MAN 3025 Chapter 9

360-degree assessment

(360-degree feedback appraisal) employees are appraised not only by their managerial superiors but also by peers, subordinates and sometimes clients

adverse impact

occurs when an organization uses employment practice or procedure that results in negative outcomes to a protected class of individuals over another group of people

Affirmative action

Focuses on achieving equality of opportunity within an organization

Arbitration

Process in which a neural third party listens to both parties in a dispute and makes a decision that the parties have agreed will be binding on them

assessment center

management candidates participate in activities for a few days while being assessed by evaluators

Base pay

basic wage or salary paid employees in exchange for doing their jobs

Behavioral- description interview

Interviewer explores what applicants have actually done in the past

Behaviorally anchored rating scale (BARS)

Rates employee gradations in performance according to scales of specific behaviors

Benefits (fringe benefits)

Additional non monetary forms of compensation designed to enrich the lives of all employees in the organization

Collective bargaining

Consists of negotiations between management and employees about disputes over compensation, benefits, working conditions and job security

Compensation

Has three parts: wages or salaries, incentives, and benefits

Cost-of-living-adjustment clause

Ties future wage increases to increases in the cost of living

Development

Describing educating professionals and managers in the skills they need to do their jobs in the future

Disparate Treatment

results when employees from protected groups are intentionally treated differently

employment tests

tests legally considered to consist of any procedure used in the employment selection process

Equal Employment Opportunity (EEO) Commission

job is to enforce antidiscrimination and other employment related laws

external recruiting

attracting job applicants from outside the organization

Fair Labor Standards Act of 1938

Established minimum living standards for workers engaged in interstate commerce, including provision of a federal minimum wage

Forced ranking performance review

All employees within a business unit are ranked against one another and grades are distributed along some sort of bell curve

Formal Appraisal

conducted at scheduled times of the year, are based on pre-established performance measures.

Givebacks

the union agrees to give up previous wage or benefit gains in return for something else

grievance

a complaint by an employee that management has violated the terms of the labor-management agreement

human capital

economic or productive potential of employee knowledge, experience, and actions

Human resource inventory

Report listing an organizations employees by name, education, training, languages and other important information

Human Resource (HR) Management

The activities managers perform to plan for, attract, develop, and retain an effective workforce

informal appraisals

conducted on an unscheduled basis and consist of less rigorous indications of employee performance

internal recruiting

making people already employed by the organization aware of job openings

job analysis

determining the basic elements of a job by observation and analysis

job description

summarizes what the holder of the job does and how and why he or she does it

job posting

placing information about job vacancies and qualifications on bulletin boards, newsletters, or the organizations intranet

job specification

describes the minimum qualifications a person must have to perform the job successfully

knowledge worker

someone whose occupation is principally concerned with generating or interpreting information

Labor Unions

Organizations of employees formed to protect and advance their members interests by bargaining with management over job-related issues

Mediation

Process in which a neutral third party, a mediator, listens to Both sides in a dispute, makes suggestions and encourages them to agree on a solution

National Labor Relations Board

enforces procedures whereby employees may vote to have a union and for collective bargaining (1935)

objective appraisals

(Known as results appraisals) are based on facts and are often numerical

orientation

helping the newcomer fit smoothly into the job and the organization

performance appraisal

consists of assessing an employer's performance and providing him with feedback

Performance Management

Continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and positive reinforcement

realistic job preview

gives a candidate both the good points and bad points of the job and the organization before he or she is hired

Recruiting

Process of locating and attracting qualified applicants for jobs open in the organization

Reliability

The degree to which a test measures the same thing consistently

right-to-work laws

statutes that prohibit employees from being required to join a union as a condition of employment

selection process

the screening of job applicants to hire the best candidate

sexual harassment

consists of unwanted sexual attention that creates an adverse work environment

situational interview

the interviewer focuses on hypothetical situations

social capital

economic or productive potential of strong, trusting, and cooperative relationships

Strategic Human Resource Planning

Consists of developing a systematic, comprehensive strategy for understanding current employee needs and predicting employee needs

structured interview

Involves asking each applicant the same questions and comparing their responses to a standardized set of answers

subjective appraisals

based on a manager's perceptions of an employee's traits or behaviors

Training

Refers to educating technical and operational employees in how to better do their current jobs

two-tier wage contracts

new employees are paid less or receive lesser benefits than veteran employees have

union security clause

Part of the labor-management agreement that states that employees who receive union benefits must join the union or at least pay the dues

unstructured interview

involves asking probing questions to find out what the applicant is like

Validity

A test measures what it is purports to measure and is free of bias

workplace discrimination

occurs when people are hired or promoted for reasons not relevant to the job

onboarding

programs that help employees to integrate and transition to new jobs by making them familiar with corporate policies, procedures, culture, and politics by clarifying work-role expectations and responsibilities

bullying

repeated mistreatment of one or more persons by one or more perpetrators; it is abusive physical, psychological, verbal, or nonverbal behavior that is threatening, humiliating, or intimidating

exit interview

a formal conversation between a manager and a departing employee to find out why he or she is leaving and to learn about potential problems in the organization

nondisparagement agreement

Is a contract between two parties that prohibits one party from criticizing the other; it is often used in severance agreements to prohibit former employees from criticizing their former employers