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HRM - human resources management
Set of organizational activities directed at attracting, developing, and maintaining an effective workforce
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Job analysis
A detailed study of the specific duties in a particular job and the human qualities required for that job
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Job description The objectives, responsibilities, and key task of a job; the conditions under which it will be don; its relationship to other positions; and the skills needed to perform it
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Job specification
The specific skills, education, and experience needed to perform a job
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Replacement chart
An HR technique that list each important managerial position, who occupies it, how long he or she will probably stay in it before moving on, and who (by name) is now qualified or soon will be qualified to move into it.
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Employee information system (skills inventories)
Computerized systems that contain information on each employee's education, skills, work experience, and career aspirations
- Recruiting
- The phase in the staffing of a company in which the firm seeks to develop a pools of interested, qualified applicants for a position
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Internal recruiting
Considering present employees as candidates for job openings
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External recruiting
Attracting people outside the organization to apply for jobs
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Validation
The process of determining the predictive value of information
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Assessment centre
A series of exercises in which management candidates perform realistic management tasks while being observed by appraisers
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Video assessment
Involves showing potential hires videos of realistic work situations and asking them to chose a course of action to deal with the situation
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On-the-job training
Those development programs in which employees gain new skills while performing them at work
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Job rotation
A technique in which an employee learn new skills at a location way form the normal work site
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Vestibule training
A work simulation in which the job is performed under conditions closely simulating the actual work environment
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Management development programs
Development programs in which manager's conceptual, analytical, and problem-solving skills and enhanced
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Networking
Informal interactions among managers, both inside and outside the office, for the purpose of discussing mutual problems, solutions, and opportunities
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Mentoring
Having a more experienced manager sponsor and teach a less experienced manager
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Performance appraisals
A formal program for evaluating how well an employee is performing the job; helps managers to determine how effective hey are in recruiting and selecting employees
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360-degress feedback
Gathering information from a manager's subordinates, peers, and superiors when assessing the manager's performance
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Simple ranking method
A method of performance appraisal that requires a manager to rank-order from top to bottom or from best to worst each member of a particular work group or department
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Forced distribution method
A method of performance appraisal that involves grouping employees into predefined frequencies of performance ratings
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Graphic rating scale
A statement or question about some aspect of an individual 's job performance for which the rater must select the response that fits best
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Critical incident method
A technique of performance appraisal in which raters recall examples of especially good or poor performance by an employee and then describe what the employee did (or did not do) that led to success or failure
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Compensation
What a firm offers its employees in return for their labour
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Wages
Dollars paid based on the number of hours worked
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Salary
Dollars paid at regular intervals in return for doing a job, regardless of the amount of time or output involved
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Pay surveys
A survey of compensation paid to employees by other employers in a particular geographic area, an industry, or an occupational group
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Job evaluation
A method for determining the relative value or worth of a job to the organization so that individuals who perform it can e appropriately compensated
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Incentive programs
Special compensation programs designed to motivate high performance
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Piece-rate incentive plan
A compensation system in which an organization pays an employee a certain amount of money for every unit produced
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Bonus
Individual performance incentive in the form of a special payment made over and above the employee's salary
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Pay for performance (variable pay)
Individual incentive that rewards a manager for especially productive output
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Profit-sharing plans
An incentive program in which employees receive a bonus depending on the firm's profits
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Gainsharing plans
An incentive program in which employees receive a bonus in the firm's costs are reduced because of greater worker efficiency and/or productivity
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Pay-for-knowledge plans
Incentive plan to encourage employees to learn new skills or become proficient at different jobs
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Wellness programs
A program that concentrates on preventing illness in employees rather than simply paying their expenses when they become sick
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Cafeteria-style benefit plans
A flexible approach to providing benefits in which employees are allocated a certain sum to cover benefits and can "spend" this allocation on the specific benefits they prefer
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Equal employment opportunity regulation
Regulations to protect people from unfair or inappropriate discrimination in the workplace
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Bona fide occupational requirement
When an employer may choose one applicant over another based on overriding characteristics of the job
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Comparable worth
A legal idea that aims to pay equal wages for work of equal value
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Quid pro quo harassment
Form of sexual harassment in which sexual favours are requested in return for job-related benefits
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Hostile work environment
Form of sexual harassment deriving form off-colour jokes, lewd comments, and so forth
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RSIs -Repetitive strain injuries
Injuries that occur when workers perform the same functions over and over again
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Workforce diversity
The range of workers' attitudes, values, beliefs, and behaviours that differ by gender, race, age, ethnicity, physical ability, and other relevant characteristics.
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Knowledge workers
Workers who are experts in specific fields like computing technology and engineering, and who add value because of what they know, rather than how long the y have worked of the job they do
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Collective bargaining
The process through which union leaders and management personnel negotiate common terms and conditions of employment for those workers represented by the union
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COLA - cost of living adjustment
A contract clause specifying that wages will increase automatically with the rate of inflation
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Wage reopener clause
A contract clause that allows ware rates to be renegotiated at preset times during the life of the contract
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Picketing
A tactic of labour unions In which members march at the entrance to the company with signs explaining their reasons for striking
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Lockout
A tactic of management in which the firm physically denies employees access to the workplace to pressure workers to agree to the company's latest contract offer
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Strikebreaker
An individual hired by a firm to replace a worker on strike; a tactic of management in disputes with labour unions
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Employer's associations
A group of companies that get together to plan strategies and exchange information about how to manager their relation with unions
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Decertification
The process by which employees terminate their union's right to represent them
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Mediation
A method of settling a contract dispute in which a neutral party is asked to hear arguments fro both the union and management and offer a suggested resolution
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Voluntary arbitration
A method of settling a contract dispute in which the union and management ask a neutral third party to hear their arguments and issue a binding resolution
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Compulsory arbitration
A method of settling a contract dispute in which the union and management are forced to explain their positions to a neutral third party who issues a binding resolution
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