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1、Appendix A Glossary of Human Resource Management Terms absentees Absentees are employees who are scheduled to be at work but are not present. Accident and sickness policies Accident and sickness policies usually provide a minimum-care stipend for several weeks up to six months to h
2、elp employees defray the loss of income while they are sick or recovering from an accident. accreditation Accreditation is a process of certifying the competence of a person in an area of capability. The Society for Human Resource Management operates an accreditation program for personnel prof
3、essionals. active listening Active listening requires the listener to stop talking, to remove distractions, to be patient, and to empathize with the talker. adverse selection Adverse selection occurs when an insurance company has a disproportionately high percentage of insureds who will mak
4、e claims in the future. Adverse selection often results when people are given a chance to buy insurance without prescreening, which often means that a higher than normal proportion have a condition that is likely to cause them to be frequent claimants. affirmative action programs Affirmative
5、 action programs are detailed plans developed by employers to undo the results of past employment discrimination, or to ensure equal opportunity in the future. Age Discrimination in Employment Act of 1967 (as amended) This act prohibits discrimination on employment because of age against those
6、who are 40 and older. American Federation of Labor and Congress of Industrial Organization(AFL-CIO) The AFL-CIO is a federation of most national unions. It exists to provide a unified focal point for the labor movement, to assist national unions, and to influence government policies that aff
7、ect members and working people. applied research Applied research is a study of practical problems, the solutions of which will lead to improved performance. arbitration Arbitration is the submission of a dispute to a neutral third party. assessment centers Assessment centers are a st
8、andardized form of employee appraisal that relies on multiple types of evaluation and multiple raters. associate membership Associate membership in a labor organization allows people who are not employed under a union contract to affiliate with a union by paying fees and dues in return for u
9、nion-supported benefits. attitude surveys Attitude surveys are systematic methods of determining what employees think about their organization. The surveys are usually done through questionnaires. Attitude survey feedback results when the information collected is reported back to the partici
10、pants. This process then is usually followed by action planning to identify and resolve specific areas of employee concern. attrition Attrition is the loss of employees who leave the organization's employment. audit report The audit report is a comprehensive description of personnel ac
11、tivities. It includes both commendation for effective practices and recommendations for improving practices that are ineffective. audit team An audit team consists of those people who are responsible for evaluating the performance of the personnel department. authorization cards Authoriza
12、tion cards are forms that prospective union members sign. The cards indicate their wish to have an election to determine whether a labor organization will represent the workers in their dealings with management. autonomous work groups Autonomous work groups are teams of workers, without a fo
13、rmal company-appointed leader, who decide among themselves most decisions traditionally handled by supervisors. autonomy Autonomy is having control over one's work. bargaining book A bargaining book is a compilation of the negotiation team's plans for collective bargaining with labor or man
14、agement. Increasingly, the bargaining book is being replaced by information stored in accompany or union computer. bargaining committee The union bargaining committee consists of union officials and stewards who negotiate with management's representatives to determine wages, hours, and working
15、 conditions to be embodied in the labor agreement. behaviorally anchored rating scales (BARS) BARS rate employees scale that has specific behavioral examples on it to guide the rater. Behavioral modeling Behavioral modeling relies on the initiation or emulation of a desired behavior. A re
16、petition of behavior modeling helps to develop appropriate responses in specified situations. behavior modification Behavior modification states that behavior depends on its consequences. blind ads Blind ads are want ads that do not identify the employer. bona fide occupational qualif
17、ications (BFOQ) A BFOQ occurs when an employer has a justified business reason for discriminating against a member of a protected class. The burden of proving a BFOQ generally falls on the employer. bottom-line test The bottom-line test is applied by the Equal Employment Opportunity Commissio
18、n to determine if a firm's overall selection process is having an adverse impact on protected groups. Even though individual steps in the selection process might exhibit an adverse impact on a protected group, the firm will be considered in compliance if the overall process does not have an adve
19、rse effect. Boulwarism Boulwarism is a negotiation strategy developed by General Electric. Using this approach the company made its "best" offer to the union at the beginning of negotiations. Then it remained firm unless the union could find where management had erred in the calculations used
20、 to arrive at the offer. This strategy has been ruled as an unfair labor practice by the National Labor Relations Board and by the federal courts. brainstorming Brainstorming is a process by which participants provide their ideas on a stated problem during a freewheeling group session. bu
21、ddy system The "buddy system" of orientation exists when an experienced employee is asked to show a new worker around the job site, conduct introduction, and answer the newcomer's questions. burnout Burnout is a condition of mental, emotional, and sometimes physical exhaustion that results from
22、 substantial prolonged stress. business agent A business agent is a full-time employee of a local (usually craft) union. The business agent helps employees resolve their problems with management. business unionism Business unionism describes unions that seek to improve the wages, hours,
23、 and working conditions of their members in a business like manner. (See social unionism.) buy-back Buy-backs occur when an employee who attempts to resign is convinced to stay in the employment of the organization. Normally the person is "bought back" with an offer of increased wages or salary
24、 Cafeteria benefit programs Cafeteria benefit programs allow employees to select the fringe benefits and services that answer their individual needs. career A career is all the jobs that are held during one's working life. career counseling Career counseling assists employees in findi
25、ng appropriate career goals and paths. career development Career development consists of those experiences and personal improvements that one undertakes to achieve a career plan. career goals Career goals are the future positions that one strives to reach. These goals serve as benchmarks al
26、ong one's career path. career path A career path is the sequential pattern of jobs that form one's career. career planning Career planning is the process by which one selects career goals and paths to those goals. career plateau A career plateau occurs when an employee is in a positio
27、n that he or she does well enough not to be demoted or fired but not well enough to be promoted. change agents Change agents are people who have the role of stimulating change within a group. checkoff A checkoff provision in a union-management labor agreement requires the employer to ded
28、uct union dues from employee paychecks and to remit those moneys to the union. Civil Rights Act of 1964 This act was passed to make various forms of discrimination illegal. closed shop A closed shop is a workplace where all employees are required to be members of the union before they are
29、 hired. These arrangements are illegal under the National Labor Relations Act. codetermination Codetermination is a form of industrial democracy first popularized in West Germany. It gives workers the right to have representatives vote on management decisions. coinsurance clause A coinsur
30、ance clause is a provision in an insurance policy that requires the employee to pay a percentage of the insured's expenses communication Communication is the transfer of information and understanding from one person to another. comparable worth Comparable worth is the idea that a job should
31、 be evaluated as to its value to the organization and then paid accordingly. Thus jobs of comparable worth would be paid equally. For example, two people with widely different jobs would both receive the same pay if the two jobs were of equal value to the employer. comparative evaluation appr
32、oaches Comparative evaluation approaches are a collection of different methods that compare one person's performance with that of co-workers. compensation Compensation is what employees receive in exchange for their work. Comprehensive Employment and Training Act of 1973 (CETA) CETA was a
33、 broad-ranging act designed to provide job training, employment, and job hunting assistance to less advantaged persons. It has since been replaced by the Job Partnership Training Act. concentration in employment Concentration exists when an employer (or some subdivision such as a department
34、) has a higher proportion of employees from a protected class than is found in the employer's labor market. (See underutilization.) concessionary bargaining Concessionary bargaining occurs when labor management negotiations result in fewer employer-paid fringe benefits or wage concessions, suc
35、h as a freeze or wage cut. conciliation agreement a conciliation agreement is a negotiated settlement agreeable to the EEOC and to all parties involved. Its acceptances closes the case. Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) This act was signed into law in 1986. C
36、OBRA requires employers that provide group benefits to employees through a group plan to also provide group benefits to qualified beneficiaries with the right to elect to continue their coverage for a certain period of time after their coverage would otherwise terminate, with a few exceptions.
37、 constructs Constructs are substitutes for actual performance. For example, a score on a test is a construct for actual learning. contract labor Contract labor consists of people who are hired (and often trained) by an independent agency that supplies companies with needed human resources
38、for a fee. contributory benefit plans Contributory benefit plans are fringe benefits that require both the employer and the employee to contribute to the cost of the insurance, retirement, or other employer benefit. coordinated organizing Coordinated organizing occurs when two or more un
39、ions pool their resources to organize a targeted employer or group of employees. corrective discipline Corrective discipline is an action that follows a rule infraction and seeks to discourage further infractions so that future acts are in compliance with standards. counseling Counseling
40、 is the discussion of an employee problem with the general objective of helping the worker cope with it. counseling functions Counseling functions are the activities performed by counselors. They include advice, reassurance, communication, release of emotional tension, clarified thinking, and
41、 reorientation. craft unions Craft unions are labor organizations that seek to include all workers who have a common skill, such as carpenters or plumbers. critical incident method The critical incident method requires the rater to report statements that describe extremely good or extreme
42、ly bad employee behavior. These statements are called critical incidents, and they are used as examples of good or bad performance in rating the employee. Decision-making authority See line authority. deductible clause A deductible clause is a provision in an insurance policy that require
43、s the insured to pay a specified amount of a claim before the insurer is obligated to pay. deferral jurisdictions Deferral jurisdictions are areas in the United States where the EEOC will refer a case to another (usually a state or local)agency; for example, Florida Human Relations Commissio
44、n. deferred stock incentive systems These incentives award stock that becomes owned by the executive gradually over several years. delegation Delegation is the process of getting others to share a manager's work. It requires the manager to assign duties, grant authority, and create a sen
45、se of responsibility. Delphi technique The Delphi technique solicits predictions from a panel of experts about some specified future development(s). The collective estimates are then reported back to the panel so that the members may adjust their opinions. This process is repeated until a gener
46、al agreement on future trends emerges. demographics Demographics is the study of population characteristics. demotions Demotions occur when an employee is moved from one job to another that is lower in pay, responsibility, and organizational level. development Development represents
47、those activities that prepare an employee for future responsibilities. Dictionary of Occupational Titles (DOT) The Dictionary of Occupational Titles is a federal government publication that provides detailed job descriptions and job codes for most occupations in government and industry. di
48、fferential validity Differential validity is used to demonstrate that tests or other selection criteria are valid for different subgroups or protected classes. directive counseling Directive counseling is the process of listening to an employee's emotional problems, deciding with the employ
49、ee what should be done, and then telling and motivating the employee to do it. (See non directive counseling.) discipline Discipline is management action to encourage compliance with the organization's standards. dismissal Dismissal is the ultimate disciplinary action because it separate
50、s the employee from the employer for a cause. disparate impact Disparate impact occurs when the results of an employer's actions have a different effect on one or more protected classes. disparate treatment Disparate treatment occurs when members of a protected class receive unequal trea
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