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High-Performance Work System

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The right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals.

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brand alignment

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The process of ensuring that HR policies, practices, and programs support or are congruent with an organization's overall culture (or brand), products, and services.

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HR dashboard

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A display of a series of HR measures, showing human resource goals and objectives and progress toward meeting them.

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learning organization

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An organization that supports lifelong learning by enabling all employees to acquire and share knowledge.

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transaction processing

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Computations and calculations involved in reviewing and documenting HRM decisions and practices.

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cloud computing

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The practice of using a network of remote servers hosted on the internet to store, manage, and process data.

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continuous learning

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Each employee's and each group's ongoing efforts to gather information and apply the information to their decisions in a learning organization

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decision support systems

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Computer software systems designed to help managers solve problems by showing how results vary when the manager alters assumptions or data.

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HRM audit

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A formal review of the outcomes of HRM functions, based on identifying key HRM functions and measures of business performance.

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expert systems

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Computer systems that support decision making by incorporating the decision rules used by people who are considered to have expertise in a certain area.

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HR analytics

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Type of assessment of HRM effectiveness that involves determining the impact of, or the financial cost and benefits of, a program or practice.

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employee engagement

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The degree to which employees are fully involved in their work and the strength of their job and company commitment.

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performance management

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The process through which managers ensure that employees activities and outputs contribute to the organization's goals.

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critical-incident method

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Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.

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management by objectives (MBO)

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A system in which people at each level of the organization set goals in a process that flows from top to bottom, so employees at all levels are contributing to the organization's overall goals; these goals become the standards for evaluating each employee's performance.

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simple ranking

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Method of performance measurement that requires managers to rank employees in their group from the highest performer to the poorest performer.

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behaviorally anchored rating scale (BARS)

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Method of performance management that rates behavior in terms of a scale showing specific statements of behavior that describe different levels of performance.

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forced-distribution method

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Method of performance measurement that assigns a certain percentage of employees to each category in a set of categories.

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paired-comparison method

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Method of performance measurement that compares each employee with each other employee to establish rankings.

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graphic rating scale

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Method of performance measurement that lists traits and provides a rating scale for each trait; the employer uses the scale to indicate the extent to which an employee displays each trait.

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mixed standard scales

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Method of performance measurement that uses several statements describing each trait to produce a final score for that trait.

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behavioral observation scale (BOS)

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A perfomance measurement method which uses all behaviors necessary for effective performance to rate performance at a task

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organizational behavior modification (OBM)

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A plan for managing the behavior of employees through a formal system of feedback and reinforcement.

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360-degree performance appraisal

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Performance measurement that combines information from the employee's managers, peers, subordinates, self, and customers.

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calibration meeting

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Meeting at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors.

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involuntary turnover

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Turnover initiated by an employer (often with employees who would prefer to stay.)

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voluntary turnover

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Turnover initiated by employees (often when the organization would prefer to keep them.)

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outcome fairness

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A judgement that the consequences given to employees are just.

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procedural justice

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A judgement that fair methods were used to determine the consequences an employee receives.

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interactional justice

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A judgement that the organization carried out its actions in a way that took the employee's feelings into account.

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hot-stove rule

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Principle of discipline that says discipline should be like a _____ , giving clear warning and following up with consistent, objective, immediate consequences.

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progressive discipline

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A formal discipline process in which the consequences become more serious if the employee repeats the offense.

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alternative dispute resolution

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Methods of solving a problem by bringing in an impartial outsider but not using the court system.

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open-door policy

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An organization's policy of making managers available to hear complaints.

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peer review

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Process for resolving disputes by taking them to a panel composed of representatives from the organization at the same levels as the people in the dispute.

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mediation

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Nonbinding process in which a neutral party from outside the organization hears the case and tries to help the people in conflict arrive at a settlement.

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arbitration

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Binding process in which a professional arbitrator from outside the organization (usually a lawyer or judge) hears the case and resolves it by making a decision.

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employee assistance program

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A referral service that employees can use to seek professional treatment for emotional problems or substance abuse.

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outplacement counseling

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A service in which professionals try to help dismissed employees manage the transition from one job to another.

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job withdrawl

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A set of behaviors with which employees try to avoid the work situation physically, mentally, or emotionally.

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role

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A set of behaviors that people expect of a person in a particular job.

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role ambiguity

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Uncertainty about what the organization expects from the employee in terms of what to do or how to do it.

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role conflict

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An employee's recognition that demands of the job are incompatible or contradictory.

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role overload

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A state in which too many expectations or demands are placed on a person.

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job involvement

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The degree to which people identify themselves with their jobs.

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organizational commitment

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The degree to which an employee identifies with the organization and is willing to put forth effort on its behalf.

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job satisfaction

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A pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values.

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role analysis technique

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A process of formally identifying expectations associated with a role.

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exit interview

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A meeting of a departing employee with the employee's supervisor and/or a human resource specialist to discuss the employee's reasons for leaving.

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job structure

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The relative pay for different jobs within the organization.

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pay level

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The average amount (including wages, salaries, and bonuses) the organization pays for a particular job.

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pay structure

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The pay policy resulting from job structure and pay level decisions.

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minimum wage

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The lowest amount that employers may pay under federal or state law, stated as an amount of pay per hour.

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Fair Labor Standards Act (FLSA)

answer

Federal law that establishes a minimum wage and requirements for overtime pay and child labor.

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exempt employees

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Managers, outside sales-people, and any other employees not covered by the FLSA requirement for overtime pay.

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nonexempt employees

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Employees covered by the FLSA requirements for overtime pay.

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benchmarking

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A procedure in which an organization compares its own practices against those of successful competitors.

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job evaluation

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An administrative procedure for measuring the relative internal worth of the organization's jobs.

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hourly wage

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Rate of pay for each hour worked.

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piecework rate

answer

Rate of pay for each unit produced.

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salary

answer

Rate of pay for each week, month, or year worked.

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pay policy line

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A graphed line showing the mathematical relationship between job evaluation points and pay rate.

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pay grades

answer

Sets of jobs having similar worth or content, grouped together to establish rates of pay.

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pay range

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A set of possible pay rates defined by a minimum, maximum, and midpoint of pay for employees holding a particular job or a job within a particular pay grade.

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pay differential

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Adjustment to a pay rate to reflect differences in working conditions or labor markets.

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delayering

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Reducing the number of levels in the organization's job structure.

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skill-based pay systems

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Pay structures that set pay according to the employees' levels of skill or knowledge and what they are capable of doing.

Human Resource Management Exam 3 Chap 9-12 – Flashcards

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