VOCABULARY Flashcards
(149 cards)
1
Q
Human resources management
A
integrated set of processes, practices, programs, systems in an organization that focuses on effective deployment + development of employees
2
Q
Globalization
A
moving local or regional businesses into global marketplace
3
Q
Downsizing
A
planned elimination of jobs
4
Q
Outsourcing
A
contract from outside organization for work formerly done by internal employees
5
Q
Contractor
A
person hired on contract to perform specific job (not considered part of employee base)
6
Q
Telecommuting
A
conduct work activities in different locations by using technology
7
Q
Six Sigma
A
process used to translate customer needs into set of optimal tasks performed in concert with one another
8
Q
Lean
A
Organizational system of improvements that maximize customer value, minimize waste
9
Q
Benchmarking
A
find best practices in other organizations that can be brought in to enhance performance
10
Q
Human capital
A
individual’s knowledge, skills, abilities = economic value to organization
11
Q
Core competencies
A
combination of knowledge, skills, characteristics needed to perform role in organization
12
Q
Talent management
A
leveraging competencies to achieve high organizational performance
13
Q
Culture
A
consistent observable pattern of behaviours in organization
14
Q
HR management strategy
A
identifying key HR processes and linking to overall business strategy
15
Q
Systemic discrimination
A
exclusion of members of certain groups through application of employment policies or practices based on non-job related criteria
16
Q
Bona fide occupational qualification (BFOQ)
A
justifiable reason for discrimination based on business reasons of safety/effectiveness
17
Q
Reasonable accomodation
A
attempt by employers to adjust working conditions/practices to prevent discrimination
18
Q
reverse discrimination
A
giving preference to members of certain groups such that others feel they are the subjects of discrimination
19
Q
harassment
A
any unwanted physical/verbal behaviour that offends/humiliates
20
Q
psychological harassment
A
repeated aggravating behaviour that affects an employee’s dignity, psychological, physical integrity and results in harmful work environment
21
Q
Employment equity
A
Canadian process for achieving equality in all aspects of employment
22
Q
Designated groups
A
women, visible minorities, Aboriginal peoples, persons with disabilities; have been disadvantaged in employment
23
Q
pay equity
A
practice of equal pay for work of equal value
24
Q
Diversity management
A
combination of organizational policies/practices that support + encourage employee differences in order to reach business objectives
25
Inclusion
putting the concept of diversity into action
26
Ethics
set of standards of conduct + moral judgments that help determine right vs wrong behaviour
27
Whistleblowing
reporting unethical behaviour to outside the organization
28
employee engagement
amount of commitment/dedication employee has toward organization
29
occupational injury
cut/fracture/sprain/amputation from workplace accident
30
occupational illness
abnormal condition or disorder from exposure to environmental factors in workplace
31
industrial disease
disease from exposure relating to specific process/trade/industry
32
material safety data sheet (MSDS)
document with vital info about hazardous substances
33
cumulative trauma disorders
injuries involving tendons (fingers/hands/arms), inflamed from repeated stresses/strains
34
cyber bullying
bullying through communication technology/information
35
stress
adaptive demand caused by physical, mental, emotional factors -> require coping behaviour
36
workplace stressor
workplace event/process/practice that has potential to cause worker stress
37
disability management
integrated approach to managing disability-related benefits
38
employee-assistance program (EAP)
program to provide short-term counselling/referrals to appropriate professionals
39
Job
group of related activities + duties
40
Position
specific duties/responsibilities performed by only 1 employee
41
Work
tasks/activities that need to be completed
42
Role
part played by employee within organization and the associated expected behaviours
43
Job incumbent
employee hired to do a job
44
Job analysis
process of obtaining info about jobs by determining the duties, tasks, activities, KSA associated with the job
45
Job description
document listing tasks/duties/responsibilities of job to be performed, + KSAs and competencies needed to perform that work
46
Job specifications
statement of needed KSAs of the person who is to perform the job
47
Standards of performance (SOP)
set out expected results of the job
48
Job design
process of defining/organizing tasks, roles, other processes to achieve employee goals + organizational effectiveness
49
Job characteristics model
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
50
employee empowerment
granting employees power to initiate change, encouraging them to take charge of what they do
51
employee teams
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)
52
virtual team
widely dispersed members linked through computer/other technology
53
HR planning
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
54
Trend analysis
quantitative approach to forecasting labour demand on organizational index
55
management forecasts
opinions/judgments of supervisors + others knowledgeable about organization's future employment needs
56
staffing table
graph representation of organizational jobs + # of employees currently occupying those jobs + future employment needs
57
markov analysis
method for tracking pattern of employee movements through various jobs
58
skills inventory
info about the education, experiences, skills, etc of staff
59
recruitment
process of locating/encouraging people to apply for jobs
60
employment branding
organization's reputation as an employer
61
internal job posting
method of communicating info about job openings to within the company (recruit from within)
62
labour market
area from which applicants are recruited
63
selection
process of choosing individuals who have relevant qualifications and will best perform on the job to fill existing or projected job openings
64
reliability
degree to which the selection procedures yield comparable data over time
65
validity
how well the selection procedure measures their suitability for the job
66
panel interview
board of interviewers question a single candidate
67
behavioural description interview (BDI)
question about what they did in a given situation
68
situational question
hypothetical incident, asked how they would respond to it
69
aptitude test
measure capacity to learn/acquire skills
70
achievement test
measure of what is known/can be done right now
71
orientation
formal process of familiarizing new hires with organization, their jobs, work unit; critical to socialization embed organizational values/beliefs/behaviours)
72
training
acquisition of skills, behaviours, abilities to perform current work
73
development
acquisition of skills, behaviours, abilities to perform future work/solve organizational problem
74
instructional objectives
desired outcomes of training program
75
trainee readiness
consideration of trainee's maturity/experience when assessing them
76
behaviour modification
technique: if behaviour is rewarded -> exhibited more frequently in future
77
on-the-job training
employees given hands-on experience with instruction from supervisor/other trainer
78
apprenticeship training
worker entering skilled trade is given thorough instruction/experience (on and off the job)
79
co-operative training
program that combines practical job experience + formal education
80
internship program
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
E-learning
learning through electronic media
82
transfer of training
application of principles learned to what is required on job
83
benchmarking (training)
measure one's own services/practices against recognized leaders to identify areas for improvement
84
transfer
place individual in another job for which duties/responsibilities/status/pay are approx. equal to those of previous job
85
promotion
change of assignment to a job at higher level in organization
86
mentors
managers who coach/advise/encourage less experienced employees
87
performance management system
set of integrated management practices
88
manager/supervisor review
performance review done by employer's supervisor
89
self-review
performance review done by employee being assessed (fill out form)
90
subordinate review
performance review of supervisor by employee, for developmental purposes
91
peer review
performance reviews done by one's fellow employees (forms -> compiled)
92
team review
performance review based on total quality management (TQM) concepts, recognize team accomplishment instead of individual performance
93
customer input
performance review based on total quality management (TQM) concepts, seeks info from external/internal customers
94
graphic rating scale
trait approach to performance review, employee rated according to scale of characteristics
95
behaviourally anchored rating scale (BARS)
behavioural approach to performance review, series of vertical scales (one for each important dimension of job performance
96
Balanced scorecard
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
Direct compensation
wages/salaries, incentives, bonuses, commissions
98
Indirect compensation
rewards other than direct compensation (extended health/dental plans, other programs and plans)
99
Total rewards
everything that the employee feels is of value in the employment relationship
100
Equitable compensation
compensation received is perceived to be equal to the value of the work performed
101
pay-for-performance standard
standard by which managers tie direct compensation to employee or organizational effort and performance - variable pay based on performance (bonuses, commissions)
102
hourly work
work paid on hourly basis
103
piecework
work paid according to # units produced
104
job evaluation
systemic process of determining the relative worth of jobs in the organization, in order to establish which jobs should be paid more
105
consumer price index (CPI)
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
real wages
wage increases larger than rises in CPI - the real earning power of wages
107
wage and salary survey
survey of wages paid to employees of other employers in that specific labour market
108
pay grades
groups of jobs within a particular class that are paid the same rate or rate range
109
competency-based pay
pay based on how many capabilities employees have or how many jobs they can perform
110
eldercare
care provided to an elderly relative by employee who remains active at work (similar to childcare but for elders)
111
employee rights
expectations of fair treatment from employers
112
negligence
failure to provide reasonable care that results in injury to consumers/other employees
113
statutory rights
rights deriving from legislation
114
contractual rights
rights deriving from contracts
115
due process
employee's right to a fair process in making a decision related to employment relationship
116
discipline
1. treatment that punishes
2. orderly behaviour in organizational setting
3. training that molds/strengthens desirable conduct, correct undesirable conduct, develops self control
117
progressive discipline
application of corrective measures by increasing degrees (severity)
118
positive (nonpunitive) discipline
system that focuses on early correction of misconduct, with employee taking total responsibility for correcting the problem
119
wrongful dismissal
terminating an employee's employment without just cause
120
constructive dismissal
changing employee's working conditions such that compensation, status, or prestige is reduced
121
alternative dispute resolution (ADR)
different types of employee complaint or dispute resolution procedures
122
Mediation
use of impartial 3rd parth to help facilitate resolution to employment disputes
123
step-review system
system for reviewing employee complains and disputes by successively higher levels of management
124
hearing officer
person with full-time position in organization but assumes neutral role when deciding cases between management and aggrieved employees
125
open-door policy
policy of settling grievances that identifies various levels of management above immediate supervisor for employee to contact
126
ombudsperson
designated individual from whom employees may seek counsel for resolution of their complaints
127
labour relations process
1. workers desire collective representation
2. union begins organizing campaign
3. collective negotiations lead to contract
4. contract is administered
128
union shop
provision of collective agreement that requires employees to join the union as a condition of their employment
129
closed shop
provision of collective agreement that requires employers to only hire union members
130
open shop
provision of collective agreement that allows employees to join/not join union
131
membership card
statement signed by employee authorizing a union to act as a representative of the employee for purposes of collective bargaining
132
bargaining unit
2+ employees who share common employment interests/conditions and can be grouped together for collective bargaining
133
unfair labour practices
specific employer and union illegal practices that operate to deny employees their rights and benefits under labour law
134
union certification
acquisition of exclusive rights by union to represent the employees
135
management rights
decisions regarding organizational operations over which management claims exclusive rights
136
union (shop) steward
employee (unpaid union official) represents interests of members in relations with management
137
business agent
paid labour official responsible for negotiating/administering collective agreement and working to resolve union members' problems
138
interest-based bargaining
problem-solving bargaining based on win-win philosophy and development of a positive long term relationship
139
strike
unionized workers refuse to perform their work during labour negotiations
140
lockout
employer denying employees opportunity to work by closing operations
141
mediator (labour relations)
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
arbitrator (labour relations)
3rd party neutral who resolves labour dispute by issuing a final binding decision in an agreement
143
interest arbitration
mechanism to renew/establish new collective agreement
144
rights arbitration
mechanism to resolve disputes about interpretation/application of collective agreement during the term of that collective agreement
145
residual rights
concept that management's authority is supreme in all matters except those it has expressly conceded to the union in the collective agreement
146
defined rights
concept that management's authority should be expressly defined and clarified in collective agreement
147
grievance procedure (labour relations)
formal procedure that provides union a way to process complaint that something in collective agreement has been violated
148
grievance resolution
process in which a neutral 3rd party assists in resolution of employee grievance (arbitrator, board, or panel hears case)
149
arbitration award
final and binding award issued by arbitrator in labour-management dispute
