CKE Prep – Flashcard

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360-degree career development
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a holistic approach to career development that considers approach to career development that considers all career development functions
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360-degree performance appraisal
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combination of self, peer, supervisor, and subordinate performance evaluation
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ability tests
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tests that assess an applicant's capacity or aptitude to function in a certain way
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ads
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advertisements in a newspaper, magazine, etc, that solicit job applicants for a position
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alternate work arrangements
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nontraditional work arrangements (e.g., flextime, telecommuting) that provide more flexibility to employees, while meeting organizational goals
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alumni associations
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associations of alumni of schools, colleges, or other training facilities
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applicant tracking systems (ATS)
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databases of potential candidates that enable a good match between job requirements and applicant characteristics and also enlarge the recruitment pool
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application blank
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a job application form
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apprenticeships
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a form of on-the-job training in which junior employees learn a trade from an experienced person
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arbitration
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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
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assertiveness
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focuses on how assertive people are in society and the degree to which they are confrontational
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assessment centers
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a standardized form of employer appraisal that relies on several types of evaluation and multiple assessors
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assumption of risk
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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
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attitude survey
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systematic assessment of employees' opinions about various work-related factors typically using a questionnaire
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attitude tests
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tests that seek to learn the attitudes of job applicants and employees about job-related subjects
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attitudes toward government
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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
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attitudes toward work
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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
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attrition
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loss of employees due to their voluntary departures from the firm through resignation, retirement, or death
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audit of employee satisfaction
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assessment of employee satisfaction with a variety of work-related matters and the implications for HR practices and systems
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audit of managerial compliance
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an audit to review how well managers comply with HR policies and procedures and labour laws
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audit report
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a comprehensive description of HR activities, containing commendation for effective practices and recommendations for improving ineffective practices
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audit team
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team responsible for assessing the effectiveness of the human resource function
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authorization cards
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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
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automation
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the automatically controlled operation of a process, system, or equipment by mechanical or electronic devices
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autonomous work groups
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any of a variety of arrangements that allow employees to decide democratically how they will meet their group's work objectives
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autonomy
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in a job context, independence - having control over one's work and one's response to the work environment
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awareness training
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training employees to develop their understanding of the need to manage and value diversity
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balanced scorecard
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an integrated organizational performance measuring approach, looking at organizational learning and innovation, financial management, internal operations, and customer management
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behavioural description interviews
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behavioural description interviews attempt to find out how job applicants responded to specific work situations in the past
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behaviourally anchored rating scales (BARS)
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evaluation tools that rate employees along a rating scale by means of specific behaviour examples on the scale
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benchmarking
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comparing one's own quality and production standards with those of industry leaders
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benefit audit
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a system to control the efficiency of a benefit program
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biographical information blank (BIB)
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a type of application blank that uses a multiple-choice format to measure a job candidate's education, experiences, opinions, attitudes, and interests
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blind ads
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want ads that do not identify the employer
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blog
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a Weblog - an online journal, diary, or serial published by a person or group of people
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bona fide occupational requirement (BFOR)
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a justified business reason for discriminating against a member of a protected class. Also known as a bona fide occupational qualification (BFOQ)
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broadbanding
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consolidation of a large number of pay grades into a few "broad bands"
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buddy systems
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exist when an experienced employee is asked to show a new employee around the job site, conduct introductions, and answer the newcomer's questions
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burnout
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a condition of mental, emotional, and sometimes physical exhaustion that results from substantial and prolonged stress
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business ecosystem
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a series of tightly knit intercompany relationships, allowing a business to attain a competitive advantage
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business unionism
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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
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buy-back
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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
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Canada Labour Code
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Federal law regulating labour relations under federal jurisdictions
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Canada Pension Plan (CPP)
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a mandatory, contributory, portable pension plan applicable to all employees and self-employed persons in Canada, except those working for the federal government
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Canadian Charter of Rights and Freedoms
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Federal law enacted in 1982, guaranteeing individuals equal rights before the law
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Canadian Human Rights Act
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a federal law prohibiting discrimination
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Canadian Human Rights Commission (CHRC)
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supervises the implementation and adjudication of the Canadian Human Rights Act
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Canadian Labour Congress (CLC)
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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
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Canadian Occupational Projection System (COPS)
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provides up to 10-year projection of Canadian economy and human resource needs
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career development
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a lifelong series of activities undertaken by individuals in their pursuit of a career
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career management
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a series of formal and less formal activities, designed and managed by the organization to influence the career development of one or more employees
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career planning
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the process through which someone becomes more aware of their interests and needs, motivations, etc
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career plateauing
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reaching a temporary flat point on the advancement continuum during one's career
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careless worker model
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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
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Certified Human Resources Professional (CHRP)
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Human resource practitioner, formally accredited to practise, who reflects a threshold professional level of practice
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coaching
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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
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collaborative strategy
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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
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collective agreement
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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
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combination
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concurrent use of two or more job analysis technique (e.g., interviews and observation)
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commitment strategy
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an organizational strategy that attempts to forge a commonality of interest between the organization (often symbolized by the management) and its employees
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communication standards
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formal protocols for internal communications within an organization to eliminate sex/gender, racial, age, or other biases in communications
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compa-ratio
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an index that indicates how an individual's or a group's salary relates to the midpoint of their relevant pay grades
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comparative approach
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HR audit approach comparing one firm's (or division's) HR practices with another firm (or division) to uncover areas of poor performance
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comparative evaluation methods
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a collection of different methods that compare one person's performance with that of coworkers
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compensation records
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a study of wages, benefits, and services can show whether they are fair and competitive
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compensatory approach
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in a compensatory approach, a higher score on a predictor may compensate a low score on another
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competencies
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skill, knowledge, and behaviours that distinguish high performance in abroad role, function, or level of the organization
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competency
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a knowledge, skill, ability, or characteristic associated with superior job performance
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competency matrix
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a list of the level of each competency required for each of a number of jobs
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competency model (competency framework)
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a list of competencies required in a particular job
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competitive advantage
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creating an environment in which people are open to new ideas, responsive to change, and eager to develop new skills and capabilities
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compliance approach
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review of past human resource practices to determine if they conform to formally stated policies and legally defensible standards
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compliance strategy
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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
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compressed workweeks
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a reduction in the number of days per week in which full-time work is performed, but not in the number of weekly hours
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computer-assisted interviewing
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use of computers to electronically profile job candidates and screen new hires
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computer-based training (CBT)
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the use of computers to facilitate the training process
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computer-interactive performance tests
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performance tests using computer simulations that can measure skills, comprehension, spatial visualization, judgement, etc
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computerization
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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
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concentration
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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
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conciliation
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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
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concurrent validity
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an empirical approach to validation that measures the predictor and criterion scores concurrently
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construct validity
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a rational approach to validation that seeks to establish a relationship to a construct, attribute, or quality related to job performance
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constructive dismissal
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a major change in the terms of employment contract that results in an employee resigning
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consultants
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professionals who provide expert advice and counsel in a particular area
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content validity
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a rational approach to validation that examines the extent to which the selection device includes elements of the job domain
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contract (or contingent) worker
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a freelancer (self-employed, temporary, or leased employees) who is not part of the regular workforce and is paid on a project completion basis
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contrast error
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a rater bias occurring when a rater compares employees to each other rather than to a performance standard
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contributory plans
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benefits that require the employer to contribute to the cost of the benefit
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core dimensions of diversity
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age, ethnicity and culture, sex/gender, race, religion, sexual orientation, and capabilities
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corporate social responsibility (CSR)
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a company's sense of responsibility towards the community and environment in which it operates
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corrective discipline
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discipline that follows a rule infraction
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cost-benefit analysis
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analysis undertaken to assess the cost-effectiveness of a project or program
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cost leadership strategy
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strategy to gain competitive advantage through lower costs of operations and lower prices for products
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costs
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expenses related to attracting recruits
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counselling
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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
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craft union
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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
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critical incident report
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the rater records statements that describe extremely effective or ineffective behaviour related to performance
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cross-training
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training employees to perform operations in areas other than their assigned jobs
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crowdsourcing
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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
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cultural challenges
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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
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cultural forces
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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
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cultural mosaic
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Canadian ideal of encouraging each ethnic, racial, and social group to maintain own cultural heritage, forming a national mosaic of different cultures
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cultural norms
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values and norms that determine behaviours of individuals and groups in different cultures
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culture shock
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cultural disorientation causing stress and the inability to respond appropriately
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defined benefits (DB) plan
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a benefit plan whose benefits are defined by a formula based on age and length of service, with the employer assuming responsibility for funding
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defined contribution (DC) plan
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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
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Delphi technique
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the soliciting of predictions about specified future events from a panel of experts, using repeated surveys until convergence in opinions occurs
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demographic changes
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changes in the demographics of the labour force (e.g., education levels, age levels, participation rates) that occur slowly are usually known in advance
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differential validity
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test validation process aimed at discovering the validity of a test for various subgroups, e.g., females and members of visible minorities
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differentiation strategy
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strategy to gain competitive advantage by creating a distinct product or offering a unique service
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direct mail recruiting
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recruitment targeted at specified population segments or regions using a variety of means
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discipline
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management action to encourage compliance with organization standards
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diversity audits
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audits to uncover underlying dimensions, causes, interdependencies, and progress-to-date on diversity management matters
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diversity committee
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a committee entrusted to oversee diversity efforts, implement processes, and serve as a communication link
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diversity management
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recognition of differences among employees belonging to heterogeneous groups and creating a work environment in which members of diverse groups feel comfortable
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diversity training programs
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training programs aimed at importing new skills to motivate and manage a diverse workforce
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downsizing
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reducing employment to improve efficiency, productivity, and competitiveness
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downward communication
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information that begins at some point in the organization and feeds down the organization hierarchy to inform or influence others
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drug tests
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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
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dual-income couple
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a couple whose partners both have their own careers
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due process
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in a disciplinary situation, the following of proper, established rules and procedures, and giving employees the opportunity to respond to allegations
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duty to accommodate
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requirement that an employer must accommodate the employee to the point of "undue hardship"
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economic challenges
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economic factors facing Canadian business today, including global trade challenges and the challenge to increase one's own competitiveness and productivity levels
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economic forces
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economic factors facing Canadian business today, including global trade forces and the force to increase one's own competitiveness and productivity levels
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educational attainment
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the highest educational level attained by an individual worker, employee group, or population
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educational institutions
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high schools, technical schools, community colleges, and universities where applicants for job positions are sought
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efficiency
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achieving maximal output with minimal input
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employee assistance program (EAP)
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comprehensive company program that seeks to help employees and their family members overcome personal and work-related problems
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employee attitude/opinion survey
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a systematic method of determining what employees think of their organization
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employee development
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the process of enhancing an employee's future value to the organization through careful career planning
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employee goals
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goals to assist employees to achieve personal goals that will enhance their contributions to the organization
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employee handbook
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a handbook explaining key benefits, policies, and general information about the employer
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employee leasing
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the practice of outsourcing job functions, such as payroll, to organizations specializing in the field
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employee log
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approach to collecting job- and performance-related information by asking the jobholder to summarize tasks, activities, and challenges in a diary format
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employee objectives
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goals set by HR department to assist employees to achieve personal goals that will enhance their contribution to the organization
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employee referrals
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recommendations by present employees to recruiter about possible job applicants for a position
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employee self-service (ESS)
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a feature that allows employees to access and view their own records and make changes where applicable
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Employment Equity Act
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Federal law to remove employment barriers and to promote equality
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employment equity programs
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developed by employers to undo past employment opportunity in the future. Called affirmative action programs in the United States
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Employment Insurance (EI)
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a program to help alleviate the monetary problems of workers in Canada during the transition from one job to another
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employment interview
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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
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employment references
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evaluations of an employee's past work performance and job-relevant behaviours provided by past employers
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employment tests
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devices that assess the probable match between applicants and job requirements
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enterprise-wide systems
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link an organization's entire software application environment into a single enterprise solution
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environmental considerations
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the influence of the external environment on job design. Includes employee ability, availability, and social expectations
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equal pay for equal work
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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
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equal pay for work of equal value
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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
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ergonomics
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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
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error of central tendency
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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
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ethnocentrism
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a view in which managers use a home country standard as reference for managing activities
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evaluation interviews
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performance review sessions that give employees feedback about their past performance or future potential
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exit interviews
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interviews with departing employees to gauge their impressions of a firm's strengths and weaknesses, especially relating to HR systems and policies
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expatriate
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an individual who is sent on an assignment outside the home country for a period of time
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external equity
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perceived fairness in pay relative to what other employers are paying for the same type of work
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extrapolation
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extending past rates of change into the future
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feedback
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information that helps evaluate the success or failure of an action or system
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flex hours
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variable start and stop times
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flex schedules
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any type of variation in traditional work schedules
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flexible benefit programs
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programs that allow employees to select the mix of benefits and services that will answer their individual needs. Also known as cafeteria benefit programs
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flexible retirement
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a novel approach to optimizing the talent of recent retirees, thus extending their contributions and continuing their engagement in organizational activities
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flexiplace
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a flexible work arrangement in which employees are allowed or encouraged to work at home or in a satellite office closer to home
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flexpatriate
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a person who is on a short-term assignment and engages in frequent travel without relocation
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flextime
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a scheduling innovation that abolishes rigid starting and ending times for each day's work
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focus group
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a face-to-face meeting with five to seven knowledgeable experts on a job and a facilitator to collect job and performance-related information
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focus strategy
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strategy to gain a competitive advantage by focusing on needs of a specific segment(s) of the total market
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forced distributions
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a method of evaluating employees that requires rater to categorize employees
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forecasts
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estimates of future resource needs and changes
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frequent flyer
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an employee who travels with increasing frequency on international business trips to accomplish a specific task
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full-time employees
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work 37.5 to 40 hours in a workweek
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functional authority
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authority that allows staff experts to make decisions and take actions normally reserved for line managers
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future orientation
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the degree to which people are willing to delay rewards
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gender differentiation
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how society views differences in gender roles and affords higher status to certain roles
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geocentrism
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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
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glass ceiling
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invisible, but real obstructions to career advancement of women and people of visible minorities, resulting in frustration, career dissatisfaction, and increased turnover
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global human resource management (GHRM)
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an IHRM process that view HRM in a global context as one that contributes to organizational capabilities
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global HR planning
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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
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global mindset
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the capacity to scan the world with a brand view, to value diversity, and to appreciate change
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global talent management
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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
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grapevine communication
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informal communication within an organization that arise from normal social interaction
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graphic response test
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tests that attempt to measure an applicant's honesty by measuring body responses
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grievance procedure
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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
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grievance records
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an audit of these can detect patterns in employee grievances
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guaranteed annual wage (GAW)
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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
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halo effect
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a bias that occurs when an evaluation allows some information to disproportionately affect the final evaluation
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harassment
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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
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Hazardous Products Act
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an act whose primary objective is the protection of consumers by regulating the sale of dangerous products
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health and safety committee
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a group consisting of representatives of the employer and employees that meets regularly in order to reduce accident rates
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home-country evaluations
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performance appraisals carried out by an expatriate's home office
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host-country evaluations
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performance appraisals carried out by an expatriate's local (or host) office
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host country national (HCN)
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citizen of a country of a foreign subsidiary, hired to work at a subsidiary located in their home country
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hot-stove rule
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the principle that disciplinary action should be like what happens when you touch a hot stove: it is with warning, immediate, consistent, and impersonal
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human resource accounting
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a process to measure the present cost and value of human resources as well as their future worth to the organization
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human resource audit
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an examination of the human resource policies, practices, and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals
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human resource development (HRD)
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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
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human resource experiment
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comparison of impact of a treatment on experimental and control groups in real-life settings, while controlling for effects of extraneous factors
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human resource information system (HRIS)
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gathers, analyzes, summarizes, and reports important data for formulating and implementing strategies by HR specialists and line managers
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human resource management
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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
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human resource plan
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a firm's overall plan to fill existing and future vacancies, including decisions on whether to fill internally or by recruiting from the outside
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human resource planning
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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
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Human Resources and Skill Development Canada (HRSDC)
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Federal agency that provides programs and services for employers and present and potential employees
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human rights compliance audits
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audits of hiring, placement, and compensation practices, to ensure compliance with human rights legislation
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humane orientation
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degree to which societies focus on altruistic behaviour and generosity
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incentive pay
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compensation that is directly tied to an employee's performance and/or productivity
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indexation
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a method of estimating future employment needs by matching employment growth with some index, such as the ratio of production employees to sales
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inducements
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monetary, nonmonetary, or even intangible incentives used by a firm to attract recruits
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in-group collectivism
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degree to which a society feels loyal toward their family or other collective groups
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industrial union
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a type of local union that includes the unskilled and semiskilled workers at a particular location
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in-house complaint procedures
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formal methods through which an employee can register a complaint
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inpatriate
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Third Country National (TCN) or Host Country National (HCN) employee who relocates from foreign subsidiary or joint venture to the parent company
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institutional collectivism
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degree to which institutions want individuals to integrate into the larger structure, even at the cost of individual freedom
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integrity tests
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employment tests that measure an applicant's honesty and trustworthiness
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internal equity
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perceived equity of a pay system in an organization
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international commuter
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an employee who frequently commutes from a home country to a place of work in another country, typically on a weekly or biweekly basis
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international human resource management (IHRM)
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the worldwide management of talent from a staffing perspective, including HR support across countries and employment of different nationals
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Internet recruiting
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job recruitment using the Internet
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interview
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approach to collecting job- and performance-related information by face-to-face meeting with jobholder, typically using a standardized questionnaire
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interviewee errors
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interviewee mistakes such as boasting, not listening, or lack of reparation that reduce the validity and usefulness of an interview
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interviewer errors
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mistakes like biases and domination that reduce the validity and usefulness of the job interview
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intranet
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an internal computer network that is generally accessible only to individuals within an organization
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job
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group of related activities and duties
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job analysis
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systematic study of a job to discover its specifications, skill requirements, and so on, for wage-setting, recruitment, training, or job-simplification purposes
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job analysis questionnaire
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checklists that seek to collect information about jobs in a uniform manner
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job analysis schedules
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checklists that seek to collect information about jobs in a uniform manner
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job application form
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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
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job code
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a code that uses numbers, letters, or both to provide a quick summary of the job and its content
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job description
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a recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job
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job design
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identification of job duties, characteristics, competencies, and sequences taking into consideration technology, workforce, organization character, and environment
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job enlargement
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adding more tasks to a job to increase the job cycle and draw on a wider range of employee skills
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job enrichment
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adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance
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job evaluations
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systematic process of assessing job content and ranking jobs according to a consistent set of job characteristics and worker traits
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job families
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groups of different jobs that are closely related by similar duties, responsibilities, skills, or job elements
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job grading
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a form of job evaluation that assigns jobs to predetermined job classifications according to their relative worth to the organization
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job identity
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key part of a job description, including job title, location, and status
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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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