final Flashcards
(90 cards)
1
Q
relative pay of different jobs and how much they are paid
A
pay structure
2
Q
average pay
A
pay level
3
Q
relative pay of jobs in an organization
A
job structure
4
Q
theory stating that wages influence worker productivity
A
efficiency wage theory
5
Q
comparing an organization’s practices against those of the competition
A
benchmarking
6
Q
different employees in the same job may have different pay rates
A
rate ranges
7
Q
jobs that are common
A
key jobs
8
Q
jobs that are unique
A
nonkey jobs
9
Q
procedure used to measure internal job worth
A
job eval
10
Q
characteristics of a job that org values & chooses to pay for
A
compensable factors
11
Q
math expression that describes the r/s b/t jobs pay and jobs eval points
A
pay policy line
12
Q
jobs of similar worth grouped together
A
pay grades
13
Q
distance b/t max & min amounts in pay grade
A
range spread
14
Q
index b/t actual & intended pay
A
compa-ratio
15
Q
reducing number of job levels
A
delayering
16
Q
pay based on skills
A
skill based pay
17
Q
policy for undervaluation of women’s jobs
A
comparable worth
18
Q
law that est min wage & overtime pay
A
FLSA
19
Q
lowest amt that employers are legally allowed to pay
A
min wage
20
Q
employees who are not covered by FLSA
A
exempt
21
Q
theory that states that motivation is a function of valence, instrumentality, & expectancy
A
expectancy theory
22
Q
person who seeks to direct another person’s behavior
A
principal
23
Q
a person who is expected to act on behalf of a principal
A
agent
24
Q
a grid that combines an employee’s performance rating w/ the employee’s position in pay range to determine the size & frequency of his/her pay increases
A
merit increase grid
25
a compensation plan in which payments are based on a measure of org performance & do not become part of base salary
profit sharing
26
employee ownership plan that gives employees the opportunity to buy the company's stock at a previously fixed price
stock options
27
employee ownership plan that gives employers certain tax & financial advantages when stock is granted to employees
ESOP
28
form of compensation based on group or plant performance that does not become part of base salary
gainsharing
29
the % of an additional dollar of earnings that goes to taxes
marginal tax rate
30
act that requires employers to permit employees to extend their health insurance coverage at group rates for up to 36 months following a qualifying event
COBRA
31
the agency that guarantees to pay employees a basic retirement benefit in the event that financial difficulties force a company to terminate or reduce employee pension plans
Pension Benefit Guaranty Corporation PBGC
32
the act that increased the fiduciary responsibilities of pension plan trustees, est vesting rights & portability provisions, & est the PBGC
ERISA
33
retirement plan in which the employer sets up an ind acct for each employee & contributes a % of the employee's salary
cash balance plan
34
reporting requirement of ERISA that obligates employers to describe the plan's info within 90 days after en employee has entered the plan
Summary Plan Description SPD
35
act that requires employers with 50 or more employees to provide up to 12 weeks of unpaid leave
FMLA
36
health care plan that provides benefits on a prepaid basis for employees
HMO
37
group of health care providers who contract with employers, insurance companies, etc
PPO
38
rule that requires companies to fund benefits provided after retirement on an accrual rather than a pay-as-you-go basis
Financial Accounting Statement FAS
39
union contract provision that requires an employer to deduct union dues from employees' paychecks
checkoff provision
40
union security provision requiring a person to be a union member before being hired. Illegal by NRLA
closed shop
41
union security provision that requires a person to join the union within a certain amt of time after being hired
union shop
42
union security provision that requires an employee to pay union membership dues but not to join the union
agency shop
43
union rules requiring members to remain members for a certain period of time
maintenance membership
44
what does the right-to-work laws make illegal
union shops, agency shops, and maintenance membership
45
the act that outlawed unfair union labor practices
Taft-Hartley Act
46
form of union membership by which the union receives dues in exchange for services
associate union membership
47
union activities designed to exert pressure on employers during the union-organizing process
corporate campaigns
48
part of the labor-mgmt negotiation process that focuses on dividing a fixed economic pie
distributive bargaining
49
part of the labor-mgmt negotiation process that seeks solutions beneficial to both sides
integrative bargaining
50
aspect of the labor-mgmt negotiation process that refers to the r/s & level of trust b/t negotiators
attitudinal structuring
51
the part of the labor-mgmt negotiation process that focuses on the conflicting obj of factions w/i labor & mgmt
intraorganizational bargaining
52
procedure for resolving collective bargaining impasses by which a mediator acts as facilitator
mediation
53
person who reports on the reasons for labor-mgmt dispute & the views of arguments of both sides
fact finder
54
procedure for resolving collective bargaining impasses by which an arbitrator chooses a solution to the dispute
arbitration
55
the NLRA requirement that all bargaining unit members have equal access to representation by the union
duty of fair representation
56
one of Hofstede's cultural dimensions that describes the strength of the r/t b/t individuals
individualism-collectivism
57
one of Hofstede's cultural dimensions that describes how a culture deals with hierarchial power r/t
power distance
58
one of Hofstede's cultural dimensions that describes how cultures seek to deal with unpredictable future
uncertainty avoidance
59
one of Hofstede's cultural dimensions that describes the division of roles b/t the sexes
masculinity-femininity
60
one of Hofstede's cultural dimensions that describes how a culture balances immediate benefits and future rewards
long-term short-term orientation
61
country in which a company's corporate headquarters is located
parent country
62
country in which they seek to place a facility or already have a facility
host country
63
country other than parent or host country
third country
64
employee sent to another country
expatriate
65
employees who were born and live in parent country
PCN
66
employees who were born and live in host country
HCN
67
employees who were born and live in country other than parent or host country
TCN
68
company's ability to make HRM decisions from an international perspective
transnational scope
69
reflects the multinational composition of a company's managers
transnational representation
70
extent to which a company's planning and decision-making processes include reps & ideas from a variety of cultures
transnational process
71
type of assessment of HRM effectiveness that involves review of customer satisfaction
audit approach
72
type of assessment of HRM effectiveness that involves determining the impact of a program or practice
analytic approach
73
organization's use of an outside organization for a broad set of services
outsourcing
74
review and redesign of work processes to make them more efficient
reengineering
75
current apps of knowledge, proc, & equip that have not been previously used. Replacing human labor
new technologies
76
computations and calculations used to review and document HRM decisions and practices
transaction processing
77
prob-solv systems which usually include a what-if feature
decision support systems
78
computer systems inc the decision rules of experts
expert systems
79
a combo of desktop comp, comp terminals, & mainframes that share access and databases
network
80
computer design that provides a method to consolidate data and apps into a single host system
client-server architecture
81
a database structure that stores info in separate files that can be linked by common elements
rational database
82
process for scanning docs, storing them electronically, and retrieving them
imaging
83
software that enables multiple users to track, share, and organize info and to work on the same database simultaneously
groupware
84
role of CHRO that focuses on the form and imp of the firm's strategy
strategic advisor
85
role of CHRO that focuses on building and identifying the human capital
talent architect
86
role of CHRO that focuses on counseling or coaching team members or resolving interpersonal or political conflicts
counselor/ confidante/ coach
87
role of CHRO that focuses on working with HR team members regarding the dev, design, and delivery of HR services.
leader of the HR fx
88
role of CHRO that focuses on prep for board meetings, phone calls w/ board members, and attendance at board meetings
liaison to the board
89
role of CHRO that focuses on identifying workforce morale issues or concerns
workforce sensor
90
role of CHRO that focuses on activities with external stakeholders
rep of the firm
