FBLA Terms

Task Analysis - Breaking down a job into basic parts to see what skills and knowledge are needed

On-The-Job Training - Learning by actually doing the work

Computer-Based Training - Using computers/software to learn skills

Rebranding a Hotel - Same hotel, same people, new image/values

Job Analysis - Figuring out what a job requires and who should do it

Job Description - List of what you do in a job (duties, responsibilities, who you report to)

Job Specifications - List of what a person needs to do the job (education, skills, personality)

Go About Something - To keep doing something

Reactivity - How much something reacts or responds

Chronological - In time order (oldest to newest)

Incumbent - The person currently in a position

Job Summary - Brief overview of what the job involves

Job Identification - Basic info: job title, who prepared it, when

Relationships - Who you report to, supervise, and work with

Responsibilities and Duties - Main tasks you're expected to do

Writing Job Descriptions (6 steps) - Plan → Chart → Questionnaire → Get duties list → Get requirements → Finalize

Writing Job Specifications (6 steps) - Analyze job → Pick traits → Test candidates → Measure performance → Analyze results → Finalize

Off-The-Shelf - Ready-made, not custom

Viable - Workable; can succeed

Personnel Planning - Figuring out how many people you'll need

Succession Planning - Planning who will replace leaders when they leave

Scatter Plot - Graph showing if two things are related

Initiative - A new plan to solve a problem

Institutionalize - Make something a normal part of the organization

Metrics - Numbers used to measure performance

Centralize - Put control in one place

Foreknowledge - Knowing something before it happens

Discontent - Unhappiness about something

Inbreeding - Hiring only from within

Status Quo - The way things are now

Referrals - Recommendations from current employees

Alternative Staffing - Using temps, contractors, or part-timers instead of full-time employees

On-Demand Recruiting - Short-term hiring help for specific projects

Explicit - Clear and direct

Benefits of Temps - More productive, try before you hire, less paperwork

Temp - Temporary worker

Prospective - Potential or future

Costs of Temps - Higher fees, less loyalty

39. Invoicing - Making sure the temp agency's bill matches what you need

40. Time sheets - Proof of hours worked and agreement to pay

41. Temp-to-perm policy - Rules for hiring a temp permanently

42. Recruitment of and benefits for temp employees - How the agency finds temps and what benefits they get

43. Dress code - What temps should wear

44. Equal employment opportunity statement - Agency's promise not to discriminate

45. Job description information - Making sure the agency understands the job

46. Discriminate - Treat people unfairly based on certain characteristics

47. Concerns of Temp Employees - Temps worry about: bad treatment, job insecurity, no benefits, being misled, underemployment, feeling alienated

48. Dehumanize - Make someone feel less human; treat without kindness

49. Impersonal - Cold and unfriendly

50. Alienation - Feeling disconnected or unfriendly toward something

51. Disenchantment - Loss of enthusiasm or belief

52. Ten Things Managers Should Avoid - Don't train, set pay, coach, approve time off, include in events, allow facility use, give badges, discuss harassment, discuss jobs, or fire temps directly—let the agency handle it

53. Terminate - End or fire

54. Harassment - Annoying or pressuring someone in unpleasant ways

55. Resentment - Anger about unfair treatment

56. Executive Recruitment - Finding top-level managers using headhunters

57. Guidelines for Choosing a Recruiter - Make sure they're thorough, meet your handler, know the cost, agree on candidate type, do your own reference checks

58. On-campus recruiting goals - See if candidates are worth pursuing and attract good ones

59. On-site visits - Invitation letters, hosts, info packages, planned interviews, timely offers, follow-up

60. Employee Referrals - Current employees recommend candidates (pros: invested employees, cost-effective, can diversify; cons: might be discriminatory)

61. Walk-ins - Job seekers who just show up; treat them courteously

62. Reliability of Testing - Do test scores stay consistent over time?

63. Validity - Does the test actually measure what it's supposed to?

64. Types of Validity - Criterion validity and content validity

65. Criterion - A standard used to judge something

66. Steps in Test Validation - Analyze job → Give test → Compare scores to performance → Repeat with different people

67. Concurrent - Happening at the same time

68. Testing Program Guidelines - Use tests as supplements, validate them, monitor the program, keep records, use a psychologist, manage conditions, revalidate regularly

69. Test Takers' Individual Rights - Confidentiality, informed consent, qualified interpreters only, fair tests

70. Defamation - Damaging someone's reputation with false statements

71. Libeling - Writing false things that hurt someone's reputation

72. Slandering - Speaking false things that hurt someone's reputation

73. Avoiding Employee Defamation Suits - Train supervisors, use "need to know" policy, disclose procedures

74. Major Types of Tests - Basic skills, job skills, psychological tests

75. Why Use Testing? - More work demands, screen out bad employees, reduce turnover

76. Online tests - Phone screening, computer tests, virtual inbox, online problem-solving

77. Types of Tests - Work samples, numerical ability, reading, clerical checking

78. What Different Tests Measure - Cognitive abilities, motor/physical abilities, personality/interests, current achievement

79. The "Big Five" - Extraversion, Conscientiousness, Agreeableness, Openness, Emotional Stability

80. Extraversion - Being outgoing and social

81. Conscientiousness - Being careful and doing things correctly

82. Agreeable - Willing to cooperate

83. Neuroticism - Being anxious or worried (opposite of emotional stability)

84. Work Samples and Simulations - Testing by having people do actual work tasks

85. Miniature - Very small version

86. Other Selection Methods - Reference checks, background checks, criminal records, driving records, credit checks

87. Why Investigations and Checks? - Verify information and uncover problems

88. Sources of Information - Former employers, supervisors, credit companies, written references, social media

89. Limitations on Background Checks - Defamation risks, privacy laws, supervisor reluctance

90. Making Background Checks More Useful - Get signed authorization, use phone references, be persistent, compare resume to application, ask open-ended questions, use references to find more references

91. Elicit - Get information from someone

92. Using Preemployment Information Services - Disclosure, authorization, certification, provide copies, notice of adverse action

93. The Polygraph and Honesty Testing - Lie detectors generally prohibited except: after economic loss, employee had access, reasonable suspicion, employee informed of details. Exceptions: security employees, drug access, ongoing investigations

94. Polygraph - Lie detector

95. Honesty Testing Programs - Ask direct questions, listen, credit check, check references, use honesty tests, drug test, have search policy

96. Physical Examinations - Verify physical requirements, discover limitations, establish health baseline, reduce absences/accidents, detect diseases

97. Absenteeism - Being frequently absent from work

98. Substance Abuse Screening - Drug testing before hiring, after accidents, with symptoms, randomly, before promotions. Types: urine tests, hair tests

99. Urinalysis - Urine test for drugs

100. Exploring Top Notes - [This appears to be a website navigation element, not a term]

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101. Employee Selection Process - Steps to choose the best candidate

102. Application Forms - Documents candidates fill out with their information

103. Interviews - Face-to-face meetings to evaluate candidates

104. Structured Interview - Interview with standardized questions for all candidates

105. Unstructured Interview - Interview with flexible, conversational questions

106. Situational Interview - Asking "what would you do if..." questions

107. Behavioral Interview - Asking about past experiences and how candidate handled them

108. Panel Interview - Multiple interviewers meet with one candidate

109. Sequential Interview - Candidate meets with multiple interviewers one-on-one

110. Stress Interview - Intentionally uncomfortable interview to see how candidate handles pressure

111. Appraisal Interview - Meeting to discuss an employee's performance

112. Exit Interview - Meeting when someone leaves to understand why

113. Interview Guidelines - Plan, establish rapport, ask questions, take notes, close properly

114. Common Interview Mistakes - Making snap judgments, not clarifying info, talking too much, telegraphing answers, being influenced by appearance

115. Candidate-Order Error - Rating candidates based on who came before them

116. Halo Effect - Letting one good trait make everything seem good

117. Stereotyping - Judging someone based on group characteristics

118. Leading Questions - Questions that suggest the "right" answer

119. Effective Interview Questions - Open-ended, behavioral, situational

120. Questions to Avoid - Anything about age, race, religion, marital status, disabilities, national origin

121. EEOC - Equal Employment Opportunity Commission (enforces anti-discrimination laws)

122. Disparate Treatment - Intentionally treating people differently based on protected characteristics

123. Disparate Impact - Neutral policy that unintentionally discriminates

124. Protected Classes - Groups protected from discrimination (race, color, religion, sex, national origin, age, disability)

125. Adverse Impact - When a selection practice disproportionately excludes a protected group

126. 4/5ths Rule - If selection rate for one group is less than 80% of another group's rate, there may be adverse impact

127. BFOQ - Bona Fide Occupational Qualification (when discrimination is job-related and necessary)

128. Affirmative Action - Active efforts to improve opportunities for protected groups

129. Sexual Harassment - Unwelcome sexual advances or conduct

130. Quid Pro Quo - "This for that" harassment (job benefits for sexual favors)

131. Hostile Environment - Workplace made intimidating or offensive by sexual conduct

132. Pregnancy Discrimination - Treating pregnant women unfairly

133. ADA - Americans with Disabilities Act (protects people with disabilities)

134. Reasonable Accommodation - Changes to help disabled person do the job

135. Undue Hardship - Accommodation that's too difficult or expensive

136. Mental Disability - Psychological condition that limits major life activities

137. Essential Functions - Main duties of a job that must be performed

138. Genetic Information - DNA information that can't be used in employment decisions

139. Immigration Reform - Laws requiring proof of work authorization

140. I-9 Form - Form proving employee can legally work in US

141. E-Verify - Online system to check work authorization

142. Negligent Hiring - Failing to check background and hiring someone dangerous

143. Orientation - Introducing new employees to the company

144. Onboarding - Process of integrating new employees into organization

145. Socialization - Learning the organization's culture and norms

146. Employee Handbook - Book of company policies and procedures

147. Training - Teaching employees skills for current job

148. Development - Building skills for future responsibilities

149. Training Needs Assessment - Figuring out what training is needed

150. Task Analysis - (Already defined as #1)

151. Performance Analysis - Checking if poor performance is due to lack of training

152. Training Objectives - Specific goals of what training should accomplish

153. Learning Objectives - What trainees should be able to do after training

154. Trainability - Whether someone can learn the material

155. Motivation to Learn - Employee's desire to learn the training content

156. Transfer of Training - Actually using what was learned on the job

157. On-the-Job Training - (Already defined as #2)

158. Apprenticeship - Combining classroom learning with on-the-job training

159. Job Rotation - Moving employees through different positions

160. Cross Training - Teaching employees to do multiple jobs

161. Coaching - One-on-one guidance from experienced person

162. Mentoring - Long-term relationship where experienced person guides career

163. Job Instruction Training (JIT) - Four steps: prepare, present, try out, follow up

164. Vestibule Training - Training in a separate area that simulates work environment

165. Simulated Training - Practice in realistic but controlled setting

166. Virtual Reality Training - Using VR technology to simulate work situations

167. Classroom Training - Traditional lecture-style training

168. Audiovisual Training - Using videos, films, or PowerPoint

169. Programmed Learning - Self-paced learning with immediate feedback

170. E-Learning - Training delivered electronically/online

171. Distance Learning - Training when trainer and trainee are in different locations

172. Learning Management System (LMS) - Software for managing training programs

173. Mobile Learning - Training delivered via smartphones/tablets

174. Gamification - Using game elements to make training engaging

175. Intelligent Tutoring Systems - AI-powered personalized training

176. Lifelong Learning - Continuous learning throughout career

177. Action Learning - Learning by working on real problems

178. Case Study Method - Analyzing real or hypothetical situations

179. Role Playing - Acting out situations to practice responses

180. Behavior Modeling - Learning by watching and copying others

181. Management Development - Training for managers and leaders

182. Succession Planning - (Already defined as #21)

183. Executive Coaching - One-on-one development for executives

184. Leadership Development - Building skills to lead others

185. Organizational Development (OD) - Planned change to improve organization

186. Team Training - Teaching teams to work together effectively

187. Diversity Training - Teaching respect for different backgrounds

188. Ethics Training - Teaching ethical decision-making

189. Customer Service Training - Teaching how to serve customers well

190. Quality Training - Teaching quality improvement methods

191. Safety Training - Teaching how to work safely

192. OSHA - Occupational Safety and Health Administration (enforces safety laws)

193. Evaluating Training - Measuring if training worked

194. Kirkpatrick's Four Levels - Reaction, Learning, Behavior, Results

195. Reaction - How trainees felt about training

196. Learning - What trainees actually learned

197. Behavior - Whether trainees changed their job behavior

198. Results - Business outcomes from training

199. ROI (Return on Investment) - Financial benefits compared to training costs

200. Training Transfer - (Same as #156)

201. Performance Management - System for improving employee performance

202. Performance Appraisal - Formal evaluation of employee performance

203. Performance Standards - Expected level of performance

204. Graphic Rating Scale - Rating employees on various traits using a scale

205. Alternation Ranking - Listing employees from best to worst

206. Paired Comparison - Comparing each employee to every other employee

207. Forced Distribution - Requiring certain percentages in each rating category

208. Critical Incident Method - Recording specific examples of good/bad performance

209. Narrative Forms - Written descriptions of performance

210. Behaviorally Anchored Rating Scale (BARS) - Rating scale with specific behavioral examples

211. Management by Objectives (MBO) - Setting and reviewing specific goals

212. Computerized Performance Appraisal - Using software for appraisals

213. 360-Degree Feedback - Ratings from supervisor, peers, subordinates, customers

214. Upward Feedback - Subordinates rating their supervisor

215. Peer Appraisal - Coworkers rating each other

216. Self-Ratings - Employees rating themselves

217. Rating Committee - Group that evaluates employee together

218. Appraisal Problems - Halo effect, central tendency, leniency, strictness, recency

219. Central Tendency - Rating everyone as average

220. Leniency - Rating everyone too high

221. Strictness - Rating everyone too low

222. Recency Effect - Focusing only on recent performance

223. Bias - Personal prejudice affecting ratings

224. Rater Training - Teaching supervisors to rate accurately

225. Appraisal Interview - (Already defined as #111)

226. Performance Improvement Plan (PIP) - Formal plan to improve poor performance

227. Career Planning - Helping employees plan their career path

228. Career Development - Activities to advance employee careers

229. Career Management - Organization's process for developing employee careers

230. Promotions - Moving up to higher position

231. Transfers - Moving to different job at same level

232. Demotions - Moving down to lower position

233. Separations - Employees leaving the organization

234. Voluntary Turnover - Employee chooses to leave

235. Involuntary Turnover - Employer forces employee to leave

236. Resignation - Employee quits voluntarily

237. Retirement - Leaving work permanently due to age

238. Termination - (Already defined as #53)

239. Downsizing - Reducing number of employees

240. Layoff - Temporary or permanent job loss due to business conditions

241. Early Retirement - Offering retirement incentives to reduce workforce

242. Outplacement - Helping laid-off employees find new jobs

243. Wrongful Discharge - Illegal firing of employee

244. Employment-at-Will - Either party can end employment anytime for any legal reason

245. Constructive Discharge - Making conditions so bad employee is forced to quit

246. Dismissal - Firing for cause

247. Discipline - Correcting employee behavior problems

248. Progressive Discipline - Increasingly severe penalties: warning, written warning, suspension, termination

249. Positive Discipline - Focus on correction and improvement, not punishment

250. Just Cause - Fair reason for discipline

251. Due Process - Fair procedures in discipline

252. Hot Stove Rule - Discipline should be: immediate, consistent, impersonal, with warning

253. Documentation - Written records of problems and actions

254. Grievance - Employee complaint about unfair treatment

255. Grievance Procedure - Steps to resolve complaints

256. Arbitration - Third party makes binding decision on dispute

257. Mediation - Third party helps parties reach agreement

258. Open Door Policy - Employees can approach any manager with problems

259. Ombudsperson - Neutral person who investigates complaints

260. Employee Assistance Program (EAP) - Counseling for personal problems

261. Compensation - All pay and rewards for work

262. Direct Compensation - Cash paid to employees (wages, salary, bonuses)

263. Indirect Compensation - Benefits (insurance, time off, retirement)

264. Wage - Pay based on hours worked

265. Salary - Fixed pay regardless of hours

266. Pay Structure - Range of pay rates for different jobs

267. Pay Grade - Jobs of similar value grouped together

268. Pay Range - Minimum to maximum pay for a grade

269. Benchmark Jobs - Key jobs used for pay comparisons

270. Compensable Factors - Job characteristics used to determine pay (skill, effort, responsibility, conditions)

271. Job Evaluation - Determining relative worth of jobs

272. Point Method - Assigning points for compensable factors

273. Job Ranking - Ordering jobs from most to least valuable

274. Job Classification - Grouping jobs into classes/grades

275. Factor Comparison - Ranking jobs on each compensable factor

276. Market Pricing - Setting pay based on market rates

277. Wage Survey - Collecting data on what others pay

278. Comparable Worth - Equal pay for jobs of equal value (even if different)

279. Pay Equity - Fair pay within organization

280. Pay Compression - Small difference between new and experienced employee pay

281. Red Circle Rate - Pay above maximum for the grade

282. Green Circle Rate - Pay below minimum for the grade

283. Merit Pay - Pay increase based on performance

284. Cost of Living Adjustment (COLA) - Pay increase to match inflation

285. Seniority-Based Pay - Pay based on years of service

286. Skill-Based Pay - Pay based on skills acquired

287. Competency-Based Pay - Pay based on competencies demonstrated

288. Broadbanding - Combining multiple pay grades into wider bands

289. Variable Pay - Pay that changes based on performance or profits

290. Incentives - Rewards to motivate specific behaviors

291. Individual Incentives - Rewards for individual performance

292. Group Incentives - Rewards for team performance

293. Organizational Incentives - Rewards based on company performance

294. Piecework - Pay per unit produced

295. Commission - Percent of sales as pay

296. Bonus - One-time payment for good performance

297. Profit Sharing - Employees get share of company profits

298. Gain sharing - Employees share in productivity gains

299. Scanlon Plan - Specific gain-sharing formula

300. Stock Options - Right to buy company stock at set price

301. Employee Stock Ownership Plan (ESOP) - Employees own company stock

302. Team Incentives - Bonuses for team performance

303. Recognition Programs - Non-cash awards for achievements

304. Spot Awards - Immediate rewards for exceptional performance

305. Benefits - Indirect compensation (insurance, time off, etc.)

306. Mandatory Benefits - Benefits required by law (Social Security, unemployment, workers' comp)

307. Voluntary Benefits - Benefits company chooses to offer

308. Health Insurance - Medical coverage for employees

309. Life Insurance - Pays beneficiaries if employee dies

310. Disability Insurance - Pays if employee can't work due to illness/injury

311. Retirement Benefits - Pension and savings plans

312. Paid Time Off (PTO) - Vacation, holidays, sick leave

313. Flexible Benefits (Cafeteria Plans) - Employees choose which benefits they want