Term
|
Definition
| Affirmative action is any action taken by an employer to overcome discriminatory effects of past or current practices or policies that create barriers to equal employment opportunity. |
|
|
Term
| Affordable Care Act - ACA |
|
Definition
| A federal law passed in 2010, which prohibits insurers from denying coverage to individuals with pre-existing conditions, sets minimum standards for health insurance policies, includes an individual mandate for individuals to have a health insurance policy, and expands Medicaid eligibility for many individuals and families. |
|
|
Term
|
Definition
| The denial of rights or privileges or unfair treatment of someone (applicant or employee) because of age. |
|
|
Term
| Age Discrimination in Employment Act of 1967 (ADEA) |
|
Definition
| A federal law that protects workers age 40 and older from employment discrimination based on their age. |
|
|
Term
| Americans with Disabilities Act of 1990 (ADA) |
|
Definition
| A federal law that prohibits discrimination on the basis of disability. The ADA ensures equal opportunity for individuals with disabilities in all aspects of employment as well as in other public services. |
|
|
Term
|
Definition
| A screening instrument that gathers a large amount of applicant biographical and vocational information for relatively little cost. |
|
|
Term
|
Definition
| Bona fide occupational qualifications are employment qualifications that employers are permitted to consider while making decisions about hiring and retaining employees. However, consideration of these qualities in any other contexts might be deemed discriminatory. |
|
|
Term
|
Definition
| People born between 1946 and 1964; in general, they greatly value loyalty, financial security, stability, and a positive work ethic. |
|
|
Term
|
Definition
| A process to verify job-related requirements of the applicant. Background checks include reviewing items such as driving record, criminal record, credit history, and academic records. |
|
|
Term
|
Definition
| The values and principles that are used to evaluate whether the collective behavior of an organization's members is appropriate. |
|
|
Term
|
Definition
| Provides for payment of profit shares at regular intervals. |
|
|
Term
|
Definition
| Comprehensive civil rights legislation, signed into law by President Lyndon B. Johnson, which prohibits employment discrimination on the basis of race, color, religion, sex, or national origin. |
|
|
Term
|
Definition
| This Act allows for compensatory and punitive damages for violations of Title VII. |
|
|
Term
| Civil Rights Acts of 1866, 1870, and 1871 |
|
Definition
| These acts prohibit employers from discriminating against minorities. |
|
|
Term
| Consequentialist Theories |
|
Definition
Back
A consequentialist theory of ethics evaluates the rightness or wrongness of an action based on the consequences of that action. |
|
|
Term
|
Definition
| A method used to confirm that a selection test measures what it is intended to measure by comparing the test to the job description (knowledge, skills, and abilities required to complete a job). |
|
|
Term
|
Definition
Back
The correlation coefficient reflects the stability of a test over time—the higher the coefficient of stability, the more reliable the measure. |
|
|
Term
|
Definition
| A culture represents an organization's value system. It includes factors such as employees' willingness to work, their ethics, how the organization thinks they should be treated, and so on. |
|
|
Term
|
Definition
| The consistency or stability of a selection instrument |
|
|
Term
|
Definition
| Validity refers to how accurately and precisely a measure assesses an attribute. It assumes the appropriateness of using a given measuring device for drawing inferences about certain criteria. |
|
|
Term
|
Definition
| The number and types of employees you will need to achieve the organization's strategic mission |
|
|
Term
|
Definition
| The number and types of employees who will be available now or in the future to fill the jobs |
|
|
Term
|
Definition
| A retirement plan in which the employer commits (and pays) a specific monthly benefit (or amount) to the employee when the employee retires. |
|
|
Term
| Defined Contribution Plan |
|
Definition
| A retirement plan in which the employer pays a specific amount, or contribution, to an employee's retirement during each pay period that the employee is with the firm. Both the traditional 401(k) and Roth 401(k) plans are examples of defined contribution plans. |
|
|
Term
|
Definition
| A method of group decision-making and forecasting that involves successively collating the judgments of experts. |
|
|
Term
|
Definition
| Deontological theories of ethics evaluate the rightness or wrongness of an action based on how well that action conforms to some rule or principle, regardless of the consequences. |
|
|
Term
|
Definition
| The first phase of the process of human resources planning. Developing data includes taking inventories of the current workforce, projecting future needs, and understanding what will be required to meet those needs. |
|
|
Term
|
Definition
| Activities or actions that help an employee prepare for future jobs. |
|
|
Term
|
Definition
| The money paid directly to employees in exchange for their work, including wages, salaries, bonuses, commissions, and tips. |
|
|
Term
|
Definition
| According to the Americans with Disabilities Act, a disability can include such things as a physical or mental impairment that substantially limits one or more major life activities; a record of such impairment; or being perceived as having such an impairment. |
|
|
Term
|
Definition
| Empirical validity (also called statistical or predictive validity) describes how closely scores on a test correlate with behavior as measured in other contexts |
|
|
Term
|
Definition
| The parts of the total compensation package (other than pay for time worked) provided to employees in whole or in part by employer payments such as life insurance, pension, worker's compensation, and vacation. Rewards are provided by the organization to employees for their membership and/or participation (attendance) in the organization. |
|
|
Term
| Employee Referral Programs |
|
Definition
| Word-of-mouth advertisements that generally involve rewarding employees for referring skilled job applicants to an organization. |
|
|
Term
| Employee Retirement Income Security Act (ERISA) |
|
Definition
| A federal law that sets minimum standards for pension plans in the private sector. |
|
|
Term
|
Definition
| A common-law rule for employment contracts that presume an employer can generally hire, fire, or promote an employee for any reason at any time. In addition, employees can leave for any reason at any time. |
|
|
Term
| Equal Employment Opportunity Commission (EEOC) |
|
Definition
| A federal agency created by the Civil Rights Act of 1964, tasked with formal enforcement of employment discrimination law. |
|
|
Term
| Equal Pay Act of 1963 (EPA) |
|
Definition
| A federal law requiring that employers provide equal pay for men and women who do similar work in the same workplace. |
|
|
Term
|
Definition
| The essential job duties of a position. |
|
|
Term
|
Definition
| The factors that organizations and their managers have no control over, such as legislation, changes in technology, competition, and so on. |
|
|
Term
| Fair Labor Standards Act of 1938 (FLSA) |
|
Definition
| A federal law that restricts child labor and establishes minimum wage and overtime pay standards for employees. The intent of the law was to “put a floor under wages and a ceiling over hours of work and to abolish abuses of child labor.” |
|
|
Term
| Forced Distribution Appraisal |
|
Definition
| A performance-evaluation method in which a superior must assign only a certain proportion of subordinates to each of several categories with respect to each other. A common forced-distribution scale may be divided into five categories, with a fixed percentage of all subordinates in a group falling within each of these categories. |
|
|
Term
|
Definition
| The unfavorable treatment of someone (an applicant or employee) on the basis of their sex. |
|
|
Term
| Gender Identity Discrimination |
|
Definition
| Discrimination against an individual because that person is transgender, lesbian, gay, or bisexual. |
|
|
Term
|
Definition
| People born between 1965 and 1980 who are typically well-positioned within their careers and find value in organizations that are stable, provide flexibility to define work arrangements (such as telecommuting), offer child care and elder care benefits, and promote work/life balance that allows employees to enjoy life now instead of waiting for retirement. |
|
|
Term
| Genetic Information Nondiscrimination Act of 2008 (GINA) |
|
Definition
| A federal law that prohibits the use of genetic information in employment decisions and restricts employers from requesting, requiring, or purchasing genetic information. |
|
|
Term
|
Definition
| A reduction in employee wages or benefits conceded by a labor union in exchange for other benefits or in recognition of unfavorable economic conditions. |
|
|
Term
|
Definition
| Abbreviation for Human Resources, often referring to the department charged with overseeing an organization’s personnel or human resources. |
|
|
Term
|
Definition
| HR generalists usually provide guidance to employees, support management, and serve as a source of help and information on human resource matters. |
|
|
Term
| HR Is Influenced By What Four Internal Environment Factors? |
|
Definition
| 1. Culture; shaped by top management values 2. Technology; refers to the firm's equipment and knowledge 3. Organizational structure 4. Orgainizational size |
|
|
Term
|
Definition
| HR specialists are responsible for specific human resource management functions within an organization, such as recruiting, training, or compensation. |
|
|
Term
|
Definition
| Abbreviation for Human Resource Management |
|
|
Term
|
Definition
| Abbreviation for Human Resource Planning |
|
|
Term
| How Was the EEOC Created? |
|
Definition
| By the Civil Rights Act of 1964 |
|
|
Term
| Human Resource Management |
|
Definition
| Human resource management, or HRM, is responsible for the recruitment, selection, training, and motivation of the organization's employees. HRM is therefore concerned with the fundamental task of defining and analyzing jobs in organizations. |
|
|
Term
|
Definition
| Human resource planning, or HRP, involves forecasting the human resource needs of an organization and planning to meet those needs. |
|
|
Term
| Immigration Reform and Control Act of 1986 (IRCA) |
|
Definition
| A federal law that makes it illegal to hire or recruit illegal immigrants knowingly. Under IRCA, employers may hire only persons who may legally work in the U.S., i.e., citizens and nationals of the U.S. and aliens authorized to work in the U.S. The employer must verify the identity and employment eligibility of anyone to be hired, which includes completing the Employment Eligibility Verification Form (I-9). |
|
|
Term
| Implied Covenant-of-good-faith-and-fair-dealing Exception |
|
Definition
| An exception to the employment-at-will doctrine stating that each party in an employment relationship has made an implied promise to treat the other in good faith and fairness. |
|
|
Term
| Implied-contract Exception |
|
Definition
| An exception to the employment-at-will doctrine stating that a legally binding agreement is created between an employer and employee based on their actions, and not on a formal contract. |
|
|
Term
|
Definition
| In addition to direct compensation, rewards that employers pay for other employee services such as health insurance benefits, paid time off, retirement plans, education, etc. |
|
|
Term
|
Definition
| Factors that organizations control as they interact in the global marketplace, such as culture, product development, and strategy. |
|
|
Term
|
Definition
| Process to determine the relative worth of job-related contributions. |
|
|
Term
|
Definition
| An open invitation to all employees, through prominent display of notice, to apply for a job vacancy. |
|
|
Term
|
Definition
| A job design technique in which employees are moved between two or more jobs in a planned manner. The objective is to expose employees to different experiences and a wider variety of skills for cross-training and enhanced job satisfaction. |
|
|
Term
|
Definition
| KSAs are a person's knowledge, skills, and abilities. Knowledge is a theoretical or practical understanding of a subject. Skills are proficiencies developed through experience. Abilities, more enduring than skills, are qualities that a person has to perform a certain task. |
|
|
