Term
| employee and labor relations |
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Definition
| the functional area of the HR body of knowledge that addresses employment relationships in both union and nonunion environments. |
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| human resource development |
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Definition
| the functional area of the hr body of knowledge concerned with training, development, talent management, performance management, and performance appraisal programs to ensure that individuals with required knowledge, skills, and abilities are available when needed to accomplish organization goals. |
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| (McClelland) Theory states that people are motivated by experiences acquired throughout their lives. Overall humans are motivated to excel in achievement, affiliation, or power. |
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| learning methods in which the learning experience is focused on the learner, such as case studies, CBT, and programmed instruction |
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| actual deferred percentage (ADP) test |
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Definition
| annual test required by ERISA (Employee Retirement Income Security Act) to ensure that highly compensated employees (HCEs) do not receive greater benefits from a 401k plan than those received by other employees. |
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| ADDIE is an acronym that decribes the five elements of the instructional design process: analysis, design, development, implementation, and evaluation. |
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| any negative result of an employment action. |
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| analyzes a workforce to determine whether or not protected classes are underutilized in different job groups and describes how an organization will address any underutilization that exists. |
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| clause in a labor contract that specifies that all employees must either join the union or pay union dues if they choose not to join the union. |
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| if an employer whose workers are on strike asks a neutral employer to produce the work that would normally be performed by the striking workers, the ally doctrine states that the neutral employer becomes an ally of the struck employer and is therefore a legitimate target of a picket line. |
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| when two businesses have interrelated operations, central control of labor relations, common managment, and common ownership, they are considered alter ego employers, and the NLRB may determine that employees of the alter ego employer are part of the bargaining unit. |
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| the means by which the NLRB determines that there is sufficient support for a union to hold an election. The NLRB will hold an election if 30% f the eligible emplmoyees in the anticipated bargaining unit sign the authorization cards. |
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| a bias characterized by a group of candidates or employees who are all rated about the same becaue the interviewr or reviewer has difficulty deciding which one is best. |
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| a business measurement tool utilized by managers to track information in four key areas: financial results, customer results, key internal processes, and how people are hired and trained to achieve organization goals. |
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Term
| behavioral reinforecement |
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Definition
| (Skinner) behavior modification via use of four intervention strategies: positive reinforcement, negative reinforcement, punishment, and extinction. |
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Term
| behaviorally anchored rating scale (BARS) |
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Definition
| performance appraisal system that identifieds key job requirements from a job description and creates dimensions and anchor statements that are used to rate employee performance. |
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| jobs found across all types of organizations regardless of size or industry |
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| one of the bars to union representation elections, based on pending charges of unfair labor practices that prevent unions from petitioning the NLRB for an election. |
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| a job classification method that consolidates multiple pay grades into a few broad bands with a wide range between the minimum and maximum of the band. |
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Term
| business continuity planning |
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Definition
| proactive planning to protect an organization from emergencies and other circumstances that results in a written document describing possible disruptions to operations and actions to be taken to minimize those disruptions and assigns responsibility for executing the plan to specific individuals. |
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Definition
| compensation paid to employees when they are called to work before or after their scheduled work time. |
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| a plan that combines some elements of both defined benefit and defined contribution plans. these plans are regulated as deferred benefit plans but are less costly for employers. |
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| (Ishikawa) a quality management tool yused to organize information developed for use in brainstorming sessions. |
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Definition
| one of the bars to union representation elections, the NLRB will not order an election for at least one year after certifying a bargaining representative. |
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| a latin term used when the supreme court agrees to review a case so that all lower courts are certain how to interpret the law. |
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| a person who listens to various stakeholders concerns during the change process and moves them toward acceptance of and committment to the change. |
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| a broad term used to describe the strategies used by organizations to facilitate the acceptance of change by employers. |
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| (Lewin) Describes three stages for change: unfreeze, move, refreeze. |
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Definition
| simple quality management tool, used to gather and count data. A check mark is placed next to each listed item whenever it occurs. |
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| teyp of environmental health hazard such as unsanitary conditions in food prep area, diseases contracted through needlestick injuries |
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| type of environmental health hazard posed by chemicals in teh workplace. MSDS: how they should be handled and how employees can protect themselves |
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| job evaluation system that identifies benchmark positions and places them in salary grades, then matches positions with similar KSAs and slots them into the same grade. |
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| form of delayed benefit vesting in which participants become 100% vested after a specified period of time. ERISA sets the max at 5 years. |
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Definition
| a clause in a collective bargaining agreement requiring all new hires to be members of the union before they are hired. The closed shop is illegal except in the construction industry. |
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Definition
| conference held at the end of an OSHA inspection during which the inspector, employer, and employee representatives discuss the observations made and corrective actions that must be taken. |
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Term
| collective bargaining agreement |
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Definition
| a contract between a union and an employer that governs the employment relationship for a specified period of time. |
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Definition
| picketers must identify the name of the company they are picketing if the company is in a building with other employers |
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| jobs requiring similar KSAs should be paid similarly |
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| calculation tool that compares an employee's base pay to the midpoint of the base salary range |
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Definition
| paid time off from work in lieu of OT pay when extra hours are worked (for public ees only) |
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Term
| competency-based compensation |
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Definition
| compensation pay focused on KSAs rather than job duties |
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Term
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Definition
| concurrent validity is a type of criterion validity that correlates a test measurment to behavior. A test is given and the behavior is measured at the same time. |
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Definition
| A union election that is held after an NLRB conference if the employer and the union agree to jurisdictional issues, the makeup of the bargaining unit, eligibility of voters in the proposed unit, and the time and place of the election. |
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Term
| continuous feedback program |
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Definition
| a form of performance mangement, continuous feedback programs provide ongoing communication to empoyees about performance during the review period. |
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Term
| constructive confrontation |
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Definition
| a form of mediation developed to resolve long-standing, deep-rooted conflicts about difficult, significant issues in organizations. |
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Definition
| Employer drives employee to resign by creating a work environment that is so unpleasant anyone would resign. |
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| measures the connection between candidate characteristics and job performance. not widely used. |
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Term
| continuity of operations plan |
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Definition
| a plan created to move from disaster recovery back to pre-emergency operating levels |
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Definition
| one of the bars to union representation elections, the contract bar prevents an election when a valid collective bargaining agreement is already in place. |
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| a legal doctrine used to mitigate an employers responsibility if a worker's actions contribited in any way to an injury. |
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Definition
| form of bias that occurs when the interviewer comparess candidates to eachother or to one who may either be very weak or very strong. |
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Definition
| multiunit bargaining; coordinated bargaining occurs when an employer negotiates with several unions representing different bargaining units in a company |
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Definition
| bias that occurs because a candidate tells the interviewer what they want to hear rather than what they believe or know. |
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Definition
| an osha violation that does not pose an immediate threat to safety (lowest violation level) |
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Definition
| the process employees use to remove a union security clause from the colelctive bargaining unit. |
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Definition
| the process used by employees to remove a union as their bargaining representative if they are dissatisfied with the unions performance. a decert petition requires at least 30 % of employee signatures before the nlrb will act. |
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Definition
| deferred comp plan in which the employer provides a specific benefit upon retirement. Funds are not accounted for individually. |
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Term
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Definition
| individual deferred compensation plan in which the amount of funds contributed are known, buthte amount of the benefit that is eventually paid out is not known because it depends on the investment return that are earned. The funds are accounted for in individual accounts fo reach participant. |
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Term
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Definition
| a quantitative analysis method in which input is obtained from a group of individuals, summarized, and resubmitted to the group for additional input until consensus is reached. The Delphi technique is unique because the group members do not meet in person but conduct the analysis in |
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