Post Vocabulary Alpha 2016 Pt. 2 Flashcards
(149 cards)
1
Q
NLRB v. Weingarten
A
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.
2
Q
Nominal group technique
A
Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues.
3
Q
Nonexempt employees
A
Employees covered under U. S. Fair Labor Standards Act regulations, including minimum wage and overtime pay requirements.
4
Q
Occupational illness
A
Medical condition or disorder, other than one resulting from an occupational injury, caused by exposure to environmental factors associated with employment.
5
Q
Occupational injury
A
Injury that results from a work-related accident or exposure involving a single incident in the work environment.
6
Q
Occupational Safety and Health Administration (OSHA)
A
U.S. agency that administers and enforces the Occupational Safety and Health Act of 1970.
7
Q
Occupational Safety and Health (OSH) Act
A
U.S. act that established the first national policy for safety and health and continues to deliver standards that employers must meet to guarantee the health and safety of their employees.
8
Q
Offshoring
A
Situation in which a company relocates processes or production to an international location by means of subsidiaries or third-party affiliates.
9
Q
Older Workers Benefit Protection Act (OWBPA)
A
U.S. act that amended the Age Discrimination in Employment Act to include all employee benefits; also provided standards that an employee’s waiver of the right to sue for age discrimination must meet in order to be upheld by a court.
10
Q
Onboarding
A
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.
11
Q
On-the-job training (OJT)
A
Training provided to employees at the work site utilizing demonstration and performance of job tasks.
12
Q
Organizational culture
A
The basic beliefs and customs shared by members of an organization that contribute to an organization’s sense of its identity.
13
Q
Organizational development
A
Process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planned interventions.
14
Q
Organizational learning
A
Certain types of learning activities or processes that may occur at any one of several levels in an organization.
15
Q
Organizational values
A
Beliefs that are important to an organization and often dictate employee behavior.
16
Q
Orientation
A
Process in which a new employee becomes familiar with an organization as well as his or her department, coworkers, and the job.
17
Q
Outsourcing
A
Contracting with third-party vendors to provide selected services/activities.
18
Q
Overtime pay
A
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.
19
Q
Paired comparison
A
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.
20
Q
Patient Protection and Affordable Care Act (PPACA)
A
2010 U.S. law that requires virtually all citizens and legal residents to have minimum health coverage and requires employers with more than 50 full-time employees to provide health coverage that meets minimum benefit specifications or pay a penalty.
21
Q
Pay compression
A
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.
22
Q
Pay equity
A
Fairness of compensation and benefits paid to employees.
23
Q
Pay for performance (P4P, PfP)
A
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.
24
Q
Pay grades
A
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.
25
Pay ranges
Set the upper and lower bounds of possible compensation for individuals whose jobs fall within a pay grade.
26
Pedagogy
Study of the education of children.
27
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.
28
Performance appraisal
Process of measuring employees' adherence to performance standards and providing feedback.
29
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
30
Performance bonus
One-time payment made to an employee; also called a lump-sum increase (LSI).
31
Performance management
Process of maintaining/improving employee job performance.
32
Performance standards
Expectations of management translated into behaviors and results that employees can deliver.
33
Perquisites
Special incidental payments, benefits, or privileges given to individual employees, over and above their regular rewards.
34
Person-based pay
Pay systems in which employee characteristics, rather than the job, determine pay.
35
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.
36
Picketing
Positioning of employees at a place of work targeted for the action for the purpose of protest.
37
Pilot programs
Learning/development programs offered initially in a controlled environment with a segment of the target audience.
38
Pluralism
Type of labor environment in which multiple forces are at work, each with its own agenda, and conflict is overcome through negotiation.
39
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.
40
Portal-to-Portal Act
U.S. act that defines what is included as hours worked and is therefore compensable and a factor in calculating overtime.
41
Pregnancy Discrimination Act
U.S. act that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.
42
Premiums
Payments in return for the achievement of specific, time-limited, targeted objectives.
43
Primacy error
Occurs when an appraiser gives more weight to an employee's earlier performance and discounts recent occurrences.
44
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.
45
Process alignment
Extent to which underlying operations such as IT, finance, or HR integrate across locations.
46
Productivity-based pay
Pay based on the quantity of work and outputs that can be accurately measured.
47
Product structure
Organizational structure in which functional departments are grouped under major product divisions.
48
Protected class
People who are covered under a particular federal or state antidiscrimination law.
49
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.
50
Public comment period
Time allowed for the public to express its views and concerns regarding an action of an administrative agency.
51
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.
52
Radicalism
Belief that management-labor conflict is an inherent characteristic of capitalism and can be resolved only with a change in the economic system.
53
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.
54
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.
55
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.
56
Recruitment
Process of encouraging candidates to apply for job openings.
57
Red-circle rates
Situations in which employees' pay is above the range maximum.
58
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.
59
Regression analysis
Statistical method used to determine whether a relationship exists between variables and the strength of the relationship.
60
Regulation
A rule or order issued by an administrative agency; often has the force of law.
61
Relationship Management competency
The ability to manage interactions to provide service and to support the organization.
62
Reliability
Ability of an instrument to provide results that are consistent.
63
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.
64
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.
65
Replacement planning
"Snapshot" assessment of the availability of qualified backup for key positions.
66
Residual risk
Amount of uncertainty that remains after all risk management efforts have been exhausted.
67
Restructuring
Act of reorganizing legal, ownership, operational, or other organizational structures.
68
Retention
Ability to keep talented employees in the organization.
69
Reverse innovation
Innovations created for or by emerging-economy markets and then imported to developed-economy markets.
70
Risk
The effect of uncertainty on objectives; outcomes may include opportunities or threats.
71
Risk appetite
Amount of risk the organization or function is willing to pursue or accept to attain its goals.
72
Risk control
An action taken to manage a risk.
73
Risk management
Identification, evaluation, and control of risk that may affect an organization, typically incorporating the use of insurance and other strategies.
74
Risk position
An organization's desired gain or acceptable loss in value.
75
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).
76
Risk tolerance
Amount of uncertainty an organization is willing to pursue or to accept to attain its risk management.
77
Root-cause analysis
Type of analysis that starts with a result and then works backward to identify fundamental cause.
78
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.
79
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.
80
Secondary action
Attempt by a union to influence an employer by putting pressure on another employer.
81
Selection
Process of vetting the most suitable candidate for a position.
82
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.
83
Selection screening
Analyzing candidates' application forms, curriculum vitae, and r?sum?s to locate the most-qualified candidates for an open job.
84
Seniority
System that shows preference to employees with the longest service.
85
Service-level agreement (SLA)
Part of a service contract where the service expectations are formally defined.
86
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.
87
Simulations
Representations of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.
88
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.
89
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.
90
Situation judgment tests (SJTs)
Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.
91
Six Sigma
A set of techniques and tools for quality process improvement.
92
Social media
Variety of Internet technology platforms and communities that people use to communicate and share information and resources.
93
Social movement unionism
Type of union activity that focuses on social topics such as antidiscrimination, environmental actions, and HIV/AIDS treatment and prevention.
94
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.
95
Sourcing
Process of generating a pool of qualified job applicants.
96
Span of control
Refers to the number of individuals who report to a supervisor.
97
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.
98
Staff units
Work groups that assist line units by providing specialized services, such as HR.
99
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.
100
Stakeholders
All those affected by an organization's social, environmental, and economic impact shareholders, employees, customers, suppliers, regulators, and local communities.
101
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.
102
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.
103
Strategic management
The actions that leaders take to move their organizations toward those goals and create value for all stakeholders.
104
Strategic planning
The process of setting goals and designing a path toward a competitive position.
105
Strategy
A plan of action for accomplishing an organization's long-range goals.
106
Stress interview
Type of interview in which the interviewer assumes an aggressive posture to see how a candidate responds to stressful situations.
107
Strictness
Error that occurs when an appraiser believes standards are too low and inflates the standards in an effort to make them meaningful.
108
Structured interview
Type of interview in which the interviewer asks every applicant the same questions; also called a repetitive interview.
109
Succession planning
A talent manage?ment strategy to help identify and foster the development of high-potential employees.
110
Sustainability
Practices that balance economic, social, and environmental interests to secure the interests of present and future generations.
111
SWOT analysis
Process for assessing an organization's strategic capabilities in comparison to threats and opportunities identified during environmental scanning.
112
Sympathy strike
Action taken in support of another union that is striking the employer.
113
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.
114
Time-based step-rate pay
System in which pay is based on longevity in the job and pay increases occur on a predetermined schedule.
115
Totalization agreements
Bilateral agreements entered into by many countries to eliminate double taxation for individuals on international assignments.
116
Total rewards
Direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers.
117
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.
118
Training
Process of providing knowledge, skills, or abilities (KSA) specific to a task or job.
119
Transfer of learning
Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.
120
Transformational leadership
Leadership based on vision and strategy and focused on challenging and developing organizational members in order to attain long-range results.
121
Trend analysis
Statistical method that studies the way in which a variable may change over time.
122
Triple bottom line
Economic, social, and environmental impact metrics used to determine an organization?s success.
123
Turnover
Annualized formula that tracks number of separations and total number of workforce employees per month.
124
Unfair labor practice (ULP)
Violation of rights under labor-relations statutes.
125
Uniformed Services Employment and Reemployment Rights Act (USERRA)
U.S. act that protects the employment, reemployment, and retention rights of persons who serve or have served in the uniformed services.
126
Uniform Guidelines on Employee Selection Procedures
Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination.
127
Unitarianism
Belief that employers and employees can act together for their common good.
128
Unweighted average
Raw average of data that gives equal weight to all values, with no regard for other factors.
129
Validity
Ability of an instrument to measure what it is intended to measure.
130
Value
The benefit created when an organization meets its strategic goals.
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Value chain
The process by which an organization creates the product or service it offers to the customer.
132
Value drivers
Actions, processes, or results that are needed to deliver a desired value.
133
Variance analysis
Statistical method that identifies the degree of difference between planned and actual performance.
134
Vesting
Process by which a retirement benefit becomes nonforfeitable.
135
Veto
Action of rejecting a bill or statute.
136
Vicarious liability
Legal doctrine under which a party can be held liable for the wrongful actions of another party.
137
Vision statement
Vivid, guiding image of an organization's desired future, the future it hopes to attain through its strategy.
138
Visual learners
People who learn best by relying on their sense of sight.
139
Weighted average
Average of data that adds factors to reflect the importance of different values.
140
Weingarten rights
Union employees' right in U.S. to have a union representative or coworker present during an investigatory interview.
141
Well-being
Physical, psychological, and social aspects of employee health.
142
Wildcat strike
Work stoppages at union contract operations that have not been sanctioned by the union.
143
Worker Adjustment and Retraining Notification (WARN) Act
U.S. act that requires some employers to give a minimum of 60 days' notice if a plant is to close or if mass layoffs will occur.
144
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.
145
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.
146
Workforce planning
Process of analyzing the organization's workforce and determining steps required to prepare for future needs.
147
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.
148
Work-to-rule
Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions.
149
Workweek
Any fixed, recurring period of 168 consecutive hours (7 days times 24 hours = 168 hours).
