Human Resources Management 3B
360-Degree Feedback Appraisal
Definition: A comprehensive performance appraisal method where employees receive feedback not only from their managerial superiors but also from peers, subordinates, and sometimes clients.
Adverse Impact
Definition: A situation occurring in an organization when an employment practice or procedure leads to unfavorable outcomes for a protected class of individuals.
Affirmative Action
Definition: A policy focused on achieving equality of opportunity within an organization through various means to counteract discrimination in hiring and promotion practices.
Arbitration
Definition: A conflict resolution process involving a neutral third party, known as an arbitrator, who listens to both disputing parties and makes a binding decision based on the agreement of those parties.
Base Pay
Definition: The basic wage or salary compensated to employees in exchange for performing their job duties.
Behavioral-Description Interviews
Definition: A structured type of interview that allows raters to explore applicants' past job-related behaviors, helping to predict future performance.
Behaviorally-Anchored Rating Scale (BARS)
Definition: A rating scale that allows the evaluation of employee performance based on specific behaviors rather than abstract traits or subjective opinions.
Benefits (or Fringe Benefits)
Definition: Additional non-monetary forms of compensation provided to employees beyond their standard salary or wages.
Bullying
Definition: A form of mistreatment where one or more perpetrators abuse one or more victims through physical, psychological, verbal, or nonverbal behavior that is intimidating, humiliating, or threatening.
Collective Bargaining
Definition: The negotiation process between employees and management concerning disputes over various job-related issues such as compensation, benefits, working conditions, and job security.
Compensation
Components:
Wages or Salaries
Incentives
Benefits
Cost-of-Living Adjustment (COLA)
Definition: A clause in a union contract that adjusts future wage increases based on increases in the cost of living, ensuring that employees maintain their purchasing power despite inflation.
Disparate Treatment
Definition: Occurs when individuals from protected groups, such as disabled individuals, are intentionally treated differently or unfairly compared to others.
Employment at Will
Definition: A legal principle stating that an employee can be dismissed by an employer at any time for any reason, or even for no reason at all.
Employment Tests
Definition: Standardized tools used by organizations to assess specific skills, abilities, traits, and tendencies of job applicants.
Equal Employment Opportunity Commission (EEOC)
Definition: The governing body responsible for enforcing anti-discrimination and other employment-related laws in the workplace.
External Recruiting
Definition: The practice of attracting job applicants from outside the organization to fill available positions.
Forced Ranking Performance Review Systems
Definition: A performance evaluation method where all employees within a business unit are ranked against each other, with grades distributed along a bell curve.
High-Performance Work System (HPWS)
Definition: A strategic approach that utilizes a bundle of internally consistent human resource practices to enhance overall employee ability, motivation, and opportunities, thereby focusing on improving collective human and social capital.
Human Capital
Definition: Refers to the economic or productive potential derived from an employee's knowledge, experience, and actions in the workplace.
Human Resource (HR) Management
Definition: The comprehensive process involving the planning, attraction, development, and retention of a skilled and effective workforce within an organization.
Internal Recruiting
Definition: The process of making existing employees aware of job openings within the organization to fill vacancies.
Labor Unions
Definition: Organizations comprised of employees that seek to protect and advance the interests of their members by negotiating with management regarding job-related matters.
Legal Defensibility
Definition: The degree to which a selection device or procedure measures job-related criteria free from any bias or discrimination.
Mediation
Definition: A conflict resolution process where a neutral third party, known as a mediator, listens to both sides of a disagreement, makes suggestions, and facilitates an agreement between the parties.
Objective Appraisals
Definition: Performance evaluations that are based on factual, quantifiable data, often numerical, rather than subjective interpretations.
Performance Appraisal
Definition: A management process encompassing the assessment of an employee's performance and the provision of corresponding feedback.
Performance Management
Definition: A series of processes and managerial practices aimed at defining, monitoring, measuring, evaluating, and providing feedback and consequences for performance expectations.
Person-Job (P-J) Fit
Definition: The alignment between an individual's characteristics, including skills, values, and needs, and the specific demands and requirements of a job position.
Recruiting
Definition: The process of identifying and attracting qualified candidates for job openings within an organization.
Right-to-Work Laws
Definition: Statutes that prevent employers from requiring employees to join a labor union as a condition of employment.
Selection
Definition: The process of evaluating job applicants and selecting the most suitable candidate for a specific position.
Sexual Harassment
Definition: Involves unwanted sexual attention that creates a hostile or adverse work environment for the victim or others.
Situational Interviews
Definition: A type of structured interview where applicants are asked to describe how they would respond to hypothetical job-related situations.
Social Capital
Definition: The economic or productive potential derived from the existence of strong, trusting, and cooperative relationships among individuals.
Strategic Human Resource Management
Definition: The systematic design and implementation of policies and practices that align an organization’s human capital with its overarching strategic objectives.
Structured Interview
Definition: A structured format where each candidate is asked the same set of questions, allowing their responses to be directly compared against a standardized benchmark.
Subjective Appraisals
Definition: Performance evaluations based on a manager’s perceptions of an employee's traits or behaviors, often influenced by personal bias.
Talent Management
Definition: The practice of aligning high-potential employees with the most strategically significant vacancies within an organization.
Unstructured Interview
Definition: An interview format characterized by open-ended questions and conversations aimed at revealing or assessing an applicant's personality or suitability for the job.
Workplace Discrimination
Definition: Occurs when employment decisions are made based on irrelevant characteristics, such as race, gender, religion, or other personal attributes, rather than on job-related criteria.