Managing human resources and labor relations

business essentials -- part 8 -- terms

Human resource management (HRM) -- set of organizational activities directed at attracting, developing, and maintaining an effective workforce
job analysis -- systematic analysis of jobs within an organization
job description -- outline of the duties of a job, working conditions, and the tools, materials, and equipment used to perform it
job specification -- description of the skills, abilities, and other credentials required by a job
replacement chart -- list of each management position, who occupies it, how long a person will likely stay in the job, and who is qualified as a replacement
employee information system (skills inventory) -- computerized system containing information on each employee's education, skills, work experiences and career aspirations
recruiting -- process of attracting qualified persons to apply for jobs and organization is seeking to fill
internal recruiting -- considering present employees as candidates for openings
external recruiting -- attracting persons outside the organization to apply for jobs
validation -- the process of determining the predictive value of a selection technique
on-the-job training -- training, sometimes informal, conducted while an employee is at work
off-the-job training -- training conducted in a controlled environment away from the worksite
vestibule training -- off the job training conducted in a simulated environment
performance appraisal -- evaluation of employees job performance in order to determine the degree to which the employee is performing effectively
compensation system -- set of rewards that organizations provide to individuals and return for their willingness to perform various jobs and tasks within the organization
wages -- compensation in the form of money paid for time worked
salary -- compensation in the form of money paid for discharging the responsibilities of a job
incentive program -- special compensation program designed to motivate high-performance
bonus -- individual performance incentive in the form of a special payment made over and above the employee's salary
merit salary system -- individual instead of linking compensation to performance in nonsales jobs
pay for performance or variable pay -- individual incentive yhat rewards a manager for especially productive output
profit-sharing plan -- incentive plan for distributing bonuses to employees when company profits rise above a certain level
gainsharing plan -- incentive plan that rewards groups for productive improvements
pay-for-knowledge plan -- incentive plan to encourage employees to learn new skills or become proficient at different jobs
benefits -- compensation and other than wages and salaries
workers compensation insurance -- legally required insurance for compensating workers injured on the job
cafeteria benefit plan -- benefit plan that set limits on benefits per employee, each of whom may choose from a variety of alternative benefits
equal employment opportunity -- legally mandated nondiscrimination in employment on the bases of race, creed, sex, or national origin
protected class -- set of individuals to buy nature of one or more common characteristics are protected under the law from discrimination on the basis of that characteristics
Equal Employment Opportunity Commission (EEOC) -- federal agency and forcing several discrimination related laws
affirmative action plan -- practice of recruiting qualified employees belonging to racial, gender, or ethnic groups you are underrepresented in an organization
Occupational Safety and Health Act of 1970 (OSHA) -- federal law setting in enforcing guidelines for protecting workers from unsafe conditions and potential health hazards in the workplace
sexual harassment -- practice or instance of making unwelcome sexual advances in the workplace
quid pro quo harassment -- form of sexual harassment in which sexual favors are requested in return for job related benefits
hostile work environment -- form of sexual harassment deriding from off-color jokes, lewd comments, and so forth
employment-at-will -- principle, increasingly modified by legislation and judicial decision, the organizations should be able to retain or dismiss employees at their discretion
workforce diversity -- range of workers attitudes, values, and behaviors that differ by gender, race, and ethnicity
knowledge workers -- employees who are of value because of the knowledge they possess
contingent worker -- employee hired on something other than a full-time basis to supplement and organizations permanent workforce
labor union -- group of individuals working together to achieve shared job-related goals, such as higher pay, shorter working hours, more job security, greater benefits, or better working conditions
labor relations -- process of dealing with employees who are represented by union
collective bargaining -- process by which labor and management negotiate conditions of employment for union represented workers
cost-of-living adjustment (COLA) -- labor contract clause tying future raises to changes in consumer purchasing power
wage reopener claus -- clause allowing wage rates to be negotiated during the life of the labor contract
strike -- labor action in which employees temporarily walk off the job and refuse to work
economic strike -- strike usually triggered by stalemate over one or more mandatory bargaining items
sympathy strike -- strike in which one union strikes to support action initiated by another
wildcat strike -- strike that is an authorized by the strikers union
picketing -- labor action in which workers publicize their grievances at the entrance to an employer's facility
boycott -- labor action in which workers refuse to buy the products of a targeted employer
slow down -- labor action in which workers perform jobs at a slower than normal pace
lockout -- management tactic whereby workers are denied access to the employer's workplace
strikebreaker -- worker hired as permanent or temporary replacement for striking employee
mediation -- method of resolving a labor dispute in which a third party suggests, but does not impose, a settlement
voluntary arbitration -- method of resolving a labor dispute in which both parties agree to submit to the judgment of a neutral party
compulsory arbitration -- method of resolving a labor dispute in which both parties are legally required to accept the judgment of a neutral party