BU354 HR Terms - CY

Behaviour modelling

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

Blended learning

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

Cooperative training

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

E-learning

learning that takes place via electronic media (e.g., intranets, mobile devices, podcasts)

On-the-job training

a method by which employees are given hands-on experience with instructions from their supervisor or other trainer

Benchmarking

the process of measuring one's own services and practices against the recognized leaders to identify areas for improvement

Orientation

the formal process of familiarizing new employees with the organization, their jobs, and their work units

Onboarding

the process of systematically socializing new employees to help them get "on board" with an organization

Organization analysis

examination of the environment, strategies, and resources of the organization to determine where training emphasis should be placed (e.g., quality of goods or services, turnover, number of accidents, diversity and inclusion)

Person analysis

determination of the specific individuals who need training

Task analysis

the process of determining what the content of training program should be on the basis of a study of the tasks and suits involved in the job

360-degree evaluation

Performance eval done by different ppl who interact with employee, generally on forms compiled into a single profile

Behaviour observation scale (BOS)

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

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

Critical incident

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

Error of central tendency

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

Leniency or strictness error

a performance rating error in which the appraiser tends to give employees either unusually high or unusually low ratings

Temporal (recency) error

a performance rating error in which the evaluation is based largely on the employee's most recent behaviour rather than on behaviour throughout the evaluation period

Similar-to-me error

a performance rating error in which an appraiser inflates the evaluation of an employee because of a mutual personal connection

Manager and/or supervisor review

a performance evaluation done by an employee's manager and often reviewed by a manager one level higher

Self-evaluation

a performance evaluation done by the employee being evaluated, generally on an evaluation form completed by the employee prior to the review meeting

Subordinate evaluation

a performance review of a superior by an employee, which is more appropriate for developmental than for administrative purposes

Peer evaluation

a performance evaluation done by one's fellow employees, generally on forms compiled into a single profile for use in the evaluation meeting conducted by the employee's manager

Team evaluation

a performance evaluation that recognizes team accomplishment rather than individual performance

Customer evaluation

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

Graphic rating scale method

a trait approach to performance rating whereby each employee is rated according to a scale of characteristics

Mixed-standard scale method

a trait approach to performance rating similar to other scale methods but based on comparison with (better than, equal to, or worse than) a standard

Forced-choice method

a trait approach to performance rating that requires the rater to choose from statements designed to distinguish between successful and unsuccessful performance

Essay method

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

Management by objectives (MBO)

a results review process that rates the performance of employees based on their achievement of goals set mutually by them and their manage

Performance management

the process of creating a work environment in which people can perform to the best of their abilities, operating as an entire work system that flows from a company's goals

Performance review

a process in which a manager evaluates an employee's performance relative to the requirements of the job and uses the information to show the person where and how improvements can be made, acting as a tool that organizations can use to develop employees

Broadbanding

Collapses many traditional salary grades into a few wide salary bands.

Competency-based pay

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

Job classification system

A system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades.

Job ranking system

The simplest and oldest system of job evaluation by which jobs are arrayed on the basis of their relative worth.

Point system

A quantitative job evaluation procedure that determines the relative value of a job by the total points assigned to it.

Job evaluation

A systematic process of determining the relative worth of jobs to establish which jobs should be paid more than others within an organization.

Pay equity

Equal pay for work of equal value.

Wage-rate compression

Compression of differentials between job classes, particularly the differential between hourly workers and their managers.

Pay grades

Groups of jobs within a particular class that are paid the same rate.

Wage and salary surveys

A survey of the wages paid to employees of other employers in the surveying organization's relevant labour market.

Wage curve

A curve in a scattergram representing the relationship between the relative worth of jobs and wage rates.

Red circle rates

Payment rates above the maximum of the pay range

Bonus

An incentive payment that is supplemental to base pay.

Differential piece rate

A plan 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 have not exceeded the standard amount.

Lump-sum merit program

A program under which employees receive a year-end merit payment that is not added to their base pay.

Standard hour plan

An incentive technique that sets incentive rates based on a predetermined standard time for completing a job.

Straight piecework

A system of pay in which a fixed sum is paid for each unit of production produced.

Combined salary and commission plan

A compensation plan that includes a straight salary and a commission.

Salary plus bonus plan

A compensation plan that pays a salary plus a bonus achieved by reaching targeted sales goals.

Straight commission plan

A compensation plan based on a percentage of sales.

Straight salary plan

A compensation plan that permits salespeople to be paid for performing various duties that are not reflected immediately in their sales volume.

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 its employees.

Profit sharing

Any procedure by which an employer pays, or makes available to all regular employees, special current or deferred sums based on the profits of the enterprise

Gainsharing plans

Programs under which both employees and the organization share financial gains according to a predetermined formula that reflects improved productivity and profitability.

Team incentive plan

A compensation plan in which all team members receive an incentive bonus payment when production or service standards are met or exceeded

Perquisites

Perquisites

Special benefits or nonmonetary perks provided to employees, typically in higher-level positions, in addition to their base pay

Variable pay

Compensation linked to individual, team, and/or organizational performance

Contributory plan

A retirement plan that is funded jointly by employees and employers.

Defined-benefit plan

A retirement plan where the exact retirement income is specified beforehand using a predetermined formula.

Defined-contribution plan

A retirement plan that establishes only the employer's contribution basis.

Non-contributory plan

A retirement plan that is funded solely by the employer.

Vesting

A guarantee of accrued benefits to participants at retirement age regardless of their employment status at that time

Discretionary benefits

Non-mandatory benefits voluntarily chosen and offered by employers to enhance job satisfaction and well-being.

Healthcare benefits

Benefits that traditionally cover medical, surgical, and hospital expenses, as well as prescription drugs, dental, optical, and mental healthcare.

Life insurance

Group life insurance, which is the benefit most commonly provided by employers.

Payment for time not worked

Benefits that include statutory paid vacations, personal use days, short-term and long-term disability plans, and severance pay.

Pension plans

Discretionary retirement policies offering structured post-employment income through various funding and payout structures

Employee assistance programs (EAPs)

Services providing diagnosis, counselling, and referral services for personal issues such as drug/alcohol problems, emotional difficulties, and financial or family crises

Canada and Quebec pension plans (CPP/QPP)

Programs covering almost all Canadian employees between the ages of 18 and 70 where employers match employee contributions.

Employment insurance (EI)

Benefits payable to claimants who are unemployed and actively seeking work.

Workers' compensation insurance

A no-fault system providing insurance to cover lost income and treatment costs resulting from work-related injuries or illnesses.

Flexible benefits plans (cafeteria plans)

Benefit frameworks that enable individual employees to choose the options best suited to their specific needs

Bullying

Unwanted and persistent, aggressive behaviour by one or more individuals directed toward another person in the workplace

Burnout

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

Distress

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

Eustress

Positive stress that accompanies achievement and exhilaration.

Stress

Any adjustive demand caused by physical, mental, or emotional factors that requires coping behaviour

Cumulative trauma disorders

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

Depression

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

Due diligence

A legal and ethical responsibility of employers to demonstrate a full commitment to doing everything in their power to ensure the health and safety of their employees

Emergency action plan

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

Occupational illness

Any abnormal condition or disorder, other than one resulting from an occupational injury, caused by exposure to environmental factors associated with employment.

Occupational injury

Any cut, fracture, sprain, or amputation resulting from a workplace accident or from an exposure involving an accident in the work environment

Mediation

The use of an impartial third-party neutral to reach a compromise decision in employment disputes.

Ombudsperson

A designated individual from whom employees may seek counsel for resolution of their complaints.

Open-door policy

A policy of settling grievances that identifies various levels of management above the immediate supervisor for employee contact.

Peer-review system

A system for reviewing employee complaints that uses a group composed of equal numbers of employee representatives and management appointees, which functions as a jury because its members weigh evidence, consider arguments, and, after deliberation, vote independently to render a final decision.

Step-review system

A system for reviewing employee complaints and disputes by successively higher levels of management.

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.

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.

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.

Positive or nonpunitive discipline

A system of discipline that focuses on early correction of employee misconduct, with the employee taking total responsibility for correcting the problem.

Progressive discipline

Application of corrective measures by increasing degrees.

Summary dismissal, wrongful dismissal

Summary dismissal

When a nonunion employer terminates an employee without notice because the employee has committed a serious breach of the contract.

Wrongful dismissal

A lawsuit filed in a court by an employee alleging that they were dismissed without proper contractual or reasonable notice.