
Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or pay for performance
271
Perquisites
Special incidental payments, benefits, or privileges given to individual employees, over and above their regular rewards.
272
Person-based pay
Pay systems in which employee characteristics, rather than the job, determine pay.
273
Phillips v. Martin Marietta Corporation
1971 U.S. case that stated that an employer may not, in the absence of business necessity, refuse to hire women with preschool-aged children while hiring men with such children.
274
Picketing
Positioning of employees at a place of work targeted for the action for the purpose of protest.
275
Pilot programs
Learning/development programs offered initially in a controlled environment with a segment of the target audience.
276
Pluralism
Type of labor environment in which multiple forces are at work, each with its own agenda, and conflict is overcome through negotiation.
277
Point-factor system
Job evaluation method that looks at compensable factors (such as skills and working conditions) that reflect how much a job adds value to the organization; points are assigned to each factor and then added to come up with an overall point value for the job.
278
Premiums
Payments in return for the achievement of specific, time-limited, targeted objectives.
279
Primacy error
Occurs when an appraiser gives more weight to an employee's earlier performance and discounts recent occurrences.
280
Principal-agent problem
Situation in which an agent (e.g., an employee) makes decisions for a principal (e.g., an employer) potentially on the basis of personal incentives that may not be aligned with the agent's incentives.
281
Process alignment
Extent to which underlying operations such as IT, finance, or HR integrate across locations.
282
Product structure
Organizational structure in which functional departments are grouped under major product divisions.
283
Productivity-based pay
Pay based on the quantity of work and outputs that can be accurately measured.
284
Promise of Big Data (Alec Levenson)
Big data can help HR by: 1. collecting new data, 2. using existing data more effectively, 3. better strategic analysis.
285
Protected class
People who are covered under a particular federal or state antidiscrimination law.
286
Prudent person rule
States that an Employee Retirement Income Security Act plan fiduciary has legal and financial obligations not to take more risks when investing employee benefit program funds than a reasonably knowledgeable, prudent investor would under similar circumstances.
287
Public comment period
Time allowed for the public to express its views and concerns regarding an action of an administrative agency.
288
Quid pro quo harassment
Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continued employment.
289
Radicalism
Belief that management-labor conflict is an inherent characteristic of capitalism and can be resolved only with a change in the economic system.
290
Realistic job preview (RJP)
Part of the selection process that provides an applicant with honest and complete information about a job and the work environment.
291
Reasonable accommodation
Modifications or adjustments to a job or job application process that accommodate persons with disabilities but do not impose a disproportionate or undue burden on the employer.
292
Recency error
Error that occurs when an appraiser gives more weight to recent occurrences and discounts an employee's earlier performance during the appraisal period.
293
Recruitment
Process of encouraging candidates to apply for job openings.
294
Red-circle rates
Situations in which employees' pay is above the range maximum.
295
Redeployment
Process by which an organization moves an employee out of an international assignment; can involve moving back to the home country, moving to a different global location, or moving to a new location or position in the current host country.
296
Regression analysis
Statistical method used to determine whether a relationship exists between variables and the strength of the relationship.
297
Regulation
A rule or order issued by an administrative agency; often has the force of law.
298
Reliability
Ability of an instrument to provide results that are consistent.
299
Remuneration surveys
Surveys that collect information on prevailing market compensation and benefits practices, including starting wage rates, base pay, pay ranges, other statutory and market cash payments, variable compensation, and time off.
300
Repatriation
Process of reintegrating employees back into the home country after an assignment; includes adjustment to the new job and readjustment to the home culture and conditions.
301
Replacement planning
"Snapshot" assessment of the availability of qualified backup for key positions.
302
Request for Proposal (RFP)
Process of soliciting bids from potential vendors.
303
Residual risk
Amount of uncertainty that remains after all risk management efforts have been exhausted.
304
Restructuring
Act of reorganizing legal, ownership, operational, or other organizational structures.
305
Retention
Ability to keep talented employees in the organization.
306
Reverse innovation
Innovations created for or by emerging-economy markets and then imported to developed-economy markets.
307
Risk
The effect of uncertainty on objectives; outcomes may include opportunities or threats.
308
Risk appetite
Amount of risk the organization or function is willing to pursue or accept to attain its goals.
309
Risk control
An action taken to manage a risk.
310
Risk management
Identification, evaluation, and control of risk that may affect an organization, typically incorporating the use of insurance and other strategies.
311
Risk position
An organization's desired gain or acceptable loss in value.
312
Risk scorecard
Tool used to gather individual assessments of various characteristics of risk (e.g., frequency of occurrence, degree of impact/loss/gain for the organization, degree of efficacy of current controls).
313
Risk tolerance
Amount of uncertainty an organization is willing to pursue or to accept to attain its risk management.
314
Root-cause analysis
Type of analysis that starts with a result and then works backward to identify fundamental cause.
315
Rule of law
Concept that stipulates that no individual is beyond the reach of the law and that authority is exercised only in accordance with written and publicly disclosed laws.
316
Scenario/what-if analysis
Statistical method used to test the possible effects of altering the details of a strategy to see if the likely outcome can be improved.
317
Secondary strike
Attempt to influence the employer by targeting businesses that have some relationship to the employer, e.g., a supplier or customer.
318
Selection
Process of vetting the most suitable candidate for a position.
319
Selection interviews
Interviews designed to probe areas of interest to the interviewer in order to determine how well a job candidate meets the needs of the organization.
320
Selection screening
Analyzing candidates' application forms, curriculum vitae, and r?sum?s to locate the most-qualified candidates for an open job.
321
Senge's 5 disciplines of a learning organization
Systems thinking, team learning, specific mental models, personal mastery, shared vision.
322
Seniority
System that shows preference to employees with the longest service.
323
Service-level agreement (SLA)
Part of a service contract where the service expectations are formally defined.
324
Shared services HR model
HR structural alternative in which centers with specific areas of expertise develop HR policies in those areas; each unit can then select what it needs from a menu of these services.
325
Simulations
Representations of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.
326
Single-rate pay
Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as flat-rate pay.
327
Sit-down strike
Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers.
328
Situation judgment tests (SJTs)
Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.
329
Six Sigma
A set of techniques and tools for quality process improvement.
330
Social media
Variety of Internet technology platforms and communities that people use to communicate and share information and resources.
331
Social movement unionism
Type of union activity that focuses on social topics such as antidiscrimination, environmental actions, and HIV/AIDS treatment and prevention.
332
Software as a service (SaaS)
Software that is owned, delivered, and managed remotely and delivered over the Internet to contracted customers on a pay-for-use basis or as a subscription based on use metrics.
333
Sourcing
Process of generating a pool of qualified job applicants.
334
Span of control
Refers to the number of individuals who report to a supervisor.
335
Staff units
Work groups that assist line units by providing specialized services, such as HR.
336
Staffing
HR function that acts on the organizational human capital needs identified through workforce planning and attempts to provide an adequate supply of qualified individuals to complete the body of work necessary for the organization's financial success.
337
Stakeholder concept
Concept that proposes that any organization operates within a complex environment in which it affects and is affected by a variety of forces or stakeholders who all share in the value of the organization and its activities.
338
Stakeholders
All those affected by an organization's social, environmental, and economic impact shareholders, employees, customers, suppliers, regulators, and local communities.
339
Standard (as defined by the International Organization for Standardization (ISO))
A document that provides requirements, specifications, guidelines or characteristics that can be used consistently to ensure that materials, products, processes and services are fit for their purpose.
340
Stereotyping
Generalized opinions about how people of a given gender, race, religion, age, education level, job type, or national origin look, think, act, feel, or respond.
341
Strategic fit
A state in which an organization's strategy is consistent with its external opportunities and circumstances and its internal structure, resources, and capabilities.
342
Strategic management
The actions that leaders take to move their organizations toward those goals and create value for all stakeholders.
343
Strategic planning
The process of setting goals and designing a path toward a competitive position.
344
Strategy
A plan of action for accomplishing an organization's long-range goals.
345
Stress interview
Type of interview in which the interviewer assumes an aggressive posture to see how a candidate responds to stressful situations.
346
Strictness
Error that occurs when an appraiser believes standards are too low and inflates the standards in an effort to make them meaningful.
347
Structured interview
Type of interview in which the interviewer asks every applicant the same questions; also called a repetitive interview.
348
Succession planning
A talent manage?ment strategy to help identify and foster the development of high-potential employees.
349
Sustainability
Practices that balance economic, social, and environmental interests to secure the interests of present and future generations.
350
SWOT analysis
Stands for: Strengths, Weaknesses, Opportunities and Threats.
Process for assessing an organization's strategic capabilities in comparison to threats and opportunities identified during environmental scanning.
351
Sympathy strike
Action taken in support of another union that is striking the employer.
352
Talent management
Development and integration of HR processes that attract, develop, engage, and retain the knowledge, skills, or abilities of employees that will meet current and future business needs.
353
Technology Service Delivery Options
_License_: Client buys license, pays vendor for support.
_SaaS_: Client is a software tenant; vendor manages security and upgrades.
_Outsourcing_: Entire business process is managed by a vendor.
354
Time-based step-rate pay
System in which pay is based on longevity in the job and pay increases occur on a predetermined schedule.
355
Total rewards
Direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers.
356
Totalization agreements
Bilateral agreements entered into by many countries to eliminate double taxation for individuals on international assignments.
357
Trade union
Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; also called labor union.
358
Training
Process of providing knowledge, skills, or abilities (KSA) specific to a task or job.
359
Transfer of learning
Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.
360
Transformational leadership
Leadership based on vision and strategy and focused on challenging and developing organizational members in order to attain long-range results.
361
Trend analysis
Statistical method that studies the way in which a variable may change over time.
362
Triple bottom line
Economic, social, and environmental impact metrics used to determine an organization?s success.
363
Turnover
Annualized formula that tracks number of separations and total number of workforce employees per month.
364
Unfair labor practice (ULP)
Violation of rights under labor-relations statutes.
365
Uniform Guidelines on Employee Selection Procedures
Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination.
366
Unitarianism
Belief that employers and employees can act together for their common good.
367
Unweighted average
Raw average of data that gives equal weight to all values, with no regard for other factors.
368
Validity
Ability of an instrument to measure what it is intended to measure.
369
Value
The benefit created when an organization meets its strategic goals.
370
Value chain
The process by which an organization creates the product or service it offers to the customer.
371
Value drivers
Actions, processes, or results that are needed to deliver a desired value.
372
Variance analysis
Statistical method that identifies the degree of difference between planned and actual performance.
373
Vesting
Process by which a retirement benefit becomes nonforfeitable.
374
Veto
Action of rejecting a bill or statute.
375
Vicarious liability
Legal doctrine under which a party can be held liable for the wrongful actions of another party.
376
Vision statement
Vivid, guiding image of an organization's desired future, the future it hopes to attain through its strategy.
377
Visual learners
People who learn best by relying on their sense of sight.
378
Weighted average
Average of data that adds factors to reflect the importance of different values.
379
Weingarten rights
Union employees' right in U.S. to have a union representative or coworker present during an investigatory interview.
380
Well-being
Physical, psychological, and social aspects of employee health.
381
Wildcat strike
Work stoppages at union contract operations that have not been sanctioned by the union.
382
Work-to-rule
Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions.
383
Workforce analysis
Systematic approach to anticipate human capital needs and data HR professionals can use to ensure that appropriate knowledge, skills, or abilities will be available when needed to accomplish organizational goals and objectives.
384
Workforce management
All activities needed to ensure that the skills, knowledge, abilities, and performance of the workforce meet current and future organizational and individual needs.
385
Workforce planning
Process of analyzing the organization's workforce and determining steps required to prepare for future needs.
386
Works councils
Groups that represent employees, generally on a local or firm level; primary purpose is to receive from employers and to convey to employees information that might affect the workforce and the health of the enterprise.
387
Workweek
Any fixed, recurring period of 168 consecutive hours (7 days times 24 hours = 168 hours).
388
Skip Level Interview Policy
Requires managers to spend time with each employee two levels below the manager on an annual basis.
389
Power distance
The degree to which the hierarchical distribution of power is accepted by all the culture's members.
390
International Labor Organization (ILO) 8 core labor standards
1. Freedom of association.
2. Right of employees to organize.
3. Prohibiting forced labor.
4. Prohibiting forced labor as retaliation.
5. Prohibiting hiring of school-aged children.
6. Prohibiting unsafe work for children.
7. Requiring equal pay & benefits for women.
8. Prohibiting employment discrimination.
391
Alternate Dispute Resolution (ADR) Options
_Open-door policy:_ meet with immediate supervisor.
_Ompudsperson:_ neutral third party investigates confidentially.
_Single designated officer:_ specific individual chosen by senior management .
_Chosen officer:_ employee selects arbitrator from a group.
_Peer review:_ establishes panel of employees.
_Mediation:_ neutral third party facilitates settlement.
_Arbitration:_ neutral third party makes final determination.
392
Labor Productivity Rate
Annual Sales divided by number of employees
393
Flexible Staffing Types
_Administered by the Organization:_
Temporary assignments, temporary employees, on-call workers, part-time employees, job sharing, seasonal workers, phased retirement.
_Outsourced:_
Finite temporary help, Temp-to-hire programs, contract workers
394
Organization as a System
Mission, vision, strategy
Structure
Decision making and distribution of power
Flow of information
Work processes
Resource management
395
OED Process
Identify gaps in strategic capabilities, develop an action plan, manage the OED project, and evaluate the results.
396
Performance Problems (OED)
Behavioral, cognitive, technological, process-related, cultural.
397
OED Performance Problem: Behavioral
Manifested as poor communication, collaboration, team performance or quality.
Result of inadequate leadership, expectations or use of metrics.
398
OED Performance Problem: Cognitive
Deficiencies in K or S.
399
OED Performance Problems: Technological
Problems with equipment, materials, or information.
400
OED Performance Problem: Process-related
Due to way work is done (systems, practices, procedures, structures, ...)
401
OED Performance Problem: Cultural
Related to workplace atmosphere; most challenging to change. Can be employee satisfaction, leader-employee relationships, leadership styles, corporate responsiveness to change, policy flexibility...
402
Organizational Structures
Functional, Product, Geographic, Hybrid (Front-back, Matrix)
