Human Resources Management 3B

360-degree feedback appraisal

A performance appraisal method where employees are evaluated by superiors, peers, subordinates, and sometimes clients.

Adverse impact

Occurs when an employment practice results in unfavorable outcomes for a protected class.

Affirmative action

The policy aimed at achieving equality of opportunity within an organization.

Arbitration

A process where a neutral third party, an arbitrator, makes binding decisions on disputes.

Base pay

The basic wage or salary paid to employees for performing their job.

Behavioral-description interviews

Structured interviews focusing on applicants' past job-related behaviors.

Behaviorally-anchored rating scale (BARS)

A performance rating scale that includes specific behaviors to rate employee performance.

Benefits

Additional nonmonetary forms of compensation provided to employees.

Bullying

The mistreatment of individuals that includes abusive behaviors which are threatening or humiliating.

Collective bargaining

Negotiations between management and employees regarding employment terms like compensation and working conditions.

Compensation

A combination of wages/salaries, incentives, and benefits given to employees.

Cost-of-living adjustment (COLA)

A clause that adjusts wages based on the cost of living.

Disparate treatment

Occurs when employees from protected groups are treated differently based on discriminatory factors.

Employment at will

The principle that an employee can be dismissed for any reason at any time.

Employment tests

Standardized assessments used to evaluate specific skills and abilities of job applicants.

Equal Employment Opportunity Commission (EEOC)

Government agency that enforces anti-discrimination laws in employment.

External recruiting

Attracting job applicants from outside of the organization.

Forced ranking performance review systems

Ranks employees against each other, typically on a bell curve.

High-performance work system (HPWS)

HR practices aimed at improving employee performance.

Human capital

The economic value of employees' knowledge, skills, and experience.

Human resource (HR) management

The management of activities related to attracting, developing, and retaining an effective workforce.

Internal recruiting

Promoting existing employees to fill job openings within the organization.

Labor unions

Organizations formed by employees to negotiate job-related issues with management.

Legal defensibility

The ability of a selection device to measure job-related criteria without bias.

Mediation

A neutral third-party process that facilitates a resolution between disputing parties.

Objective appraisals

Performance evaluations based on factual and numerical data.

Performance appraisal

The process of assessing employee performance and providing feedback.

Performance management

A system of processes to define, measure, and improve employee performance.

Person-job (P-J) fit

The compatibility between a person’s characteristics and a job's requirements.

Recruiting

The process of attracting qualified applicants for job openings.

Right-to-work laws

Statutes that prevent mandatory union membership as a condition of employment.

Selection

The process of screening and choosing the best candidate for a job position.

Sexual harassment

Unwanted sexual attention that creates a hostile work environment.

Situational interviews

Interviews where applicants are asked how they would respond to hypothetical scenarios.

Social capital

The value derived from strong relationships and networks within a group.

Strategic human resource management

Aligning HR policies and systems with strategic organizational objectives.

Structured interview

An interview format that asks all applicants the same questions for comparison.

Subjective appraisals

Performance evaluations based on a manager's personal perception of employee traits.

Talent management

The process of placing high-potential employees in key positions for organizational success.

Unstructured interview

An interview format that involves open-ended questions to understand the applicant's character.

Workplace discrimination

Making employment decisions based on non-job-related criteria like race or gender.