Human Resource Mgmt 11th Ed. ENTIRE BOOK

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Collaborative HR: The process of HR professionals from several different organizations working jointly to address shared business problems.
Core competency: A unique capability that creates high value and differentiates an organization from its competition.
HR Generalist: A person who has responsibility for performing a variety of HR activities.
HR Specialist: A person who has in-depth knowledge and expertise in a limited area of HR.
Human capital: The collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce.
Human Resource (HR) management: The direction of organizational systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals.
Human resource management system (HRMS): An integrated system providing information used by HR management in decision making.
Organizational culture: The shared values and beliefs of a workforce.
Benchmarking: Comparing specific measures of performance against data on those measures in other organizations.
Culture: Societal forces affecting the values, beliefs, and actions of a distinct group of people.
Economic value added (EVA): Net operating profit of a firm after the cost of capital is deducted.
Effectiveness: The extent to which goals have been met.
Efficiency: The degree to which operations are done in an economical manner.
Environmental scanning: Process of studying the environment of the organization to pinpoint opportunities and threats.
Forecasting: Using information from the past and the present to identify expected future conditions.
Global organization: Firm that has corporate units in a number of countries that are integrated to operate worldwide.
HR audit: Formal research effort that evaluates the current state of HR management in an organization.
HR metrics: Specific measures tied to HR performance indicators.
HR Strategies: Means used to anticipate and manage the supply of and demand for human resources.
Human resource (HR) planning: Process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives.
Importing and exporting: Buying and selling goods and services with organizations in other countries.
Individualism: Dimension of culture that refers to the extent to which people in a country prefer to act as individuals instead of members of groups.
Long-term orientation: Dimension of culture that refers to the preference of people in a country for long-term values as opposed to short-term values.
Masculinity/femininity: Dimension of culture that refers to the degree to which â€œmasculineâ€ values prevail over â€œfeminineâ€ values.
Multi-national enterprise (MNE): Organization that has operating units located in foreign countries.
Power distance: Dimension of culture that refers to the inequality among the people of a nation.
Productivity: Measure of the quantity and quality of work done, considering the cost of the resources used.
Return on investment (ROI): Calculation showing the value of expenditures for HR activities.
Strategic HR management: Use of employees to gain or keep a competitive advantage, resulting in greater organizational effectiveness.
Succession planning: Process of identifying a longer-term plan for the orderly replacement of key employees.
Uncertainty avoidance: Dimension of culture that refers to the preference of people in a country for structured rather than unstructured situations.
Unit labor cost: Computed by dividing the average cost of workers by their average levels of output.
Attitude survey: A survey that focuses on employeesâ€™ feelings and beliefs about their jobs and the organization.
Exit interview: An interview in which individuals are asked to give their reasons for leaving the organization.
Job satisfaction: A positive emotional state resulting from evaluating oneâ€™s job experiences.
Motivation: The desire within a person causing that person to act.
Organizational commitment: The degree to which employees believe in and accept organizational goals and desire to remain with the organization.
Psychological contract: The unwritten expectations employees and employers have about the nature of their work relationships.
Turnover: The process in which employees leave an organization and have to be replaced.
4/5ths rule: Discrimination exists if the selection rate for a protected group is less than 80% (4/5ths) of the selection rate for the majority group or less than 80% of the majority groupâ€™s representation in the relevant labor market.
Affirmative action: Employers are urged to hire groups of people based on their race, age, gender, or national origin, to make up for historical discrimination.
Blind to differences: Differences among people should be ignored and everyone should be treated equally.
Bona fide occupational qualification (BFOQ): Characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration.
Burden of proof: What individuals who file suit against employers must prove in order to establish that illegal discrimination has occurred.
Business necessity: Practice necessary for safe and efficient organizational operations.
Concurrent validity: Measured when an employer tests current employees and correlates the scores with their performance ratings.
Content validity: Validity measured by a logical, non-statistical method to identify the KSAs and other characteristics necessary to perform a job.
Correlation coefficient: Index number giving the relationship between a predictor and a criterion variable.
Criterion-related validity: Validity measured by a procedure that uses a test as the predictor of how well an individual will perform on the job.
Disabled person: Someone who has a physical or mental impairment that substantially limits life activities, who has a record of such an impairment, or who is regarded as having such an impairment.
Disparate impact: Occurs when members of a protected class are substantially under-represented as a result of employment decisions that work to their disadvantage.
Disparate treatment: Occurs when members of a protected class are treated differently from others.
Employment â€œtestâ€: Any employment procedure used as the basis for making an employment-related decision.
Equal employment: Employment that is not affected by illegal discrimination.
Essential job functions: Fundamental duties of a job.
Mediation: Dispute resolution process by which a third party helps negotiators reach a settlement.
Pay equity: Similarity in pay for all jobs requiring comparable knowledge, skills, and abilities, even if actual duties and market rates differ significantly.
Predictive validity: Measured when test results of applicants are compared with subsequent job performance.
Protected class: Individuals within a group identified for protection under equal employment laws and regulations.
Reasonable accommodation: A modification or adjustment to a job or work environment for a qualified individual with a disability.
Reliability: Consistency with which a test measures an item.
Retaliation: Punitive actions taken by employers against individuals who exercise their legal rights.
Sexual harassment: Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment.
Undue hardship: Significant difficulty or expense imposed on an employer in making an accommodation for individuals with disabilities.
Validity: Extent to which a test actually measures what it says it measures.
Affirmative action plan (AAP): Formal document that an employer compiles annually for submission to enforcement agencies.
Availability analysis: Identifies the number of protected-class members available to work in the appropriate labor markets for given jobs.
Glass ceiling: Discriminatory practices that have prevented women and other protected-class members from advancing to executive-level jobs.
Hostile environment: Sexual harassment in which an individualâ€™s work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions.
Nepotism: Practice of allowing relatives to work for the same employer.
Phased retirement: Approach in which employees gradually reduce their workloads and pay.
Quid pro quo: Sexual harassment in which employment outcomes are linked to the individual granting sexual favors.
Reverse discrimination: When a person is denied an opportunity because of preferences given to protected-class individuals who may be less qualified.
Utilization analysis: Identifies the number of protected-class members employed in the organization and the types of jobs they hold.
Autonomy: Extent of individual freedom and discretion in the work and its scheduling.
Business process re-engineering (BPR): Measures for improving such activities as product development, customer service, and service delivery.
Competencies: Individual capabilities that can be linked to enhanced performance by individuals or teams.
Compressed workweek: Schedule in which a full weekâ€™s work is accomplished in fewer than 5 8-hour days.
Duty: Larger work segment composed of several tasks that are performed by an individual.
Feedback: Amount of information employees receive about how well or how poorly they have performed.
Flextime: Scheduling arrangement in which employees work a set number of hours a day but vary starting and ending times.
Job: Grouping of tasks, duties, and responsibilities that constitutes the total work assignment for employees.
Job analysis: Systematic way of gathering and analyzing information about the content, context, and human requirements of jobs.
Job description: Identification of the tasks, duties, and responsibilities of a job.
Job design: Organizing tasks, duties, and responsibilities into a productive unit of work.
Job enlargement: Broadening the scope of a job by expanding the number of different tasks to be performed.
Job enrichment: Increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job.
Job rotation: Process of shifting a person from job to job.
Job sharing: Scheduling arrangement in which two employees perform the work of one full-time job.
Job specifications: The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily.
Marginal job functions: Duties that are part of a job but are incidental or ancillary to the purpose and nature of the job.
Performance standards: Indicators of what the job accomplishes and how performance is measured in key areas of the job description.
Person/job fit: Matching the KSAs of people with the characteristics of jobs.
Responsibilities: Obligations to perform certain tasks and duties.
Self-directed team: Organizational team composed of individuals who are assigned a cluster of tasks, duties and responsibilities to be accomplished.
Skill variety: Extent to which the work requires several different activities for successful completion.
Special-purpose team: Organizational team formed to address specific problems, improve work processes, and enhance product and service quality.
Task: Distinct, identifiable work activity composed of motions.
Task identity: Extent to which the job includes a â€œwholeâ€ identifiable unit of work that is carried out from start to finish and that results in a visible outcome.
Task significance: Impact the job has on other people.
Virtual team: Organizational team composed of individuals who are geographically separated but linked by communications technology.
Work: Effort directed toward accomplishing results.
Workflow analysis: Study of the way work (inputs, activities, and outputs) moves through an organization.
Acceptance rate: Percent of applicants hired divided by total number of applicants.
Applicant pool: All persons who are actually evaluated for selection.
Applicant population: A subset of the labor force population that is available for selection using a particular recruiting approach.
Flexible staffing: Use of workers who are not traditional employees.
Independent contractors: Workers who perform specific services on a contract basis.
Job posting: System in which the employer provides notices of job openings and employees respond by applying.
Labor force population: All individuals who are available for selection if all possible recruitment strategies are used.
Labor markets: External supply pool from which organizations attract employees.
Recruiting: Process of generating a pool of qualified applicants for organizational jobs.
Selection rate: Percentage hired from a given group of candidates.
Yield ratios: Comparisons of the number of applicants at one stage of the recruiting process with the number at the next stage.
Behavioral interview: Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past.
Cognitive ability tests: Tests that measure an individualâ€™s thinking, memory, reasoning, verbal, and mathematical abilities.
Expatriate: Citizen of one country who is working in a second country and employed by an organization headquartered in the first country.
Host-country national: Citizen of one country who is working in that country and employed by an organization headquartered in a second country.
Negligent hiring: Occurs when an employer fails to check an employeeâ€™s background and the employee injures someone.
Negligent retention: Occurs when an employer becomes aware that an employee may be unfit for employment, continues to employ the person, and the person injures someone.
Non-directive interview: Interview that uses questions developed from the answers to previous questions.
Panel interview: Interview in which several interviewers meet with the candidate at the same time.
Person-organization fit: The congruence between individuals and organizational factors.
Physical ability tests: Tests that measure an individualâ€™s abilities such as strength, endurance, and muscular movement.
Placement: Fitting a person to the right job.
Predictors: Measurable or visible indicators of a selection criterion.
Psychomotor tests: Tests that measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors.
Realistic job preview (RJP): Process through which a job applicant receives an accurate picture of a job.
Selection: Process of choosing individuals with qualifications needed to fill jobs in an organization.
Selection criterion: Characteristic that a person must have to do a job successfully.
Situational interview: Structured interview composed of questions about how applicants might handle specific job situations.
Situational judgment tests: Tests that measure a personâ€™s judgment in work settings.
Stress interview: Interview designed to create anxiety and put pressure on applicants to see how they respond.
Structured interview: Interview that uses a set of standardized questions asked of all job applicants.
Team interview: Interview in which applicants are interviewed by the team members with whom they will work.
Third-country national: Citizen of one country who is working in a second country and employed by an organization headquartered in a third country.
Work sample tests: Tests that require an applicant to perform a simulated job task.
Active practice: Performance of job-related tasks and duties by trainees during training.
Behavior modeling: Copying someone elseâ€™s behavior.
Cost-benefit analysis: Comparison of costs and benefits associated with training.
Cross training: Training people to do more than one job.
E-learning: Use of the Internet or an organizational intranet to conduct training on-line.
Immediate confirmation: Based on the idea that people learn best if reinforcement and feedback are given after training.
Informal training: Training that occurs through interactions and feedback among employees.
Knowledge management: The way an organization identifies and leverages knowledge in order to be competitive.
Massed practice: Practice performed all at once.
Orientation: Planned introduction of new employees to their jobs, co-workers, and the organization.
Performance consulting: Process in which a trainer and the organizational client work together to determine what needs to be done to improve results.
Reinforcement: Based on the idea that people tend to repeat responses that give them some type of positive reward and avoid actions associated with negative consequences.
Self-efficacy: Personâ€™s belief that he or she can successfully learn the training program content.
Spaced practice: Practice performed in several sessions spaced over a period of hours or days.
Training: Process whereby people acquire capabilities to perform jobs.
Assessment centers: Collections of instruments and exercises designed to diagnose individualsâ€™ development needs.
Career: Series of work-related positions a person occupies throughout life.
Career paths: Represent employeesâ€™ movements through opportunities over time.
Coaching: Training and feedback given to employees by immediate supervisors.
Development: Efforts to improve employeesâ€™ abilities to handle a variety of assignments and to cultivate employeesâ€™ capabilities beyond those required by the current job.
Dual-career ladder: System that allows a person to advance up either a management ladder or a corresponding ladder on the technical/professional side of a career.
Encapsulated development: Situation in which an individual learns new methods and ideas in a development course and returns to a work unit that is still bound by old attitudes and methods.
Individual-centered career planning: Career planning focusing on an individualâ€™s career rather than on organizational needs.
Management mentoring: Relationship in which experienced managers aid individuals in the earlier stages of their careers.
Organization-centered career planning: Career planning that focuses on identifying career paths that provide for the logical progression of people between jobs in an organization.
Repatriation: Planning, training, and reassignment of global employees to their home countries.
Sabbatical: Paid time off the job to develop and rejuvenate oneself.
Simulation: Technique that requires participants to analyze a situation and decide the best course of action according to data given.
Central tendency error: Occurs when a rater gives all employees a score within a narrow range in the middle of the scale.
Contrast error: Tendency to rate people relative to others rather than against performance standards.
Forced distribution: Performance appraisal method in which ratings of employeesâ€™ performance are distributed along a bell-shaped curve.
Graphic rating scale: Scale that allows the rater to mark an employeeâ€™s performance on a continuum.
Halo effect: Occurs when a rater scores an employee high on all job criteria because of performance in one area.
Job criteria: Important elements in a given job.
Leniency error: Occurs when ratings of all employees fall at the high end of the scale.
Management by objectives (MBO): Performance appraisal method that specifies the performance goals that an individual and manager mutually identify.
Performance appraisal: Process of evaluating how well employees perform their jobs and then communicating that information to the employees.
Performance management: Composed of the processes used to identify, measure, communicate, develop, and reward employee performance.
Primacy effect: Occurs when a rater gives greater weight to information received first when appraising an individualâ€™s performance.
Ranking: Performance appraisal method in which all employees are listed from highest to lowest in performance.
Rater bias: Occurs when a raterâ€™s values or prejudices distort the rating.
Recency effect: Occurs when a rater gives greater weight to recent events when appraising an individualâ€™s performance.
Strictness error: Occurs when ratings of all employees fall at the low end of the scale.
Balance-sheet approach: Compensation plan that equalizes cost differences between identical international and home-country assignments.
Base pay: Basic compensation that an employee receives, usually as a wage or a salary.
Benchmark jobs: Jobs found in many organizations.
Benefit: Indirect reward given to an employee or a group of employees for organizational membership.
Broadbanding: Practice of using fewer pay grades with much broader ranges than in traditional compensation systems.
Compa-ratio: Pay level divided by the midpoint of the pay range.
Compensable factor: Factor that identifies a job value commonly present throughout a group of jobs.
Compensatory time off: Hours given to an employee in lieu of payment for extra time worked.
Competency-based pay: Rewards individuals for the capabilities they demonstrate and acquire.
Distributive justice: Perceived fairness in the distribution of outcomes.
Entitlement philosophy: Assumes that individuals who have worked another year are entitled to pay increases, with little regard for performance differences.
Equity: Perceived fairness between what a person does and what the person receives.
Exempt employees: Employees to whom employers are not required to pay overtime under the Fair Labor Standards Act.
Garnishment: A court action in which a portion of an employeeâ€™s wages is set aside to pay a debt owed a creditor.
Global market approach: Compensation plan that attempts to be more comprehensive in providing base pay, incentives, benefits, and relocation expenses regardless of the country to which the employee is assigned.
Green-circled employee: Incumbent who is paid below the range set for the job.
Job evaluation: Formal, systematic means to identify the relative worth of jobs within an organization.
Job family: Group of jobs having common organizational characteristics.
Living wage: One that is supposed to meet the basic needs of a workerâ€™s family.
Lump-sum increase (LSI): One-time payment of all or part of a yearly pay increase.
Market banding: Grouping jobs into pay grades based on similar market survey amounts.
Market line: Graph line that shows the relationship between job value as determined by job evaluation points and job value as determined by pay survey rates.
Market pricing: Use of pay survey data to identify the relative value of jobs based on what other employers pay for similar jobs.
Non-exempt employees: Employees who must be paid overtime under the Fair Labor Standards Act.
Pay compression: Occurs when the pay differences among individuals with different levels of experience and performance become small.
Pay grades: Groupings of individual jobs having approximately the same job worth.
Pay survey: Collection of data on compensation rates for workers performing similar jobs in other organizations.
Pay-for-performance philosophy: Requires that compensation changes reflect individual performance differences.
Procedural justice: Perceived fairness of the process and procedures used to make decisions about employees.
Red-circled employee: Incumbent who is paid above the range set for the job.
Salaries: Consistent payments made each period regardless of the number of hours worked.
Seniority: Time spent in the organization or on a particular job.
Tax equalization plan: Compensation plan used to protect expatriates from negative tax consequences.
Variable pay: Compensation linked to individual, group/team, and/or organizational performance.
Wages: Payments directly calculated on the amount of time worked.
Bonus: One-time payment that does not become part of the employeeâ€™s base pay.
Commission: Compensation computed as a percentage of sales in units or dollars.
Compensation committee: Subgroup of the board of directors, composed of directors who are not officers of the firm.
Draw: Amount advanced from and repaid to future commissions earned by the employee.
Employee stock ownership plan (ESOP): Plan whereby employees have significant stock ownership in their employers.
Gainsharing: System of sharing with employees greater-than-expected gains in profits and/or productivity.
Perquisites (perks): Special benefitsâ€”usually non-cash itemsâ€”for executives.
Profit sharing: System to distribute a portion of the profits of the organization to employees.
Straight piece-rate system: Pay system in which wages are determined by multiplying the number of units produced by the piece rate for one unit.
401(k) plan: Agreement in which a percentage of an employeeâ€™s pay is withheld and invested in a tax-deferred account.
Adverse selection: Situation in which only higher-risk employees select and use certain benefits.
Cash balance plan: Retirement program in which benefits are based on an accumulation of annual company contributions, expressed as a percentage of pay, plus interest credited each year.
Co-payment: Strategy requiring employees to pay a portion of the cost of insurance premiums, medical care, and prescription drugs.
Consumer-driven health (CDH) plan: One that provides employer financial contributions to employees to cover their own health-related expenses.
Contributory plan: Pension plan in which the money for pension benefits is paid in by both employees and employers.
Defined-benefit plan: Retirement program in which an employee is promised a pension amount based on age and service.
Defined-contribution plan: Retirement program in which the employer makes an annual payment to an employeeâ€™s pension account.
Flexible benefits plan: Program that allows employees to select the benefits they prefer from groups of benefits established by the employer.
Health maintenance organization (HMO): Plan that provides services for a fixed period on a pre-paid basis.
Managed care: Approaches that monitor and reduce medical costs through restrictions and market system alternatives.
Non-contributory plan: Pension plan in which all the funds for pension benefits are provided by the employer.
Paid-time-off (PTO) plans: Plans that combine all sick leave, vacation time, and holidays into a total number of hours or days that employees can take off with pay.
Pension plan: Retirement program established and funded by the employer and employees.
Portability: A pension plan feature that allows employees to move their pension benefits from one employer to another.
Preferred provider organization (PPO): A health-care provider that contracts with an employer group to supply health-care services to employees at a competitive rate.

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