question

360-degree career development

answer

a holistic approach to career development that considers approach to career development that considers all career development functions

question

360-degree performance appraisal

answer

combination of self, peer, supervisor, and subordinate performance evaluation

question

ability tests

answer

tests that assess an applicant's capacity or aptitude to function in a certain way

question

ads

answer

advertisements in a newspaper, magazine, etc, that solicit job applicants for a position

question

alternate work arrangements

answer

nontraditional work arrangements (e.g., flextime, telecommuting) that provide more flexibility to employees, while meeting organizational goals

question

alumni associations

answer

associations of alumni of schools, colleges, or other training facilities

question

applicant tracking systems (ATS)

answer

databases of potential candidates that enable a good match between job requirements and applicant characteristics and also enlarge the recruitment pool

question

application blank

answer

a job application form

question

apprenticeships

answer

a form of on-the-job training in which junior employees learn a trade from an experienced person

question

arbitration

answer

the settling of a dispute between labour and management by a third party. An arbitrator may be selected from a list provided by the appropriate ministry of labour, or the parties may agree to the selection of an arbitrator. The arbitrator's decision is final and cannot be changed or revised, except in such cases as corruption, fraud, or a breach of natural justice

question

assertiveness

answer

focuses on how assertive people are in society and the degree to which they are confrontational

question

assessment centers

answer

a standardized form of employer appraisal that relies on several types of evaluation and multiple assessors

question

assumption of risk

answer

the worker accepting all the customary risks associated with his or her occupation. For example, workers may be instructed to protect themselves from special hazards such as heat extremes or molten and sharp metal

question

attitude survey

answer

systematic assessment of employees' opinions about various work-related factors typically using a questionnaire

question

attitude tests

answer

tests that seek to learn the attitudes of job applicants and employees about job-related subjects

question

attitudes toward government

answer

basic assumptions about the role of government in business and society, including desirability of a welfare state with a key interventionist role for the government

question

attitudes toward work

answer

variety of work-related assumptions and values including the role of work in a person's life and the role of women and diverse groups in organizations

question

attrition

answer

loss of employees due to their voluntary departures from the firm through resignation, retirement, or death

question

audit of employee satisfaction

answer

assessment of employee satisfaction with a variety of work-related matters and the implications for HR practices and systems

question

audit of managerial compliance

answer

an audit to review how well managers comply with HR policies and procedures and labour laws

question

audit report

answer

a comprehensive description of HR activities, containing commendation for effective practices and recommendations for improving ineffective practices

question

audit team

answer

team responsible for assessing the effectiveness of the human resource function

question

authorization cards

answer

cards signed by workers to join a union. Depending on the jurisdiction, a union may be certified either on the basis of card signatures or as a result of an election

question

automation

answer

the automatically controlled operation of a process, system, or equipment by mechanical or electronic devices

question

autonomous work groups

answer

any of a variety of arrangements that allow employees to decide democratically how they will meet their group's work objectives

question

autonomy

answer

in a job context, independence - having control over one's work and one's response to the work environment

question

awareness training

answer

training employees to develop their understanding of the need to manage and value diversity

question

balanced scorecard

answer

an integrated organizational performance measuring approach, looking at organizational learning and innovation, financial management, internal operations, and customer management

question

behavioural description interviews

answer

behavioural description interviews attempt to find out how job applicants responded to specific work situations in the past

question

behaviourally anchored rating scales (BARS)

answer

evaluation tools that rate employees along a rating scale by means of specific behaviour examples on the scale

question

benchmarking

answer

comparing one's own quality and production standards with those of industry leaders

question

benefit audit

answer

a system to control the efficiency of a benefit program

question

biographical information blank (BIB)

answer

a type of application blank that uses a multiple-choice format to measure a job candidate's education, experiences, opinions, attitudes, and interests

question

blind ads

answer

want ads that do not identify the employer

question

blog

answer

a Weblog - an online journal, diary, or serial published by a person or group of people

question

bona fide occupational requirement (BFOR)

answer

a justified business reason for discriminating against a member of a protected class. Also known as a bona fide occupational qualification (BFOQ)

question

broadbanding

answer

consolidation of a large number of pay grades into a few "broad bands"

question

buddy systems

answer

exist when an experienced employee is asked to show a new employee around the job site, conduct introductions, and answer the newcomer's questions

question

burnout

answer

a condition of mental, emotional, and sometimes physical exhaustion that results from substantial and prolonged stress

question

business ecosystem

answer

a series of tightly knit intercompany relationships, allowing a business to attain a competitive advantage

question

business unionism

answer

unionism whose mission is to protect workers, increase their pay, improve their working conditions, and help workers in general. Recognizes that a union can survive only if it delivers a needed service to its members in a businesslike manner

question

buy-back

answer

a method of convincing an employee who is about to resign to stay in the employ of the organization, typically by offering an increased wage or salary

question

Canada Labour Code

answer

Federal law regulating labour relations under federal jurisdictions

question

Canada Pension Plan (CPP)

answer

a mandatory, contributory, portable pension plan applicable to all employees and self-employed persons in Canada, except those working for the federal government

question

Canadian Charter of Rights and Freedoms

answer

Federal law enacted in 1982, guaranteeing individuals equal rights before the law

question

Canadian Human Rights Act

answer

a federal law prohibiting discrimination

question

Canadian Human Rights Commission (CHRC)

answer

supervises the implementation and adjudication of the Canadian Human Rights Act

question

Canadian Labour Congress (CLC)

answer

an organization, with a membership of more than 3 million, that represents many unions in Canada. It has five main functions: (1) representing Canada at the International Labour Organization, (2) influencing public policy at the federal level, (3) enforcing the code of ethics set out in its constitution, (4) providing services (such as research and education) for its member unions, and (5) resolving jurisdictional disputes among its member unions

question

Canadian Occupational Projection System (COPS)

answer

provides up to 10-year projection of Canadian economy and human resource needs

question

career development

answer

a lifelong series of activities undertaken by individuals in their pursuit of a career

question

career management

answer

a series of formal and less formal activities, designed and managed by the organization to influence the career development of one or more employees

question

career planning

answer

the process through which someone becomes more aware of their interests and needs, motivations, etc

question

career plateauing

answer

reaching a temporary flat point on the advancement continuum during one's career

question

careless worker model

answer

the early approach to safety in the workplace, which assumed that most accidents were due to workers' failure to be careful or to protect themselves. Even if training was provided to make workers more aware of the dangers in the workplace, this approach still assumed accidents to be mainly the worker's fault

question

Certified Human Resources Professional (CHRP)

answer

Human resource practitioner, formally accredited to practise, who reflects a threshold professional level of practice

question

coaching

answer

a less formal training experience than an apprenticeship, coaching generally involves a supervisor or manager providing a model for a new employee to observe and emulate

question

collaborative strategy

answer

an organizational strategy that relies on highly skilled contract labour to supply the needed specialized by hiring them on an "as-needed" basis or retaining them on an "on-call" basis

question

collective agreement

answer

a labour contract that addresses a variety of issues such as wage and benefits, hours of work, working conditions, grievance procedures, safety standards, probationary periods, and work assignments. Usually negotiated between the local union's bargaining committee and the human resource or industrial relations department

question

combination

answer

concurrent use of two or more job analysis technique (e.g., interviews and observation)

question

commitment strategy

answer

an organizational strategy that attempts to forge a commonality of interest between the organization (often symbolized by the management) and its employees

question

communication standards

answer

formal protocols for internal communications within an organization to eliminate sex/gender, racial, age, or other biases in communications

question

compa-ratio

answer

an index that indicates how an individual's or a group's salary relates to the midpoint of their relevant pay grades

question

comparative approach

answer

HR audit approach comparing one firm's (or division's) HR practices with another firm (or division) to uncover areas of poor performance

question

comparative evaluation methods

answer

a collection of different methods that compare one person's performance with that of coworkers

question

compensation records

answer

a study of wages, benefits, and services can show whether they are fair and competitive

question

compensatory approach

answer

in a compensatory approach, a higher score on a predictor may compensate a low score on another

question

competencies

answer

skill, knowledge, and behaviours that distinguish high performance in abroad role, function, or level of the organization

question

competency

answer

a knowledge, skill, ability, or characteristic associated with superior job performance

question

competency matrix

answer

a list of the level of each competency required for each of a number of jobs

question

competency model (competency framework)

answer

a list of competencies required in a particular job

question

competitive advantage

answer

creating an environment in which people are open to new ideas, responsive to change, and eager to develop new skills and capabilities

question

compliance approach

answer

review of past human resource practices to determine if they conform to formally stated policies and legally defensible standards

question

compliance strategy

answer

an organizational strategy whose focus is on achieving labour efficiencies through control over labour costs, use of temporary or contingent workforce, and maximum control over processes and using it as a key competitive weapon

question

compressed workweeks

answer

a reduction in the number of days per week in which full-time work is performed, but not in the number of weekly hours

question

computer-assisted interviewing

answer

use of computers to electronically profile job candidates and screen new hires

question

computer-based training (CBT)

answer

the use of computers to facilitate the training process

question

computer-interactive performance tests

answer

performance tests using computer simulations that can measure skills, comprehension, spatial visualization, judgement, etc

question

computerization

answer

a major technological change allowing the processing of vast amounts of data at great speeds, enabling organizations to improve efficiency, responsiveness, and flexibility in operations

question

concentration

answer

a condition that exists when a department or employer has a greater proportion of members of a protected class than are found in the employer's labour market

question

conciliation

answer

use of government-appointed third party to explore solutions to a labour-management dispute. Less formal than mediation. In most provinces, no strike action is permitted before a conciliation effort has been made. Conciliators are appointed by the federal or provincial minister of labour, at the request of either one or both of the parties involved, or at the discretion of the ministers. A conciliator is requested to submit a report to the minister within a specified time period. If conciliation fails, strikes or lockouts can legally commence

question

concurrent validity

answer

an empirical approach to validation that measures the predictor and criterion scores concurrently

question

construct validity

answer

a rational approach to validation that seeks to establish a relationship to a construct, attribute, or quality related to job performance

question

constructive dismissal

answer

a major change in the terms of employment contract that results in an employee resigning

question

consultants

answer

professionals who provide expert advice and counsel in a particular area

question

content validity

answer

a rational approach to validation that examines the extent to which the selection device includes elements of the job domain

question

contract (or contingent) worker

answer

a freelancer (self-employed, temporary, or leased employees) who is not part of the regular workforce and is paid on a project completion basis

question

contrast error

answer

a rater bias occurring when a rater compares employees to each other rather than to a performance standard

question

contributory plans

answer

benefits that require the employer to contribute to the cost of the benefit

question

core dimensions of diversity

answer

age, ethnicity and culture, sex/gender, race, religion, sexual orientation, and capabilities

question

corporate social responsibility (CSR)

answer

a company's sense of responsibility towards the community and environment in which it operates

question

corrective discipline

answer

discipline that follows a rule infraction

question

cost-benefit analysis

answer

analysis undertaken to assess the cost-effectiveness of a project or program

question

cost leadership strategy

answer

strategy to gain competitive advantage through lower costs of operations and lower prices for products

question

costs

answer

expenses related to attracting recruits

question

counselling

answer

the discussion of a problem with an employee, with the general objective of helping the worker resolve the issue or cope with the situation so that he or she can become more effective

question

craft union

answer

a type of local union composed of workers who possess the same skills or trades. These unions are composed of workers who possess the same skills or trades; these include, for example, all the carpenters who work in the same geographical area

question

critical incident report

answer

the rater records statements that describe extremely effective or ineffective behaviour related to performance

question

cross-training

answer

training employees to perform operations in areas other than their assigned jobs

question

crowdsourcing

answer

the act of a company or institution taking a function once performed by employees and outsourcing it to an undefined (and generally large) network of people in the form of an open call

question

cultural challenges

answer

challenges facing a firm's decision makers because of cultural differences among employees or changes in core cultural or social values occurring at a larger societal level

question

cultural forces

answer

challenges facing a firm's decision makers because of cultural differences among employees or changes in core cultural or social values occurring at the larger societal level

question

cultural mosaic

answer

Canadian ideal of encouraging each ethnic, racial, and social group to maintain own cultural heritage, forming a national mosaic of different cultures

question

cultural norms

answer

values and norms that determine behaviours of individuals and groups in different cultures

question

culture shock

answer

cultural disorientation causing stress and the inability to respond appropriately

question

defined benefits (DB) plan

answer

a benefit plan whose benefits are defined by a formula based on age and length of service, with the employer assuming responsibility for funding

question

defined contribution (DC) plan

answer

a benefits plan based on the amounts contributed by the employer and the employee, the final pension depending on amounts contributed, investment income, and economic conditions at retirement

question

Delphi technique

answer

the soliciting of predictions about specified future events from a panel of experts, using repeated surveys until convergence in opinions occurs

question

demographic changes

answer

changes in the demographics of the labour force (e.g., education levels, age levels, participation rates) that occur slowly are usually known in advance

question

differential validity

answer

test validation process aimed at discovering the validity of a test for various subgroups, e.g., females and members of visible minorities

question

differentiation strategy

answer

strategy to gain competitive advantage by creating a distinct product or offering a unique service

question

direct mail recruiting

answer

recruitment targeted at specified population segments or regions using a variety of means

question

discipline

answer

management action to encourage compliance with organization standards

question

diversity audits

answer

audits to uncover underlying dimensions, causes, interdependencies, and progress-to-date on diversity management matters

question

diversity committee

answer

a committee entrusted to oversee diversity efforts, implement processes, and serve as a communication link

question

diversity management

answer

recognition of differences among employees belonging to heterogeneous groups and creating a work environment in which members of diverse groups feel comfortable

question

diversity training programs

answer

training programs aimed at importing new skills to motivate and manage a diverse workforce

question

downsizing

answer

reducing employment to improve efficiency, productivity, and competitiveness

question

downward communication

answer

information that begins at some point in the organization and feeds down the organization hierarchy to inform or influence others

question

drug tests

answer

test that include whether a job applicant uses marijuana, cocaine, or other drugs. A growing number of employers have instituted drug testing as a part of the selection process. Substance abuse in the workplace costs employers billions of dollars each year

question

dual-income couple

answer

a couple whose partners both have their own careers

question

due process

answer

in a disciplinary situation, the following of proper, established rules and procedures, and giving employees the opportunity to respond to allegations

question

duty to accommodate

answer

requirement that an employer must accommodate the employee to the point of "undue hardship"

question

economic challenges

answer

economic factors facing Canadian business today, including global trade challenges and the challenge to increase one's own competitiveness and productivity levels

question

economic forces

answer

economic factors facing Canadian business today, including global trade forces and the force to increase one's own competitiveness and productivity levels

question

educational attainment

answer

the highest educational level attained by an individual worker, employee group, or population

question

educational institutions

answer

high schools, technical schools, community colleges, and universities where applicants for job positions are sought

question

efficiency

answer

achieving maximal output with minimal input

question

employee assistance program (EAP)

answer

comprehensive company program that seeks to help employees and their family members overcome personal and work-related problems

question

employee attitude/opinion survey

answer

a systematic method of determining what employees think of their organization

question

employee development

answer

the process of enhancing an employee's future value to the organization through careful career planning

question

employee goals

answer

goals to assist employees to achieve personal goals that will enhance their contributions to the organization

question

employee handbook

answer

a handbook explaining key benefits, policies, and general information about the employer

question

employee leasing

answer

the practice of outsourcing job functions, such as payroll, to organizations specializing in the field

question

employee log

answer

approach to collecting job- and performance-related information by asking the jobholder to summarize tasks, activities, and challenges in a diary format

question

employee objectives

answer

goals set by HR department to assist employees to achieve personal goals that will enhance their contribution to the organization

question

employee referrals

answer

recommendations by present employees to recruiter about possible job applicants for a position

question

employee self-service (ESS)

answer

a feature that allows employees to access and view their own records and make changes where applicable

question

Employment Equity Act

answer

Federal law to remove employment barriers and to promote equality

question

employment equity programs

answer

developed by employers to undo past employment opportunity in the future. Called affirmative action programs in the United States

question

Employment Insurance (EI)

answer

a program to help alleviate the monetary problems of workers in Canada during the transition from one job to another

question

employment interview

answer

a formal, in-depth, face-to-face, or more recently, a phone or video conference between an employer and a job applicant to assess the appropriateness of the applicant for the job under consideration

question

employment references

answer

evaluations of an employee's past work performance and job-relevant behaviours provided by past employers

question

employment tests

answer

devices that assess the probable match between applicants and job requirements

question

enterprise-wide systems

answer

link an organization's entire software application environment into a single enterprise solution

question

environmental considerations

answer

the influence of the external environment on job design. Includes employee ability, availability, and social expectations

question

equal pay for equal work

answer

the principle or policy of equal rates of pay for all employees in an establishment performing the same kind and amount of work, regardless of sex, race, or other characteristics of individual workers not related to ability or performance

question

equal pay for work of equal value

answer

the principle of equal pay for men and women in jobs with comparable content; based on criteria of skill, effort, responsibility, and working conditions; part of the Canadian Human Rights Act

question

ergonomics

answer

the study of relationships between physical attributes of workers and their work environment to reduce physical and mental strain and increase productivity and quality of work life

question

error of central tendency

answer

an error in rating employees that consists of evaluating employees as neither good nor poor performers even when some employees perform exceptionally well or poorly

question

ethnocentrism

answer

a view in which managers use a home country standard as reference for managing activities

question

evaluation interviews

answer

performance review sessions that give employees feedback about their past performance or future potential

question

exit interviews

answer

interviews with departing employees to gauge their impressions of a firm's strengths and weaknesses, especially relating to HR systems and policies

question

expatriate

answer

an individual who is sent on an assignment outside the home country for a period of time

question

external equity

answer

perceived fairness in pay relative to what other employers are paying for the same type of work

question

extrapolation

answer

extending past rates of change into the future

question

feedback

answer

information that helps evaluate the success or failure of an action or system

question

flex hours

answer

variable start and stop times

question

flex schedules

answer

any type of variation in traditional work schedules

question

flexible benefit programs

answer

programs that allow employees to select the mix of benefits and services that will answer their individual needs. Also known as cafeteria benefit programs

question

flexible retirement

answer

a novel approach to optimizing the talent of recent retirees, thus extending their contributions and continuing their engagement in organizational activities

question

flexiplace

answer

a flexible work arrangement in which employees are allowed or encouraged to work at home or in a satellite office closer to home

question

flexpatriate

answer

a person who is on a short-term assignment and engages in frequent travel without relocation

question

flextime

answer

a scheduling innovation that abolishes rigid starting and ending times for each day's work

question

focus group

answer

a face-to-face meeting with five to seven knowledgeable experts on a job and a facilitator to collect job and performance-related information

question

focus strategy

answer

strategy to gain a competitive advantage by focusing on needs of a specific segment(s) of the total market

question

forced distributions

answer

a method of evaluating employees that requires rater to categorize employees

question

forecasts

answer

estimates of future resource needs and changes

question

frequent flyer

answer

an employee who travels with increasing frequency on international business trips to accomplish a specific task

question

full-time employees

answer

work 37.5 to 40 hours in a workweek

question

functional authority

answer

authority that allows staff experts to make decisions and take actions normally reserved for line managers

question

future orientation

answer

the degree to which people are willing to delay rewards

question

gender differentiation

answer

how society views differences in gender roles and affords higher status to certain roles

question

geocentrism

answer

a managerial outlook that focuses on creating a global network and follows a strategy that integrates and is dependent on the global firm's strengths

question

glass ceiling

answer

invisible, but real obstructions to career advancement of women and people of visible minorities, resulting in frustration, career dissatisfaction, and increased turnover

question

global human resource management (GHRM)

answer

an IHRM process that view HRM in a global context as one that contributes to organizational capabilities

question

global HR planning

answer

estimates employment needs and develops plans for meeting those needs from the available global labour force and the viability of MNEs in their ability to align their workforce with the supply for global talent

question

global mindset

answer

the capacity to scan the world with a brand view, to value diversity, and to appreciate change

question

global talent management

answer

strategic integration of resourcing and development at the international level, which involves the proactive identification, development, and strategic deployment of high-performing and high-potential employees on a global scale

question

grapevine communication

answer

informal communication within an organization that arise from normal social interaction

question

graphic response test

answer

tests that attempt to measure an applicant's honesty by measuring body responses

question

grievance procedure

answer

a formalized procedure for resolving disputes if the parties have a disagreement regarding the interpretation of a term of the collective agreement.. A grievance is a complaint by an employee or employer that alleges that some aspect of a collective agreement has been violated. Labour legislation typically requires that a grievance that cannot be resolved between the parties can be submitted to an arbitrator or arbitration board whose decision is final and binding

question

grievance records

answer

an audit of these can detect patterns in employee grievances

question

guaranteed annual wage (GAW)

answer

a benefits plan by which an employer assures employees that they will receive a minimum annual income regardless of layoffs or a lack of work

question

halo effect

answer

a bias that occurs when an evaluation allows some information to disproportionately affect the final evaluation

question

harassment

answer

occurs when a member of an organization treats an employee in a disparate manner because of that person's sex, race, religion, age, or other protective classification

question

Hazardous Products Act

answer

an act whose primary objective is the protection of consumers by regulating the sale of dangerous products

question

health and safety committee

answer

a group consisting of representatives of the employer and employees that meets regularly in order to reduce accident rates

question

home-country evaluations

answer

performance appraisals carried out by an expatriate's home office

question

host-country evaluations

answer

performance appraisals carried out by an expatriate's local (or host) office

question

host country national (HCN)

answer

citizen of a country of a foreign subsidiary, hired to work at a subsidiary located in their home country

question

hot-stove rule

answer

the principle that disciplinary action should be like what happens when you touch a hot stove: it is with warning, immediate, consistent, and impersonal

question

human resource accounting

answer

a process to measure the present cost and value of human resources as well as their future worth to the organization

question

human resource audit

answer

an examination of the human resource policies, practices, and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals

question

human resource development (HRD)

answer

a part of human resource management that integrates the use of training and employee and career development efforts to improve individual, group, and organizational effectiveness

question

human resource experiment

answer

comparison of impact of a treatment on experimental and control groups in real-life settings, while controlling for effects of extraneous factors

question

human resource information system (HRIS)

answer

gathers, analyzes, summarizes, and reports important data for formulating and implementing strategies by HR specialists and line managers

question

human resource management

answer

the leadership and management of people within an organization using systems, methods, processes, and procedures that enable employees to optimize their contribution to the organization and its goals

question

human resource plan

answer

a firm's overall plan to fill existing and future vacancies, including decisions on whether to fill internally or by recruiting from the outside

question

human resource planning

answer

a process used to determine future human resource requirements by anticipating future business demands, analyzing the impacts of these demands on the organization, and making decisions on how to effectively acquire and utilize firms' human resources

question

Human Resources and Skill Development Canada (HRSDC)

answer

Federal agency that provides programs and services for employers and present and potential employees

question

human rights compliance audits

answer

audits of hiring, placement, and compensation practices, to ensure compliance with human rights legislation

question

humane orientation

answer

degree to which societies focus on altruistic behaviour and generosity

question

incentive pay

answer

compensation that is directly tied to an employee's performance and/or productivity

question

indexation

answer

a method of estimating future employment needs by matching employment growth with some index, such as the ratio of production employees to sales

question

inducements

answer

monetary, nonmonetary, or even intangible incentives used by a firm to attract recruits

question

in-group collectivism

answer

degree to which a society feels loyal toward their family or other collective groups

question

industrial union

answer

a type of local union that includes the unskilled and semiskilled workers at a particular location

question

in-house complaint procedures

answer

formal methods through which an employee can register a complaint

question

inpatriate

answer

Third Country National (TCN) or Host Country National (HCN) employee who relocates from foreign subsidiary or joint venture to the parent company

question

institutional collectivism

answer

degree to which institutions want individuals to integrate into the larger structure, even at the cost of individual freedom

question

integrity tests

answer

employment tests that measure an applicant's honesty and trustworthiness

question

internal equity

answer

perceived equity of a pay system in an organization

question

international commuter

answer

an employee who frequently commutes from a home country to a place of work in another country, typically on a weekly or biweekly basis

question

international human resource management (IHRM)

answer

the worldwide management of talent from a staffing perspective, including HR support across countries and employment of different nationals

question

Internet recruiting

answer

job recruitment using the Internet

question

interview

answer

approach to collecting job- and performance-related information by face-to-face meeting with jobholder, typically using a standardized questionnaire

question

interviewee errors

answer

interviewee mistakes such as boasting, not listening, or lack of reparation that reduce the validity and usefulness of an interview

question

interviewer errors

answer

mistakes like biases and domination that reduce the validity and usefulness of the job interview

question

intranet

answer

an internal computer network that is generally accessible only to individuals within an organization

question

job

answer

group of related activities and duties

question

job analysis

answer

systematic study of a job to discover its specifications, skill requirements, and so on, for wage-setting, recruitment, training, or job-simplification purposes

question

job analysis questionnaire

answer

checklists that seek to collect information about jobs in a uniform manner

question

job analysis schedules

answer

checklists that seek to collect information about jobs in a uniform manner

question

job application form

answer

a company's form completed by a job applicant indicating their contact information, education, prior employment, references, special skills and other questions pertaining to the position

question

job code

answer

a code that uses numbers, letters, or both to provide a quick summary of the job and its content

question

job description

answer

a recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job

question

job design

answer

identification of job duties, characteristics, competencies, and sequences taking into consideration technology, workforce, organization character, and environment

question

job enlargement

answer

adding more tasks to a job to increase the job cycle and draw on a wider range of employee skills

question

job enrichment

answer

adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance

question

job evaluations

answer

systematic process of assessing job content and ranking jobs according to a consistent set of job characteristics and worker traits

question

job families

answer

groups of different jobs that are closely related by similar duties, responsibilities, skills, or job elements

question

job grading

answer

a form of job evaluation that assigns jobs to predetermined job classifications according to their relative worth to the organization

question

job identity

answer

key part of a job description, including job title, location, and status

question

job performance standards

answer

the work performance expected from an employee on a particular job

question

job ranking

answer

a form of job evaluation in which jobs are ranked subjectively according to their overall worth to the organization

question

job rotation

answer

moving employees from one job to another to allow them more variety and to learn new skills

question

job sharing

answer

a plan whereby work is spread among all workers in a group to reduce the extent of layoffs when production requirements cause substantial decline in available work

question

job specification

answer

a written statement that explains what a job demands of jobholders and the human skills and factors required

question

just cause

answer

legal grounds for termination such as employee misconduct or incompetence

question

key job

answer

a job that is similar and common in the organization and its labour market - for example, accountant, tool-and-die maker

question

knowledge management

answer

making use of employees' knowledge

question

knowledge tests

answer

tests that measure a person's information or knowledge

question

knowledge workers

answer

members of occupations generating, processing, analyzing, or synthesizing idea and information (such as scientists and management consultants)

question

laboratory training

answer

a form of group training primarily used to enhance interpersonal skills

question

labour market analysis

answer

the study of a firm's labour market to evaluate the present or future availability of different types of workers

question

labour relations boards (LRBs)

answer

board set up in the federal and provincial jurisdictions to administer labor relations legislation. They have the power to determine: (1) whether a person is an employee for the purposes of the law; (2) whether an employee is a member of a trade union; (3) whether an organization is an appropriate bargaining agent for bargaining purposes; (4) whether a collective agreement is in force; and (5) whether any given party is bound by it

question

labour shortage

answer

insufficient supply of qualified talent to fill the demand for labour

question

learning curve

answer

a visual representation of the rate at which one learns given material

question

learning organization

answer

an organization that has an enhanced capacity to learn, adapt, and change

question

learning principles

answer

guidelines to the ways people learn most effectively

question

leniency bias

answer

a tendency to rate employees higher than their performance justifies

question

line authority

answer

authority to make decisions about production, performance, and people

question

local union

answer

a union that provides the members the revenue, and the power of the union movement. For most union members and industrial relations practitioners, the most important part of the union structure. Historically, the two major types of local unions were craft and industrial unions

question

long-term disability insurance

answer

a benefit plan providing the employee with an income in the case of long-term illness or injury

question

mailed questionnaires

answer

surveying employees using standardized questionnaires to collect information about jobs, working conditions, and other performance-related information

question

management inventories

answer

comprehensive reports of available management capabilities in the organization

question

management rights

answer

rights that provide management with the freedom to operate the business subject to any terms in the collective agreement. They often include the right to reassign employees to different jobs, to make hiring decisions, and to decide other matters important to management

question

management-by-objective (MBO) approach

answer

assessment of HR functions and systems by comparing actual results with stated HR objectives; requires an employee and superior to jointly establish performance goals for the future. Employees are subsequently evaluated on how well they have obtained these objectives

question

manager self-service (MSS)

answer

a feature of an HRIS that allows managers to view and access their employee's records and add relevant information

question

managing diversity

answer

ability to manage individual employees with different cultural values and lead teams made up of diverse employees

question

Markov analysis

answer

forecast of a firm's future human resource supplies, using traditional probability matrices reflecting historical or expected movements of employees across jobs

question

mediation

answer

use of a neutral third party to help settle a labour-management dispute. Often a mediator will meet separately with each bargaining team, especially when the negotiations take place in a hostile environment

question

medical evaluation

answer

assessment of health and accident information of a job applicant through self-reports or physical exam by company medical personnel

question

mentor

answer

someone who offers informed career guidance and support on regular basis

question

mentoring programs

answer

programs encouraging members of disadvantaged groups (e.g., women) to work with a senior manager who acts like a friend and guide in achieving career success

question

merit raise

answer

a pay increase given to individual workers according to an evaluation of their performance

question

mission statement

answer

statement outlining the purpose, long-term objectives, and activities the organization will pursue and the course of their future

question

mixed interviews

answer

mixed interviews are a combination of structured and unstructured interviews

question

multiple cutoff approach

answer

in a multiple cutoff approach, scores are set for each predictor and each applicant evaluated on a pass-fail basis

question

multinational enterprise (MNE)

answer

an organization that has operations and subsidiaries around the globe

question

National Occupational Classification (NOC)

answer

an occupational classification created by federal government, using skill level and skill types of jobs

question

natural justice

answer

minimum standards of fair decision making imposed on persons or bodies acting in judicial capacity

question

needs assessment

answer

a diagnosis that presents problems and future challenges that can be met through training and development

question

nominal group technique

answer

structured meeting that identifies meeting that identifies and ranks problems or issues affecting a group

question

noncomparative evaluation methods

answer

appraisal methods that evaluate an employee's performance according to preset data, and not by comparing one person's performance with that of coworkers

question

observation

answer

an approach to collecting job- and performance-related information by direct observation of jobholder by a specialist

question

old age crisis

answer

refers to the social (health care) and organizational (new workplace ergonomics) challenges of jobholder by a specialist

question

old boys' network

answer

set of informal relationships among male managers providing increased career advancement opportunities for men and reinforcing a male culture

question

onboarding

answer

the process of integrating and acculturating new employees into the organization and providing them with the tools, resources, and knowledge to become successful and productive

question

online service delivery

answer

EAP services available to employees through the Internet and by intranet

question

on-the-job training (OJT)

answer

a method in which a person learns a job by actually performing it

question

open-door policy

answer

a company policy that encourages employees to address their problems to higher levels of management

question

organization character

answer

the product of all the organization's features - people, objectives, technology, size, age, unions, policies, successes, and failures

question

organizational culture

answer

the core beliefs and assumptions that are widely shared by all organizational members

question

organizational goals

answer

an organization's short- and long-term goals that the HR department aims to achieve

question

organizational policies

answer

internal policies that affect recruitment, such as "promote-from-within" policies

question

orientation programs

answer

programs that familiarize new employees with their roles, the organization, its policies, and other employees

question

outplacement

answer

assisting employees to find jobs with other employers

question

outsourcing

answer

contracting tasks to outside agencies or persons

question

panel interview

answer

interview using several interviewers

question

paper-and-pencil integrity tests

answer

measures of honesty that rely on written responses rather than observations

question

paradigm shift

answer

fundamental change in a paradigm, e.g., shift from paper filing systems to electronic information storage and retrieval

question

parent country national (PCN)

answer

citizen of the country where the headquarters is located

question

part-time employees

answer

persons working fewer than the required hours for categorization as full-time workers and who are ineligible for many supplementary benefits offered by employers

question

paternalistic human resource strategy

answer

an organizational strategy in which some minimal degree of training and competency-building through training, job rotation, etc. is done with the objective of achieving flexibility of staffing and task assignments and maintain workforce stabilities

question

pay equity

answer

a policy to eliminate the gap between income of men and women, ensuring salary ranges correspond to value of work performed

question

pay secrecy

answer

a management policy not to discuss or publish individual salaries

question

Pension Benefits Standards Act

answer

a federal act regulating pension plans in industries under the jurisdiction of the Government of Canada

question

people equity

answer

how organizations measure and manage their human capital to maximize its value

question

performance appraisal

answer

the process by which organizations evaluate employee job performance

question

performance management

answer

the use of performance data to effect organizational culture, systems, and processes, set goals, allocate resources, affect policies and programs, and share results

question

performance measures

answer

the ratings used to evaluate employee performance

question

performance orientation

answer

extent to which society recognizes and rewards performance

question

performance standards

answer

the benchmarks against performance is measured

question

performance tests

answer

test that measure the ability of job applicants to perform the job for which they are being hired

question

personality tests

answer

questionnaires designed to reveal aspects of an individual's character or temperament

question

phased retirement

answer

gradual phase into retirement with loss or reduction of pension benefits

question

piecework

answer

a type of incentive system that compensates workers for each unit of output

question

point system

answer

a form of job evaluation that assesses the relative importance of the job's key factors in order to arrive at the relative worth of jobs

question

polycentrism

answer

characterized by firms that are staffed by host country managers and are typically decentralized and autonomous operations

question

polygraph

answer

machine that attempts to measure a person's honesty by assessing body reactions. Often called a lie detector

question

position

answer

collection of tasks and responsibilities performed by an individual

question

power distance

answer

degree to which people are separated by power and authority

question

precedent

answer

a new standard that arises from the past practices of either the company or the union. Once a precedent results from unequal enforcement of disciplinary rules, the new standard may affect similar cases in the future

question

predictive analysis

answer

the process of selecting, exploring, analyzing, and modelling data to create better business outcomes

question

predictive validity

answer

an empirical approach to validation that correlates predictor and criterion scores

question

preventive discipline

answer

action taken prior to an infraction to encourage employees to follow standards and rules

question

proactive human resource management

answer

a management approach wherein decision makers anticipate problems and likely challenges and take action before a problem occurs

question

production bonuses

answer

a type of incentive system that provides employee with additional compensation when they surpass stated production goals

question

productivity

answer

the ratio of a firm's outputs (goods and services) divided by its inputs (people, capacity, materials, energy)

question

productivity records

answer

an analysis of records on production, absenteeism, wastage, and labour costs can identify and improve productivity levels

question

professional search firms

answer

agencies, that for a fee, recruit specialized personnel by telephone and, at times, recruit from a computer

question

profit-sharing plan

answer

a system whereby an employer pays compensation or benefits to employees, usually on an annual basis, in addition to their regular wage, on the basis of the profits of the company

question

progressive discipline

answer

the use of stronger and stronger penalties for repeated offences

question

provincial human rights laws

answer

all provinces have their own human rights laws with discrimination criteria, regulations, and procedures

question

psychological tests

answer

tests that measure a person's personality or temperament

question

Public Service Staff Relations Act (PSSRA)

answer

provides federal public servants with the right to either opt for compulsory arbitration or strike

question

pulse survey

answer

pulse surveys are used to assess periodically the opinion of an organization's employees

question

ranking method

answer

a method of evaluating employees that ranks them from best to worst on some trait

question

rate range

answer

a pay range for each job class

question

rating scale

answer

a scale that requires the rater to provide a subjective evaluation of an individual's performance

question

reactive human resource strategy

answer

a management approach wherein decision makers respond to problems rather than anticipate them

question

realistic job preview (RJP)

answer

involves showing the candidate the type of work, equipment, and working conditions involved in the job before the hiring decision is final

question

reasonable accommodation

answer

voluntary adjustments to work or workplace that allow employees with special needs to perform their job effectively

question

recency effect

answer

a rater bias that occurs when the rater allows recent employee performance to sway unduly the overall evaluation of the employee's performance

question

record analysis

answer

review of past company records as part of an HR audit

question

recruiter habits

answer

the propensity of a recruiter to rely on methods, systems, or behaviours that led to past recruitment success

question

recruitment

answer

the process of finding and attracting capable applicants to apply for employment

question

red-circled rae

answer

a rate of higher pay than the contractual, or formerly established, rate for the job

question

reference letters

answer

written evaluation of a person's job-relevant skills, past experience, and work-relevant attitudes

question

regiocentrism

answer

a focus on the regions in which organizations operate

question

regulations

answer

legally enforceable rules developed by governmental agencies to ensure compliance with laws that the agency administers

question

reliability

answer

a selection device's ability to yield consistent results over repeated measures. Also, internal consistency of a device of measure

question

relocation assistance

answer

financial or other assistance to help expatriates move to the new work destination

question

relocation programs

answer

a company-sponsored benefit that assists employees who must move in connection with their job

question

replacement charts

answer

visual representation of who will replace whom when a job opening occurs

question

replacement summaries

answer

lists of likely replacements for each job and their relative strengths and weaknesses

question

resume

answer

a brief listing of an applicant's work experience, education, personal data, and other information relevant for the job

question

retention

answer

a company's ability to keep employees

question

reverse culture shock

answer

returning home after having been accustomed to another culture. Also called re-entry shock

question

ringisei

answer

a type of decision making by consensus often used by the Japanese; literally, "bottom-up decision making"

question

role-playing

answer

a training technique that requires trainees to assume different identities in order to learn how others feel under different circumstances

question

safety and health records

answer

an audit of safety and health records can find past or potential violations and suggest ways to eliminate them

question

Scanlon Plan

answer

an incentive plan developed by Joseph Scanlon that has as its general objective the reduction of labour costs through increased efficiency and the sharing of resultant savings among workers

question

secondary dimensions of diversity

answer

education, status, language, and income levels

question

selection

answer

the identification of candidates from a pool of recruits who best meet job requirements using tools such as application blanks, test, and interviews

question

selection process

answer

a series of specific steps used by an employer to decide which recruits should be hired

question

selection ratio

answer

the ratio of the number of applicants hired to the total number of applicants

question

self-directed work teams (groups)

answer

teams of workers without a formal, employer-appointed supervisor who decide among themselves most matters traditionally handled by a supervisor

question

seniority

answer

length of the worker's employment, which may be used for determining order of promotion, layoffs, vacation, etc

question

severance pay

answer

payment to a worker upon permanent separation from a company

question

sexual harassment

answer

unsolicited or unwelcome sex- or gender--based conduct that has adverse employment consequences for the complainant

question

shared responsibility model

answer

a newer approach to safety in the workplace that assumes the best method to reduce accident rates relies on the cooperation of the employer and the employees (who may be represented by a union)

question

shorter workweek

answer

employee scheduling variations that allow full-time employees to complete a week's work in less than the traditional five days

question

short-term disability plan

answer

a benefit plan crediting a number of days to be used as sick leave

question

situational interviews

answer

interviews that attempt to assess a job applicant's likely future response to specific situations, which may or may not have been faced by the applicant in the past. In this type of interview, the interviewer describes situations likely to arise on the job and important for effective job performance, and then asks the applicant what he or she would do in such situations

question

situational judgment test

answer

a test that places an applicant in hypothetical scenarios and asks them to indicate how they would respond from a list of alternatives

question

skill- or knowledge-based pay

answer

a pay system based on the skills or knowledge that an employee has (in contrast to the more common job-based pay)

question

skill-building training

answer

training employees in interpersonal skills to correctly respond to cultural differences at the workplace

question

skills inventories

answer

summaries of each nonmanagerial worker's skills and abilities

question

social (reform) unionism

answer

a type of unionism that tries to influence the economic and social policies of government at all levels. In practice, union leaders pursue such objectives by speaking out for or against government programs

question

socialization

answer

the process by which people adapt to an organization

question

societal objectives

answer

societal priorities (e.g., lower pollution levels) that HR department targets while setting own objectives and strategies

question

sponsor

answer

a person in an organization who can create career development opportunities for others

question

staff authority

answer

authority to advise, but not to direct, others

question

staffing table

answer

a list of anticipated employment openings for each type of job

question

stages of an interview

answer

key phases in an employment interview: interview preparation, creation of rapport, information exchange, termination, and evaluation

question

startup costs

answer

the additional costs associated with a new employee because the new employee is typically less efficient than an experienced worker; the new worker also requires additional supervisory time

question

stereotyping

answer

the process of using a few observable characteristics to assign someone to a preconceived social category

question

strategic human resource development

answer

the identification of needed skills and active management of employees' learning in relation to corporate strategies

question

strategic human resource management

answer

integrating human resource management strategies and systems to achieve overall mission, strategies, and success of the firm while meeting needs of employees and other stakeholders

question

strategic plan

answer

an identification of a firm's mission and objectives and its proposals for achieving those objectives

question

stressors

answer

stressful working conditions that can directly influence the health and safety of employees

question

stress-producing interviews

answer

job interviews that use a series of harsh, rapid-fire, questions to upset the applicant and learn how he or she handles stress

question

strictness bias

answer

a tendency to rate employees lower than their performance justifies

question

structured interviews

answer

interviews wherein a predetermined checklist of questions usually asked of all applicants is used

question

subjective approach

answer

in a subjective approach, the decision maker looks at the scores received by the various applicants on predictors and subjectively evaluates all of the information and comes to an overall judgement

question

succession planning

answer

the process of making long-range management development plans to fill human resource needs

question

suggestion systems

answer

a formal method of generating, evaluating, and implementing employee ideas

question

supplemental unemployment benefits (SUB)

answer

private plans providing compensation for wage loss to laid-off workers

question

support groups

answer

groups of employees who provide emotional support to a new employee who shares a common attribute with the group (e.g., racial or ethnic membership)

question

surveys

answer

use of preprinted questionnaires (or email) to gauge employee attitudes on a variety of work and company-related matters

question

systematic discrimination

answer

any company policy, practice, or action that is not openly or intentionally discriminatory, but has an indirect discriminatory impact or effect

question

talent

answer

those individuals who add value to the organization and can positively impact organizational performance

question

talent management

answer

a systematic attraction, identification, development, engagement/retention, and deployment of those individuals with high potential who are of particular value to the organization

question

task identity

answer

the feeling of responsibility of pride that results from doing an entire piece of work, not just a mall part of it

question

task significance

answer

knowing that the work one does is important to others in the organization or to outsiders

question

telecommunicating

answer

full- or part-time labour performed at the employee's home or on the move with the assistance of technology

question

temporary-help agencies

answer

agencies that provide supplemental workers for temporary vacancies caused by employee leave, sickness, etc

question

third country national (TCN)

answer

citizen of a country other than the parent country

question

third culture kids (TCK)

answer

children who accompany their parents on global work assignments and become familiar with more than one culture

question

total reward model

answer

inclusion of everything employees value in an employment relationship

question

transfer

answer

movement of an employee from one job to another that is relatively equal to pay, responsibility, and organizational level

question

transference

answer

applicability of training to job situations; evaluated by how readily the trainee can transfer the learning to his or her job

question

transition matrices

answer

describe the probabilities of how quickly a job position turns over and what an incumbent employee may do, over a forecast period of time, from that job situation, such as stay in current position, move to another position within a firm, or accept another job in another organization

question

transnational teams

answer

teams composed of members of multiple nationalities working on projects that span several countries

question

uncertainty avoidance

answer

degree to which people are consistent and seek structure in their lives

question

underutilization

answer

a condition that exists when a department or employer has a lesser proportion of members of a protected class than are found in the employer's labour market

question

unfair labour practices

answer

practices by management such as interfering with or discriminating against employees who undertake collective action. Unions may also commit unfair labour practices

question

union shop

answer

a union security provision in which employers may hire anyone they want, but all new employees must join the union within a specified period

question

unstructured interviews

answer

interviews using few if any planned questions to enable the interviewer to pursue, in depth, the applicant's responses

question

upward communication

answer

communication that begins in the organization and proceeds up the hierarchy to inform or influence others

question

validity

answer

a key attribute of a selection device that indicates its accuracy and relationship to job-relevant criteria

question

validity generalization

answer

using validity evidence accumulated for other jobs or applicant populations to guide employment test choices until local validation study results can be acquired

question

variety

answer

an attribute of jobs wherein the worker has the opportunity to use different skills and abilities, or perform different activities

question

vestibule training

answer

training opportunities that utilize simulated workstations so that new employees can learn about their job without interfering with activities at the actual workstation

question

vesting

answer

a provision in employer-provided retirement plans that gives workers the right to a pension after a specified number of years of service

question

video interview

answer

interview approach that uses solicited videos of a candidate's answers to provided questions

question

virtual organization

answer

an operational domain of any organization whose workforce includes a significant portion of remote workers

question

virtual reality

answer

use of modern computer technology to create a 3D environment

question

wage and salary surveys

answer

studies made of wages and salaries paid by other organizations within the employer's labour market

question

walk-ins/write-ins

answer

job seekers who arrive at or write to the human resource department in search of a job without prior referrals and not in response to a specific ad

question

want ads

answer

advertisements in a newspaper, magazine, etc. that solicit job applicants for a position

question

weighted application blank (WAB)

answer

a job application form in which various items are given differential weights to reflect their relationship to criterion measure

question

wiki

answer

a type of server program that allows multiple users to contribute to a Web site

question

work arrangement

answer

a firm's use of work hours, schedules, and location to ensure that the goals of the organization and the needs of the employees are optimally met

question

workflow

answer

the sequence of and balance between jobs in an organization needed to produce the firm's goods or services

question

work options

answer

various and flexible alternatives to the traditional workplace or the traditional 40-hour work week

question

work practices

answer

the set ways of performing work in an organization

question

workers' compensation

answer

compensation payable by employers collectively for injuries sustained by workers in the course of their employment

question

working conditions

answer

facts about the situation in which the worker acts. Includes physical environment, hours, hazards, travel requirements, and so on, associated with a job

question

workplace diversity

answer

includes important human characteristics that influence employee values, their perceptions of self and others, behaviors, and interpretation of events

question

Workplace HAzardous MAterials Information (WHMIS)

answer

legislation that requires suppliers to label all hazardous products and provide a Material Safety Data Sheet (MSDS) on each

question

wrongful dismissal

answer

terminating an employee without just cause or without giving the employee reasonable notice or compensation in lieu of notice

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