Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Human Resources > VOCABULARY > Flashcards

VOCABULARY Flashcards

1
Q

Human resources management

A

integrated set of processes, practices, programs, systems in an organization that focuses on effective deployment + development of employees

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Globalization

A

moving local or regional businesses into global marketplace

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Downsizing

A

planned elimination of jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Outsourcing

A

contract from outside organization for work formerly done by internal employees

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Contractor

A

person hired on contract to perform specific job (not considered part of employee base)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Telecommuting

A

conduct work activities in different locations by using technology

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Six Sigma

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Lean

A

Organizational system of improvements that maximize customer value, minimize waste

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Benchmarking

A

find best practices in other organizations that can be brought in to enhance performance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Human capital

A

individual’s knowledge, skills, abilities = economic value to organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Core competencies

A

combination of knowledge, skills, characteristics needed to perform role in organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Talent management

A

leveraging competencies to achieve high organizational performance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Culture

A

consistent observable pattern of behaviours in organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

HR management strategy

A

identifying key HR processes and linking to overall business strategy

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Systemic discrimination

A

exclusion of members of certain groups through application of employment policies or practices based on non-job related criteria

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Bona fide occupational qualification (BFOQ)

A

justifiable reason for discrimination based on business reasons of safety/effectiveness

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Reasonable accomodation

A

attempt by employers to adjust working conditions/practices to prevent discrimination

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

reverse discrimination

A

giving preference to members of certain groups such that others feel they are the subjects of discrimination

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

harassment

A

any unwanted physical/verbal behaviour that offends/humiliates

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

psychological harassment

A

repeated aggravating behaviour that affects an employee’s dignity, psychological, physical integrity and results in harmful work environment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Employment equity

A

Canadian process for achieving equality in all aspects of employment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Designated groups

A

women, visible minorities, Aboriginal peoples, persons with disabilities; have been disadvantaged in employment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

pay equity

A

practice of equal pay for work of equal value

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

Diversity management

A

combination of organizational policies/practices that support + encourage employee differences in order to reach business objectives

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

Inclusion

A

putting the concept of diversity into action

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

Ethics

A

set of standards of conduct + moral judgments that help determine right vs wrong behaviour

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

Whistleblowing

A

reporting unethical behaviour to outside the organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

employee engagement

A

amount of commitment/dedication employee has toward organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

occupational injury

A

cut/fracture/sprain/amputation from workplace accident

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

occupational illness

A

abnormal condition or disorder from exposure to environmental factors in workplace

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

industrial disease

A

disease from exposure relating to specific process/trade/industry

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

material safety data sheet (MSDS)

A

document with vital info about hazardous substances

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

cumulative trauma disorders

A

injuries involving tendons (fingers/hands/arms), inflamed from repeated stresses/strains

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

cyber bullying

A

bullying through communication technology/information

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

stress

A

adaptive demand caused by physical, mental, emotional factors -> require coping behaviour

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

workplace stressor

A

workplace event/process/practice that has potential to cause worker stress

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

disability management

A

integrated approach to managing disability-related benefits

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
38
Q

employee-assistance program (EAP)

A

program to provide short-term counselling/referrals to appropriate professionals

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
39
Q

Job

A

group of related activities + duties

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
40
Q

Position

A

specific duties/responsibilities performed by only 1 employee

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
41
Q

Work

A

tasks/activities that need to be completed

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
42
Q

Role

A

part played by employee within organization and the associated expected behaviours

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
43
Q

Job incumbent

A

employee hired to do a job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
44
Q

Job analysis

A

process of obtaining info about jobs by determining the duties, tasks, activities, KSA associated with the job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
45
Q

Job description

A

document listing tasks/duties/responsibilities of job to be performed, + KSAs and competencies needed to perform that work

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
46
Q

Job specifications

A

statement of needed KSAs of the person who is to perform the job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
47
Q

Standards of performance (SOP)

A

set out expected results of the job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
48
Q

Job design

A

process of defining/organizing tasks, roles, other processes to achieve employee goals + organizational effectiveness

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
49
Q

Job characteristics model

A

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

skill variety + task significance + task identity + autonomy + feedback

=> experiences meaningfulness, responsibility, knowledge of results -> motivation/satisfaction

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
50
Q

employee empowerment

A

granting employees power to initiate change, encouraging them to take charge of what they do

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
51
Q

employee teams

A

employee-contributions technique in which work functions are structured for groups (not individuals); team members are given discretion in matters normally done by management (process improvements, product development, individual work assignment)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
52
Q

virtual team

A

widely dispersed members linked through computer/other technology

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
53
Q

HR planning

A

process to ensure organization has people available with the right competencies, and that they are effectively utilized in the right areas for the company to reach its objectives

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
54
Q

Trend analysis

A

quantitative approach to forecasting labour demand on organizational index

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
55
Q

management forecasts

A

opinions/judgments of supervisors + others knowledgeable about organization’s future employment needs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
56
Q

staffing table

A

graph representation of organizational jobs + # of employees currently occupying those jobs + future employment needs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
57
Q

markov analysis

A

method for tracking pattern of employee movements through various jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
58
Q

skills inventory

A

info about the education, experiences, skills, etc of staff

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
59
Q

recruitment

A

process of locating/encouraging people to apply for jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
60
Q

employment branding

A

organization’s reputation as an employer

61
Q

internal job posting

A

method of communicating info about job openings to within the company (recruit from within)

62
Q

labour market

A

area from which applicants are recruited

63
Q

selection

A

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

64
Q

reliability

A

degree to which the selection procedures yield comparable data over time

65
Q

validity

A

how well the selection procedure measures their suitability for the job

66
Q

panel interview

A

board of interviewers question a single candidate

67
Q

behavioural description interview (BDI)

A

question about what they did in a given situation

68
Q

situational question

A

hypothetical incident, asked how they would respond to it

69
Q

aptitude test

A

measure capacity to learn/acquire skills

70
Q

achievement test

A

measure of what is known/can be done right now

71
Q

orientation

A

formal process of familiarizing new hires with organization, their jobs, work unit; critical to socialization embed organizational values/beliefs/behaviours)

72
Q

training

A

acquisition of skills, behaviours, abilities to perform current work

73
Q

development

A

acquisition of skills, behaviours, abilities to perform future work/solve organizational problem

74
Q

instructional objectives

A

desired outcomes of training program

75
Q

trainee readiness

A

consideration of trainee’s maturity/experience when assessing them

76
Q

behaviour modification

A

technique: if behaviour is rewarded -> exhibited more frequently in future

77
Q

on-the-job training

A

employees given hands-on experience with instruction from supervisor/other trainer

78
Q

apprenticeship training

A

worker entering skilled trade is given thorough instruction/experience (on and off the job)

79
Q

co-operative training

A

program that combines practical job experience + formal education

80
Q

internship program

A

program jointly sponsored by college/universities that offer students opportunity to gain real-life experience, allow them to see how they perform in work organization

81
Q

E-learning

A

learning through electronic media

82
Q

transfer of training

A

application of principles learned to what is required on job

83
Q

benchmarking (training)

A

measure one’s own services/practices against recognized leaders to identify areas for improvement

84
Q

transfer

A

place individual in another job for which duties/responsibilities/status/pay are approx. equal to those of previous job

85
Q

promotion

A

change of assignment to a job at higher level in organization

86
Q

mentors

A

managers who coach/advise/encourage less experienced employees

87
Q

performance management system

A

set of integrated management practices

88
Q

manager/supervisor review

A

performance review done by employer’s supervisor

89
Q

self-review

A

performance review done by employee being assessed (fill out form)

90
Q

subordinate review

A

performance review of supervisor by employee, for developmental purposes

91
Q

peer review

A

performance reviews done by one’s fellow employees (forms -> compiled)

92
Q

team review

A

performance review based on total quality management (TQM) concepts, recognize team accomplishment instead of individual performance

93
Q

customer input

A

performance review based on total quality management (TQM) concepts, seeks info from external/internal customers

94
Q

graphic rating scale

A

trait approach to performance review, employee rated according to scale of characteristics

95
Q

behaviourally anchored rating scale (BARS)

A

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

96
Q

Balanced scorecard

A

measurement framework that helps managers translate strategic goals into operational objectives (evolved from the Management by Objectives system)

list key results, measurement method, goal, and by when (timeline)

97
Q

Direct compensation

A

wages/salaries, incentives, bonuses, commissions

98
Q

Indirect compensation

A

rewards other than direct compensation (extended health/dental plans, other programs and plans)

99
Q

Total rewards

A

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

100
Q

Equitable compensation

A

compensation received is perceived to be equal to the value of the work performed

101
Q

pay-for-performance standard

A

standard by which managers tie direct compensation to employee or organizational effort and performance - variable pay based on performance (bonuses, commissions)

102
Q

hourly work

A

work paid on hourly basis

103
Q

piecework

A

work paid according to # units produced

104
Q

job evaluation

A

systemic process of determining the relative worth of jobs in the organization, in order to establish which jobs should be paid more

105
Q

consumer price index (CPI)

A

measure of average change in consumer prices over time in a fixed ‘market basket’ of goods and services
(broad measure of cost of living)

106
Q

real wages

A

wage increases larger than rises in CPI - the real earning power of wages

107
Q

wage and salary survey

A

survey of wages paid to employees of other employers in that specific labour market

108
Q

pay grades

A

groups of jobs within a particular class that are paid the same rate or rate range

109
Q

competency-based pay

A

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

110
Q

eldercare

A

care provided to an elderly relative by employee who remains active at work (similar to childcare but for elders)

111
Q

employee rights

A

expectations of fair treatment from employers

112
Q

negligence

A

failure to provide reasonable care that results in injury to consumers/other employees

113
Q

statutory rights

A

rights deriving from legislation

114
Q

contractual rights

A

rights deriving from contracts

115
Q

due process

A

employee’s right to a fair process in making a decision related to employment relationship

116
Q

discipline

A
  1. treatment that punishes
  2. orderly behaviour in organizational setting
  3. training that molds/strengthens desirable conduct, correct undesirable conduct, develops self control
117
Q

progressive discipline

A

application of corrective measures by increasing degrees (severity)

118
Q

positive (nonpunitive) discipline

A

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

119
Q

wrongful dismissal

A

terminating an employee’s employment without just cause

120
Q

constructive dismissal

A

changing employee’s working conditions such that compensation, status, or prestige is reduced

121
Q

alternative dispute resolution (ADR)

A

different types of employee complaint or dispute resolution procedures

122
Q

Mediation

A

use of impartial 3rd parth to help facilitate resolution to employment disputes

123
Q

step-review system

A

system for reviewing employee complains and disputes by successively higher levels of management

124
Q

hearing officer

A

person with full-time position in organization but assumes neutral role when deciding cases between management and aggrieved employees

125
Q

open-door policy

A

policy of settling grievances that identifies various levels of management above immediate supervisor for employee to contact

126
Q

ombudsperson

A

designated individual from whom employees may seek counsel for resolution of their complaints

127
Q

labour relations process

A
  1. workers desire collective representation
  2. union begins organizing campaign
  3. collective negotiations lead to contract
  4. contract is administered
128
Q

union shop

A

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

129
Q

closed shop

A

provision of collective agreement that requires employers to only hire union members

130
Q

open shop

A

provision of collective agreement that allows employees to join/not join union

131
Q

membership card

A

statement signed by employee authorizing a union to act as a representative of the employee for purposes of collective bargaining

132
Q

bargaining unit

A

2+ employees who share common employment interests/conditions and can be grouped together for collective bargaining

133
Q

unfair labour practices

A

specific employer and union illegal practices that operate to deny employees their rights and benefits under labour law

134
Q

union certification

A

acquisition of exclusive rights by union to represent the employees

135
Q

management rights

A

decisions regarding organizational operations over which management claims exclusive rights

136
Q

union (shop) steward

A

employee (unpaid union official) represents interests of members in relations with management

137
Q

business agent

A

paid labour official responsible for negotiating/administering collective agreement and working to resolve union members’ problems

138
Q

interest-based bargaining

A

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

139
Q

strike

A

unionized workers refuse to perform their work during labour negotiations

140
Q

lockout

A

employer denying employees opportunity to work by closing operations

141
Q

mediator (labour relations)

A

3rd party in labour dispute, meet with parties 1 at a time to suggest compromise solutions and recommend concessions that will lead to agreement

142
Q

arbitrator (labour relations)

A

3rd party neutral who resolves labour dispute by issuing a final binding decision in an agreement

143
Q

interest arbitration

A

mechanism to renew/establish new collective agreement

144
Q

rights arbitration

A

mechanism to resolve disputes about interpretation/application of collective agreement during the term of that collective agreement

145
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

146
Q

defined rights

A

concept that management’s authority should be expressly defined and clarified in collective agreement

147
Q

grievance procedure (labour relations)

A

formal procedure that provides union a way to process complaint that something in collective agreement has been violated

148
Q

grievance resolution

A

process in which a neutral 3rd party assists in resolution of employee grievance (arbitrator, board, or panel hears case)

149
Q

arbitration award

A

final and binding award issued by arbitrator in labour-management dispute

Human Resources (6 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions