Term
|
Definition
| The process of analyzing the tasks necessary for the production of a product or service. |
|
|
Term
|
Definition
| A judgment that the organization carried out its actions in a way that took the employee’s feelings into account. |
|
|
Term
|
Definition
| 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. |
|
|
Term
|
Definition
| A service in which professionals try to help dismissed employees manage the transition from one job to another. |
|
|
Term
|
Definition
| A selection interview that consists of a predetermined set of questions for the interviewer to ask. |
|
|
Term
| Alternative Dispute Resolution (ADR) |
|
Definition
| Methods of solving a problem by bringing in an impartial outsider but not using the court system. This is not binding. |
|
|
Term
|
Definition
| Unwelcome sexual advances as defined by the EEOC. |
|
|
Term
|
Definition
| Uncertainty about what the organization expects from the employee in terms of what to do or how to do it. |
|
|
Term
|
Definition
| Disillusionment and discomfort that occur during the process of adjusting to a new culture. |
|
|
Term
| Employee Assistance Program (EAP) |
|
Definition
| A referral service that employees can use to seek professional treatment for emotional problems or substance abuse. |
|
|
Term
|
Definition
| An employee’s recognition that demands of the job are incompatible or contradictory. |
|
|
Term
|
Definition
| The process through which organizations make decisions about who will or will not be allowed to join the organization. |
|
|
Term
|
Definition
| The country in which an organization’s headquarters is located. |
|
|
Term
|
Definition
| An organization that builds facilities in a number of different countries in an effort to minimize production and distribution costs. |
|
|
Term
|
Definition
| A selection interview in which the interviewer has great discretion in choosing questions to ask each candidate. |
|
|
Term
|
Definition
| Constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year. |
|
|
Term
|
Definition
| A country (other than the parent country) in which an organization operates a facility. |
|
|
Term
|
Definition
| Nonbinding process in which a neutral party from outside the organization hears the case and tries to help the people in a conflict arrive at a settlement. |
|
|
Term
| Cross-Cultural Preparation |
|
Definition
| Training to prepare employees and their family members for an assignment in a foreign country. |
|
|
Term
|
Definition
| Turnover initiated by the employer, often with employees who prefer to stay. |
|
|
Term
|
Definition
| Different treatment of individuals, where the differences are based on the individuals’ race, color, religion, sex, national origin, age, or disability status. |
|
|
Term
| Occupational Safety and Health Administration |
|
Definition
| Labor Department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation. |
|
|
Term
|
Definition
| Principle of discipline that says discipline should be like a hot stove, giving clean warning and following up with consistent, objective, and immediate consequences. |
|
|
Term
|
Definition
| The process of defining how work will be performed and what tasks will be required in a given job. |
|
|
Term
|
Definition
| Turnover initiated by employees, often when the organization would prefer to keep them. |
|
|
Term
|
Definition
| The extent to which a measurement is free from random error. |
|
|
Term
|
Definition
| Employees assigned to work in another country. |
|
|
Term
|
Definition
| The extent to which the performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance). |
|
|
Term
|
Definition
| A set of knowledge and skills that make the organization superior to competitors and create value for customers. |
|
|
Term
|
Definition
| The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses. |
|
|
Term
|
Definition
| Process of arriving at a selection decision by eliminating some candidates at each stage of the selection process. |
|
|
Term
|
Definition
| An employer’s obligation to do something to enable an otherwise qualified person to perform a job. |
|
|
