CHRP - KE (copy)

9-box grid

A comparative diagram that includes appraisal and assessment data to allow managers to easily see an employee’s actual and potential performance

360-degree evaluation

A performance evaluation done by different people who interact with the employee, generally on forms compiled into a single profile for use in the evaluation meeting conducted by the employee’s manager

Applicant Tracking System (ATS)

A software application recruiters use to post job openings, screen résumés, contact potential candidates for interviews via email, and track the time and costs related to hiring people

Alternative Dispute Resolution (ADR)

A term applied to different types of employee complaint or dispute resolution procedures

Apprenticeship training

A system of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of the work

Arbitration award

Final and binding award issued by an arbitrator in a labour-management dispute

Assessment centre test

A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle the job

Attrition

A natural departure of employees from organizations through quits, retirements, and deaths

Augmented skills

Skills helpful in facilitating the efforts of expatriate managers

Authorization card

A statement signed by an employee authorizing a union to act as his or her representative for the purposes of collective bargaining

Balanced Scorecard (BSC)

A measurement framework that helps managers translate strategic goals into operational objectives

Balance sheet approach

A compensation system designed to match the purchasing power in a person’s home country

Bargaining power

The power of labour and management to achieve their goals through economic, social, or political influence

Bargaining unit

Group of two or more employees who share common employment interests and conditions and may reasonably be grouped together for purposes of collective bargaining

Bargaining zone

Area within which the union and the employer are willing to concede when bargaining

Behavioural Description Interview (BDI)

An interview in which an applicant is asked questions about what he or she did in a given situation

Behaviourally Anchored Rating Scale (BARS)

A behavioural approach to performance rating that consists of a series of vertical scales, one for each important dimension of job performance

Behaviour modelling

An approach that demonstrates desired behaviour and gives trainees the chance to practise and role-play those behaviours and receive feedback

Behaviour modification

A technique that operates on the principle that behaviour that is rewarded, or positively reinforced, will be exhibited more frequently in the future, whereas behaviour that is penalized or unrewarded will decrease in frequency

Behaviour Observation Scale (BOS)

A behavioural approach to performance rating that measures the frequency of observed behaviour

Benchmarking

The process of measuring one’s own services and practice against the recognized leaders in order to identify areas for improvement

Blended learning

The use of multiple training methods to achieve optimal learning on the part of trainees

Bona Fide Occupational Qualification (BFOQ)

A justifiable reason for discrimination based on business reasons of safety or effectiveness

Bonus

An incentive payment that is supplemental to the base wage

Branding

A company’s efforts to help existing and prospective workers understand why it is a desirable place to work

Broadbanding

Collapses many traditional salary grades into a few wide salary bands

Burnout

The most severe stage of distress, manifesting itself in depression, frustration, and loss of productivity

Business agent

Normally a paid labour official responsible for negotiating and administering the collective agreement and working to resolve union members’ problems

Calibration

A process whereby managers meet to discuss the performance of individual employees to ensure that their employee evaluations are in line with one another

Career counselling

The process of discussing with employees their current job activities and performance, personal and career interests and goals, personal skills, and suitable career development objectives

Career networking

The process of establishing mutually beneficial relationships with other businesspeople, including potential clients and customers

Career paths

Lines of advancement in an occupational field within an organization

Career plateau

A situation in which, for either organizational or personal reasons, the probability of moving up the career ladder is low

Change management

Change management is a systematic way of bringing about and managing both organizational changes and changes on the individual level

Chief ethics officer

A high-ranking manager directly responsible for fostering the ethical climate within the firm

Chief learning officer

A high-ranking manager directly responsible for fostering employee learning and development within the firm

Codetermination

Representation of labour on the board of directors of a company

Collaborative software

Software that allows workers to interface and share information with one another electronically (exp: Google Docs, online chat and instant messaging, Web and videoconferencing, and electronic calendar systems)

Collective agreement

An employment contract between an employer and a union that sets out the terms of employment of a group of the employer’s employees represented by the union

Collective bargaining process

Process of negotiating a collective agreement, including the use of economic pressures by both parties

Combined salary and commission plan

A compensation plan that includes a straight salary and a commission 

Common law of employment

The body of case law in which courts interpret employment contracts and the legal principles taken from those cases that guide the interpretation of employment contracts

Compensatory model

A selection decision model in which a high score in one area can make up for a low score in another area

Competency assessment

Analysis of the sets of skills and knowledge needed for decision oriented and knowledge-intensive jobs

Competency-based pay

Pay based on an employee’s skill level, variety of skills possessed, or increased job knowledge

Compulsory binding arbitration

Binding method of resolving collective bargaining deadlocks by a neutral third party

Computer-administered (automated) interview

Interview in which the questions are administered to applicants via computers. The interview can be conducted at a firm’s facilities, using kiosks, online, or via phone

Concentration

Term applied to designated groups whose numbers in a particular occupation or level are high relative to their numbers in the labour market

Concurrent validity

The extent to which test scores (or other predictor information) match criterion obtained at about the same time from current employees

Constructive dismissal

When an employer commits a fundamental breach of the contract, such as by unilaterally changing a key term of the contract, the employee can treat the breach as a termination

Construct validity

The extent to which a selection tool measures a theoretical construct or trait

Consumer price index (CPI)

A measure of the average change in prices over time in a fixed “market basket” of goods and services

Content validity

The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job

Contrast error

A performance rating error in which an employee’s evaluation is biased either upward or downward because of comparison with another employee just previously evaluated

Contributory plan

A pension plan in which contributions are made jointly by employees and employers

Cooperative training

A training program that combines practical on-the-job experience with formal educational classes

Core capabilities

Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers

Core skills

Skills considered critical to an employee’s success abroad

Core values

The strong and enduring beliefs and principles that the company uses as a foundation for its decisions

Corporate social responsibility

The responsibility of the firm to act in the best interests of the people and communities affected by its activities

Craft unions

Unions that represent skilled craft workers

Criterion-related validity

The extent to which a selection tool predicts, or significantly correlates with, important elements of work behaviour

Critical incident

An unusual event that denotes superior or inferior employee performance in some part of the job

Critical incident method

A job analysis method by which important job tasks are identified for job success

Cross-training

The process of training employees to do multiple jobs within an organization

Cross-validation

Verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population)

Cultural audits

Audits of the culture and quality of work life in an organization

Cultural environment

The communications, religion, values and ideologies, education, and social structure of a country

Culture shock

Perpetual stress experienced by people who settle overseas

Cumulative trauma disorders

Injuries of the muscles, nerves, tendons, ligaments, joints, and spinal discs caused by repeated stresses and strains

Costumer evaluation

A performance evaluation that includes evaluation from both a firm’s external and internal customers

Defined-benefit plan

A pension plan in which the amount an employee is to receive on retirement is specifically set forth

Defined-contribution plan

A pension plan that establishes the basis on which an employer will contribute to the pension fund

Depression

Negative emotional state marked by feelings of low spirits, gloominess, sadness, and loss of pleasure in ordinary activities

Designated groups

Women, members of visible minorities, Aboriginal people, and persons with disabilities who have been disadvantaged in employment

Differential piece rate

A compensation rate under which employees whose production exceeds the standard amount of output receive a higher rate for all of their work than the rate paid to those who do not exceed the standard amount (

Distress

Harmful stress characterized by a loss of feelings of security and adequacy

Diversity management

The optimization of an organization’s multicultural workforce to reach business objectives

Downsizing

Planned elimination of jobs

E-learning

Learning that takes place via electronic media

Eldercare

Care provided to an elderly relative by an employee who remains actively at work

Emergency action plan

A plan an organization develops that contains step-by-step procedures for dealing with various emergency situations

Employee Assistance Programs (EAPs)

Services provided by employers to help workers cope with a wide variety of problems that interfere with the way they perform their jobs

Employee associations

Labour organizations that represent various groups of professional and white-collar employees in labour–management relations

Employee empowerment

Granting employees power to initiate change, thereby encouraging them to take charge of what they do

Employee Involvement Groups (EIGs)

Groups of employees who meet to resolve problems or offer suggestions for organizational improvement

Employee leasing

The process of dismissing employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees

Employee profiles

Profiles of workers developed by studying an organization’s top performers to recruit similar types of people

Employee Stock Ownership Plans (ESOPs)

Stock plans in which an organization contributes shares of its stock to an established trust for the purpose of stock purchases by employees

Employee teams

An employee contributions technique whereby work functions are structured for groups rather than for individuals and team members are given discretion in matters traditionally considered management prerogatives, such as process improvements, product or service development, and individual work assignments

Employment equity

The employment of individuals in a fair and nonbiased manner

Entrepreneur

Someone who starts, organizes, manages, and assumes responsibility for a business or other enterprise

Environmental scanning

Systematic monitoring of the major external forces influencing the organization

Ergonomics

An interdisciplinary approach to designing equipment and systems that can be easily and efficiently used by human beings

Error of central tendency

A performance rating error in which all employees are rated about average

Escalator clauses

Clauses in collective agreements that provide for quarterly cost-of-living adjustments in wages, basing the adjustments on changes in the consumer price index

Essay method

A trait approach to performance rating that requires the rater to compose a statement describing employee behaviour

Ethics

A set of standards of conduct and moral judgments that help determine right and wrong behaviour

Eustress

Positive stress that accompanies achievement and exhilaration

Expatriates (home-country nationals)

Employees from the home country who are on an international assignment