CKE KEY TERMS, CHRL, CKE Stuff
Severity Rate
# of days lost x 200,000 / Person hours worked
ROI
Benefit- Cost / Cost x 100
Tactical Decision
Deciding what to do in circumstances that are immediate and where a mistake is unlikely to have a major impact on the business
Demand-Pull Inflation
Demand for goods and services is greater than supply. Cost of goods are high
Models of EI
Mayer-Solovey, Goleman, Bar-On
Customer appraisal
Seeks evaluation from both external and internal customers
Shaping
Selective reinforcement of behaviors that gradually approach the desired response
Theory Y
The assumption that employees are creative, enjoy work, seek responsibility, and can exercise self-direction
Theory X
The belief that employees are basically lazy and need constant supervision.
Book Value
The cost of a fixed asset minus accumulated depreciation
Performance management
The process of creating a work environment in which people can perform to the best of their abilities
Straight piece rate
The same specified sum of money is paid for each piece produced regardless of how many pieces are produced
Division of Labour
The specialisation of labour where the production process is broken down into separate tasks
Standard Deviation
The square root of the variance of the distribution of data points. Most common measure of how much the data is spread out
Reaction to change
The stages - Denial - Resistance - Exploration - Commitment
Standard Error of Measurement
The standard deviation of test scores you would have obtained from a single student who took the same test multiple times
Cause and Effect (Fish Bone Diagram)
The tail are the causes (people, materials) and the head is the effect
Relationship capital
The value derived from an organization's relationships with customers, suppliers, and other.
Vertical transfer
Transfer from trainee level to the organizational level
Departmentalization
Way an organization groups jobs to coordinate work.
Summary dismissal
When a nonunion employer terminates an employer without notice because the employee has committed a serious breach of contract
Constructive Dismissal
When an employer commits a fundamental breach of contract, the employee can treat the breach as a termination
blog
a Weblog - an online journal, diary, or serial published by a person or group of people
short-term disability plan
a benefit plan crediting a number of days to be used as sick leave
long-term disability insurance
a benefit plan providing the employee with an income in the case of long-term illness or injury
authorization card
a card signed by the employee that indicates his or her willingness to have the union act as his or her representative for purposes of collective barganing
boundaryless career
a career that spans several organizations and or industries
Paradigm shift
a change from one way of thinking to another
job code
a code that uses numbers, letters, or both to provide a quick summary of the job and its content
comparative evaluation methods
a collection of different methods that compare one person's performance with that of coworkers
diversity committee
a committee entrusted to oversee diversity efforts, implement processes, and serve as a communication link
open-door policy
a company policy that encourages employees to address their problems to higher levels of management
retention
a company's ability to keep employees
concentration
a condition that exists when a department or employer has a greater proportion of members of a protected class than are found in the employer's labour market
health and safety committee
a group consisting of representatives of the employer and employees that meets regularly in order to reduce accident rates
competency model (competency framework)
a list of competencies required in a particular job
reactive human resource strategy
a management approach wherein decision makers respond to problems rather than anticipate them
pay secrecy
a management policy not to discuss or publish individual salaries
Critical Incident Appraisal
a manager collects employee performance information by keeping a record of unusually favorable or unfavorable occurrences in an employees work.
indexation
a method of estimating future employment needs by matching employment growth with some index, such as the ratio of production employees to sales
ranking method
a method of evaluating employees that ranks them from best to worst on some trait
Facilitation
a number of tools (coaching, feedback, team building) used to achieve goals
human resource development (HRD)
a part of human resource management that integrates the use of training and employee and career development efforts to improve individual, group, and organizational effectiveness
merit raise
a pay increase given to individual workers according to an evaluation of their performance
rate range
a pay range for each job class
job sharing
a plan whereby work is spread among all workers in a group to reduce the extent of layoffs when production requirements cause substantial decline in available work
human resource accounting
a process to measure the present cost and value of human resources as well as their future worth to the organization
human resource planning
a process used to determine future human resource requirements by anticipating future business demands, analyzing the impacts of these demands on the organization, and making decisions on how to effectively acquire and utilize firms' human resources
bridging progam
a program of study involving courses designed specifically to provide individuals with skills and knowledge required for entry into an occupation or a higher-level educational institution. it supplements learning outside a juristiction or at another institution and may consist of workplace training and occupation
career management
a series of formal and less formal activities, designed and managed by the organization to influence the career development of one or more employees
selection process
a series of specific steps used by an employer to decide which recruits should be hired
business ecosystem
a series of tightly knit intercompany relationships, allowing a business to attain a competitive advantage
benefit audit
a system to control the efficiency of a benefit program
talent management
a systematic attraction, identification, development, engagement/retention, and deployment of those individuals with high potential who are of particular value to the organization
behaviour modelling
a training technique in which trainees are first shown good management techniques then asked to play roles in simulated situation , and finally given feedback regarding their performance
piecework
a type of incentive system that compensates workers for each unit of output
production bonuses
a type of incentive system that provides employee with additional compensation when they surpass stated production goals
industrial union
a type of local union that includes the unskilled and semiskilled workers at a particular location
wiki
a type of server program that allows multiple users to contribute to a Web site
managing diversity
ability to manage individual employees with different cultural values and lead teams made up of diverse employees
Union Acceptance
accept the inevitability of a union
job enlargement
adding more tasks to a job to increase the job cycle and draw on a wider range of employee skills
temporary-help agencies
agencies that provide supplemental workers for temporary vacancies caused by employee leave, sickness, etc
error of central tendency
an error in rating employees that consists of evaluating employees as neither good nor poor performers even when some employees perform exceptionally well or poorly
human resource audit
an examination of the human resource policies, practices, and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals
audiometer
an instrument used to guage and record an individuals hearing
virtual organization
an operational domain of any organization whose workforce includes a significant portion of remote workers
learning organization
an organization that has an enhanced capacity to learn, adapt, and change
multinational enterprise (MNE)
an organization that has operations and subsidiaries around the globe
paternalistic human resource strategy
an organizational strategy in which some minimal degree of training and competency-building through training, job rotation, etc. is done with the objective of achieving flexibility of staffing and task assignments and maintain workforce stabilities
compliance strategy
an organizational strategy whose focus is on achieving labour efficiencies through control over labour costs, use of temporary or contingent workforce, and maximum control over processes and using it as a key competitive weapon
Activity Based Budgeting
anticipated cost of a particular activity such as a project or program. Advantage is an organization can assess activities that make the greatest contribution to the bottom line
flex schedules
any type of variation in traditional work schedules
Appreciative Inquiry (AI)
art of asking questions to strengthen positive potential
medical evaluation
assessment of health and accident information of a job applicant through self-reports or physical exam by company medical personnel
outplacement
assisting employees to find jobs with other employers
alumni associations
associations of alumni of schools, colleges, or other training facilities
Halo Bias
attributes such as looks, athleticism, achievements - good or bad, influence the interviewer
human rights compliance audits
audits of hiring, placement, and compensation practices, to ensure compliance with human rights legislation
staff authority
authority to advise, but not to direct, others
Context Bias
candidate is assessed in the context with others - i.e. all are poor
variable costs
change in direct proportion to a change in activity
Job Analysis
collection of information related to a job to determine its duties, tasks etc. Lead to job description
position
collection of tasks and responsibilities performed by an individual
360-degree performance appraisal
combination of self, peer, supervisor, and subordinate performance evaluation
upward communication
communication that begins in the organization and proceeds up the hierarchy to inform or influence others
Absolute Rating Scale
comparing candidates to a standard selection criteria. Creating more validity
human resource experiment
comparison of impact of a treatment on experimental and control groups in real-life settings, while controlling for effects of extraneous factors
incentive pay
compensation that is directly tied to an employee's performance and/or productivity
management inventories
comprehensive reports of available management capabilities in the organization
Criterion-related Validity
degree of a selection process test that compares test scores with non-test criterion i.e. job performance
Delegation of Authority
degree of authority vested in others - central and decentral
in-group collectivism
degree to which a society feels loyal toward their family or other collective groups
Employee Involvement
degree to which employees influence how their work is organized and done
power distance
degree to which people are separated by power and authority
humane orientation
degree to which societies focus on altruistic behaviour and generosity
Graphic Rating Scales
either numerical (1 to 5) or descriptive (Poor to Excellent)
Work Sharing
employees reduce their hours and share work with other employees instead of being laid off. In return employees get EI benefits
Task force
employees tasked with making recommendations
Survivor Syndrome
employees who are kept after there has been downsizing. They have feelings of guilt, anger, betrayal, mistrust
Contingent Workforce
employees who are not full time or part time
Contract Law
employment contract, there must be an offer, acceptance, and consideration
forecasts
estimates of future resource needs and changes
telecommunicating
full- or part-time labour performed at the employee's home or on the move with the assistance of technology
Hard objectives
goals an organization intends to achieve
Soft objectives
goals of social conduct for an organization
phased retirement
gradual phase into retirement with loss or reduction of pension benefits
Job design
greater skill variety, increased task identity and improved feedback
affected class
group of Ees or applicants who have experienced and continue to experience the loss of employment oppotunities
job
group of related activities and duties
Pluralism
groups bargain and compete for a share of the power
job families
groups of different jobs that are closely related by similar duties, responsibilities, skills, or job elements
Mechanistic Organization
high degree of specialization and many layers of managment
Workforce Modeling
how and organizations human capital needs would change as a result of unexpected change
job design
identification of job duties, characteristics, competencies, and sequences taking into consideration technology, workforce, organization character, and environment
contact control
identifying and limiting te ways employees come into contact with hazerdous situations
contamination
in HR an error that occurs when unimportant or unvalid behaviours ir attributes are incorporated into job description
Compensable factors
include knowledge, skills, responsibility, effort, and working conditions - all of which can be expressed in monetary terms
competencies
individual knowledge, skills and bhaviours that are critical to successful individual or corporate performance
Locus of Control
individuals belief about internal vs external control over shaping their life
grapevine communication
informal communication within an organization that arise from normal social interaction
actuals
information about the current skills, knowledge adn prespectives and environment of individuals in an organization (specifics of what a person does now)
Solvency Ratios
information on the organization's ability to meet its long-term obligations
strategic human resource management
integrating human resource management strategies and systems to achieve overall mission, strategies, and success of the firm while meeting needs of employees and other stakeholders
Unitarist
interests of the individual and society are one
organizational policies
internal policies that affect recruitment, such as "promote-from-within" policies
unstructured interviews
interviews using few if any planned questions to enable the interviewer to pursue, in depth, the applicant's responses
exit interviews
interviews with departing employees to gauge their impressions of a firm's strengths and weaknesses, especially relating to HR systems and policies
walk-ins/write-ins
job seekers who arrive at or write to the human resource department in search of a job without prior referrals and not in response to a specific ad
Three types of resources
land labour capital
Situational Leadership - Directing
leader gives direction to employees with little ability
Situational Leadership - Coaching
leader seeks input with employees who have some ability
Situational Leader
leadership that is flexible in their approach
Accommodative learning style
learners who feel and do with hands on new experiences
Workplace HAzardous MAterials Information (WHMIS)
legislation that requires suppliers to label all hazardous products and provide a Material Safety Data Sheet (MSDS) on each
Employment Regulation
legislature passed laws intended to protect employees from unfair practices in the workplace
seniority
length of the worker's employment, which may be used for determining order of promotion, layoffs, vacation, etc
enterprise-wide systems
link an organization's entire software application environment into a single enterprise solution
income statement
list of transactions that have increased or decreased the equity during a period of time
balance sheet
listing of all assets, liabilites, and equity at a point in time
Operating Budget
lists all the anticipated expenses and income for a specific time period
Task Inventory Anaylsis
managers make up a list of tasks/activities that make up the performance of a specific job at a particular organization
Rand Formula
mandatory to pay union dues as a condition of employment, even if they are not union members
KPI (Key Performance Indicator)
measure key business objectives
Student-Centered Instruction
methods of teaching that shift from teacher to student and where students become more active and responsible
Median
mid-point of the scores/data
Pay Range maximum
midpoint + (midpoint - minimum)
Line Item Budgeting
most typical in HR. Each expense item (wages, benefits) is a line item in the budget
attribution theory
motivation theory that asserts that people often act without understanding their motives and afterwards attempt to attribute motives to their behavior.
Economic Value Added
net operating profit after taxes minus the firm's cost of capital in dollar terms
Growth Strategies - Global
new markets for same products internationally
alternate work arrangements
nontraditional work arrangements (e.g., flextime, telecommuting) that provide more flexibility to employees, while meeting organizational goals
Risk Management Strategies - Acceptance
not changing the plan to deal with risk
HR Effectiveness
outcome or impact of an HR program
equity
owner's stake in the company
Piecework
pay based on the number of items processed by an employee in a given time period i.e. hours of work per day
severance pay
payment to a worker upon permanent separation from a company
Defined benefit pension
payout if the form of a monthly amount based on a formula of the employees monthly salary at retirement
defined benefit pension plan
pension contributions are collected and invested, company guarantees that a certain level of pension will be available to the employee
Range spread
percentage difference between the grade minimum and maximum wage
Union Shop
person must join the union when hired
part-time employees
persons working fewer than the required hours for categorization as full-time workers and who are ineligible for many supplementary benefits offered by employers
Data Mining
practice of examining large databases in order to identify patterns and trends
Whole Learning
practicing a behavior or task in it's entirety
consultants
professionals who provide expert advice and counsel in a particular area
mentoring programs
programs encouraging members of disadvantaged groups (e.g., women) to work with a senior manager who acts like a friend and guide in achieving career success
personality tests
questionnaires designed to reveal aspects of an individual's character or temperament
alteration ranking
rating method usedin job evaluation where the rater is asked to select the best and worst employees from a list of all employees and rank them accordingly
Profitability Ratios
ratios that measure the rate of return a firm is earning on various measures of investment
direct mail recruiting
recruitment targeted at specified population segments or regions using a variety of means
downsizing
reducing employment to improve efficiency, productivity, and competitiveness
Risk Management Strategies - Mitigation
reducing the probability of a risk
old age crisis
refers to the social (health care) and organizational (new workplace ergonomics) challenges of jobholder by a specialist
fixed costs
remain at the same level even through activity rises or falls
duty to accommodate
requirement that an employer must accommodate the employee to the point of "undue hardship"
High division of Labour
responsibilities are divided so that each worker is responsible for a small range of tasks
record analysis
review of past company records as part of an HR audit
compliance approach
review of past human resource practices to determine if they conform to formally stated policies and legally defensible standards
Salary compression
salaries paid to inexperienced employees bump up against those paid to experienced employees. Often in union environments
False Negative
selection technique that identifies an applicant DOES NOT possess a skill, when in fact they do
False Positive
selection technique that identifies an applicant DOES possess a skill, when in fact they do not
Restructuring Strategies - Divestiture
selling a part of the organization that makes products and services for another organization. Adds high $$ value
Restructuring Strategies - Liquidation
selling off assets cheap and laying off employees
Bumping
senior employees kickout junior employees due to layoffs based on seniority
old boys' network
set of informal relationships among male managers providing increased career advancement opportunities for men and reinforcing a male culture
Risk Management Strategies - Transference
shift risk to 3rd party
Hawthorne Effect
short-term improvement in an employee caused by attention given to the work
competencies
skill, knowledge, and behaviours that distinguish high performance in abroad role, function, or level of the organization
mentor
someone who offers informed career guidance and support on regular basis
benevolent employer
someone who will vry the conditions f the job and modify their expectations of the employee in keeping with her or his limitations.
cost leadership strategy
strategy to gain competitive advantage through lower costs of operations and lower prices for products
job analysis
systematic study of a job to discover its specifications, skill requirements, and so on, for wage-setting, recruitment, training, or job-simplification purposes
transnational teams
teams composed of members of multiple nationalities working on projects that span several countries
self-directed work teams (groups)
teams of workers without a formal, employer-appointed supervisor who decide among themselves most matters traditionally handled by a supervisor
appraisal bias
tendency to allow individual differences such as age, sex, race to affect the appraisal rating they receive
blue collar workers
term used to describe plant workers (production and maint) as compared to office workers
wrongful dismissal
terminating an employee without just cause or without giving the employee reasonable notice or compensation in lieu of notice
equal pay for work of equal value
the principle of equal pay for men and women in jobs with comparable content; based on criteria of skill, effort, responsibility, and working conditions; part of the Canadian Human Rights Act
equal pay for equal work
the principle or policy of equal rates of pay for all employees in an establishment performing the same kind and amount of work, regardless of sex, race, or other characteristics of individual workers not related to ability or performance
recruiter habits
the propensity of a recruiter to rely on methods, systems, or behaviours that led to past recruitment success
critical incident report
the rater records statements that describe extremely effective or ineffective behaviour related to performance
workflow
the sequence of and balance between jobs in an organization needed to produce the firm's goods or services
work practices
the set ways of performing work in an organization
Human capital
the skills and knowledge gained by a worker through education and experience
labour market analysis
the study of a firm's labour market to evaluate the present or future availability of different types of workers
Psychometrics
the study of theory and techniques of psychological measurement such as aptitude tests
computer-based training (CBT)
the use of computers to facilitate the training process
performance management
the use of performance data to effect organizational culture, systems, and processes, set goals, allocate resources, affect policies and programs, and share results
advanced standing
the waiving of requirement to complete a course or unit of coursework
adjudication framework
this documentation outlines the policies used to determine the medical eligibility of applicants for CPPP disability benefit
talent
those individuals who add value to the organization and can positively impact organizational performance
Notice
time between informing and employee in writing and when they are terminated
Facilitative
trainer created course that requires participant involvement
cross-training
training employees to perform operations in areas other than their assigned jobs
diversity training programs
training programs aimed at importing new skills to motivate and manage a diverse workforce
Balance Scorecard - Learning and Growth
turnover rate, absenteeism
Conflict Model
union and management in constant competition
conciliation
use of an outside party to asist the company and union to come to a mutual satisfactory collective agreement. hopefully solved by comprmise or voluntary agreement.
arbitration
use of an outside party to investigate a dispute between the employer and the union and impose a settlement
virtual reality
use of modern computer technology to create a 3D environment
Diagnostic Feedback
use of surveys and interviews to resolve issues
Values
used for identity and behavior within an organization
validity generalization
using validity evidence accumulated for other jobs or applicant populations to guide employment test choices until local validation study results can be acquired
flex hours
variable start and stop times
attentuation
weakening in force or intensity of a sound in relation to the distance from its source
Criterion Deficiency
when a test does not measure everything that is important, such as the essential skills required to do a job
payback
when an investment is expected to be recouped
Decentralized structure
when decision making involves a number of individuals and individual employees are responsible for making decisions in areas in which they have expertise.
breakeven
when enough contribution margin has been made to cover all fixed costs
Distributive Bargaining
when one side wants to get more out of the other side. i.e selling a car
Vision
where are we going
Transaction Accounting
where expenses and revenues are recognized when they occur and not when the cash flows in or out
Integrative Bargaining
win/win approach where both parties gain in a better outcome
full-time employees
work 37.5 to 40 hours in a workweek
Union Removal
working to eliminate unions where they exist
reference letters
written evaluation of a person's job-relevant skills, past experience, and work-relevant attitudes
Matrix Organization
An organization where project team members answer to both a functional manager and a project manager.
Career Stages - Decline
65+ - Retirement
Contract FOR service
Between an employer and contractor
Job Grading
Non-quantitative whole job method that involves grouping jobs of the same/similar worth for determining appropriate rates of pay
Extended Medical & Dental Plans
Not taxable benefits
Balance Scorecard - Financial
Profit, cash flow, ROI
Descriptive evaluation
Provide information that describes the trainee once he or she has completed a training program
Motivation
Refers to the degree or persistent effort that one directs towards a goal
Cumulative Trauma
Repetitive, work-related motions that damage muscles, tendons, joints, or nerves.
Hot stove rule
Rule is discipline that can be compared with a hot stove - gives warning, is effective immediately, enforced consistently and applies to all in an unbiased way
Net Working Capital
Current Assets - Current Liabilities
Working Capital
Current Assets - Current Liabilities
Human Resources and Skill Development Canada (HRSDC)
Federal agency that provides programs and services for employers and present and potential employees
Canadian Charter of Rights and Freedoms
Federal law enacted in 1982, guaranteeing individuals equal rights before the law
Canada Labour Code
Federal law regulating labour relations under federal jurisdictions
Employment Equity Act
Federal law to remove employment barriers and to promote equality
Insured Costs
Fixed cost such as WCB assessment, fire and vehicle insurance
Intrinsic Rewards
From within and ones enjoyment with their work i.e. job autonomy, job feedback
Formal learning
Structured and planned by the org. Examples - Workshops, classrooms, E-Learning
Descriptive Statistics
Ways of describing a set of data. Three common measurements are the mean, median and mode.
relocation programs
a company-sponsored benefit that assists employees who must move in connection with their job
brown lung
a disease of the lungs characterized by a narrowing of the lungs airway attributed to the inhalation of dust and other particles in the workplace
precedent
a new standard that arises from the past practices of either the company or the union. Once a precedent results from unequal enforcement of disciplinary rules, the new standard may affect similar cases in the future
shared responsibility model
a newer approach to safety in the workplace that assumes the best method to reduce accident rates relies on the cooperation of the employer and the employees (who may be represented by a union)
vesting
a provision in employer-provided retirement plans that gives workers the right to a pension after a specified number of years of service
Utility Analysis
a quantitative decision making technique used to assess the usefulness of an initiative. Helps evaluate the impact of something
Construct Validity
a test/assessment measures a particular trait (IQ)
ringisei
a type of decision making by consensus often used by the Japanese; literally, "bottom-up decision making"
craft union
a type of local union composed of workers who possess the same skills or trades. These unions are composed of workers who possess the same skills or trades; these include, for example, all the carpenters who work in the same geographical area
Just cause
The employer must document and prove serious misconduct or incompetence on the part of the employee
line authority
authority to make decisions about production, performance, and people
Mean
average of the data points
attitudes toward government
basic assumptions about the role of government in business and society, including desirability of a welfare state with a key interventionist role for the government
behavioural description interviews
behavioural description interviews attempt to find out how job applicants responded to specific work situations in the past
contributory plans
benefits that require the employer to contribute to the cost of the benefit
people equity
how organizations measure and manage their human capital to maximize its value
workplace diversity
includes important human characteristics that influence employee values, their perceptions of self and others, behaviors, and interpretation of events
Leading indicator
indicates performance that will occur in the future
downward communication
information that begins at some point in the organization and feeds down the organization hierarchy to inform or influence others
feedback
information that helps evaluate the success or failure of an action or system
First Impression Bias
initial characteristics create a good impression on the interviewer, who unconsciously leads the interview to support that impression.
regulations
legally enforceable rules developed by governmental agencies to ensure compliance with laws that the agency administers
Union Resistance
limit the spread of unionization to other areas of the orgnization
replacement summaries
lists of likely replacements for each job and their relative strengths and weaknesses
Massed Practice
little or no rest between repeat performances of a skill in a short period of time.
Team Development Stages - Forming
look to leader for direction
attrition
loss of employees due to their voluntary departures from the firm through resignation, retirement, or death
Focused Niche Strategy Low cost
low cost product, select customers
Low cost provider
low price, lots of customers - Walmart
polygraph
machine that attempts to measure a person's honesty by assessing body reactions. Often called a lie detector
knowledge management
making use of employees' knowledge
On-the-job Training
most common training method used
internal equity
perceived equity of a pay system in an organization
reverse culture shock
returning home after having been accustomed to another culture. Also called re-entry shock
ability tests
tests that assess an applicant's capacity or aptitude to function in a certain way
Tort Law
that division of law that covers acts that result in harm to another, accident or on purpose, any wrongful act
organizational culture
the core beliefs and assumptions that are widely shared by all organizational members
carve-out
the elimination of coverage of specific category of benefit services (vvision care, prescription drugs) the employer opts out of certain services with one vendor and contracts another to deliver them
attrition
the normal separation of employees from an organization because of resignation, retirement or death
predictive analysis
the process of selecting, exploring, analyzing, and modelling data to create better business outcomes
job performance standards
the work performance expected from an employee on a particular job
Actively - disengaged employees
unhappy employees who go out of their way to spread unhappiness
Application Grievance
we agree on the words, just disagree how they are applied
Frequency Rate
# of lost time injuries x 200,000 / Person hours worked
Maslows Hierarchy of Needs
(level 1) Physiological Needs, (level 2) Safety and Security, (level 3) Relationships, Love and Affection, (level 4) Self Esteem, (level 5) Self Actualization
Pay range spread
(maximum - minimum) / minimum
Part Learning
breaking a list of items into shorter lists
burden of proof
burden placed on the employer as a result of a claim of discriminatory treatment to provide a verifiable legitimate and no discriminatory reason for any employment action taken which may have resulted in adverse teatment of a member of a protected group
Cost-Push Inflation
caused by an increase in labour and materials = decreased supply of goods
cultural challenges
challenges facing a firm's decision makers because of cultural differences among employees or changes in core cultural or social values occurring at a larger societal level
Risk Management Strategies - Avoidance
change the plan to eliminate risk
Behaviourally Anchored Rating Scale (BARS)
compare candidates performance to specific behaviour that are anchored to numbered ratings. Best rating system, but most costly
return on investment
compares reported accounting profit that the investment is expected to yield with the investment that has been made
Comparative Rating Scale
comparing one candidate to the next
benchmarking
comparing one's own quality and production standards with those of industry leaders
Benchmarking
comparing the KPIs of one organization to the KPIs of other organizations and adopting the best ones
workers' compensation
compensation payable by employers collectively for injuries sustained by workers in the course of their employment
employee assistance program (EAP)
comprehensive company program that seeks to help employees and their family members overcome personal and work-related problems
combination
concurrent use of two or more job analysis technique (e.g., interviews and observation)
broadbanding
consolidation of a large number of pay grades into a few "broad bands"
outsourcing
contracting tasks to outside agencies or persons
Corporate Governance
corporation's executive staff and board of directors in ensuring that the firm has the right controls in place to meet the goals of the firm's stakeholders.
Two-tiered Pay
cost cutting measure where the salary range for new employees is lower than that of existing employees in the same job
Lagging Indicator
describes past performances
Job Involvement
employees do not need external rewards, they get enough motivation from the job itself
Vestibule Training
A training course or class that simulates or mimics the actual job function. Off-the-job training conducted in a simulated environment.
Relationship building role - Compromiser
Admitting error
Focal appraisal programs
All employees are reviewed at the same time of the year, enables managers to compare employees
Performance appraisal
An annual process designed to help employees understand their roles, objectives, expectations and performance successes
Centralized Structure
An organizational structure in which there are several levels of authority, a long chain of command, and a narrower span of control.
Progressive discipline
Application of corrective measures by increasing degrees
Peer appraisal
Appraisal by fellow employees, compiled into a single profile for use in an appraisal interview
Manager/Supervisor appraisal
Appraisal done by an employee's manager and reviewed by a manager one level higher
Self appraisal
Appraisal done by the employee being evaluated, typically prior to the performance interview
Machiavellianism
Behavior directed at gaining power and controlling the behavior of others
Contract OF service
Between an employer and employee
Labor Relations Code
Between employers and unions, deals with bargaining rights
Career Stages - Establishment
24 to 44 - establishing oneself through work
Change Management - Kurt Lewin
3 Stages - Unfreeze - Change - Freeze
Career Stages - Maintenance
45 to 64 - Improving position *Heart of Career*
Yellow Dog contracts
Contracts created by employers that force employees to agree not to join a union or participate in any union activity as a condition of employment
Four Fold Test
Control Test Ownership of Tools Chance of profit and risk of loss Organization test
Formative evaluation
Evaluation conducted before or during instruction to facilitate instructional planning
Content theories
Focus on the kinds of needs people have and the conditions in which they will be motivated to satisfy their needs
Positive discipline
Focuses on early correction of employee misconduct, employee takes responsibility for correcting the problem
Structural capital
Formal systems and relationships that allow ees to communicate, solve problems and make decisions
Managing Performance Problems
Gap analysis, contingency management, performance contract
Fiscal Policy
Gov't adjusts taxes and spending to affect the economy
Nominal group technique
Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues.
comparative approach
HR audit approach comparing one firm's (or division's) HR practices with another firm (or division) to uncover areas of poor performance
Negligent Hiring
Hiring of an employee who the employer knew or should have known, based on a reasonable pre-hire screening of the employee's background, posed a risk to others in the workplace.
Needs Analysis
How an organisation decides how many and what type of workers it should employ.
Certified Human Resources Professional (CHRP)
Human resource practitioner, formally accredited to practise, who reflects a threshold professional level of practice
Training Needs Analysis
Identifies specific skills needed to improve performance
Monetary Policy
Interest rates and money in circulation is controlled by the country
Employee Engagement
Job satisfaction, work motivation, organizational identification
Common Law
Judge made law, legal precedents created through the courts i.e - negligent misrepresentation, unjust dismissal, due diligence
Employment Equity
Legislation in place to eliminate discrimination against the 'four target' groups. These groups are Aboriginals, Women, people with disabilities, and visible minorities.
Focused Niche Strategy Differentiation
Luxury goods and services
Blooms Taxonomy
Made up of three beliefs - Cognitive - Affective - Psychometer
Balance Scorecard - Customer Measures
Market Share, complaints
Liquidity Ratios
Measures the ability of a firms current assets to current liabilities to meet its short-term debts (e.g., current ratio & acid test ratio)
Relationship building role - Harmonizer
Mediating conflict
Trend Analysis
Method that uses old data to make projections
Worker traits inventories
Methods used to infer employee specifications from job analysis data; commonly included in the job analysis literature.
Pay range minimum
Midpoint / 1+(.5 x spread)
Employment Standards Act
Minimum employee entitlements and the limit on the max number of hours of work permitted
Mass Interview
Multiple candidates are interviewed all at the same time. Can be stressful for the candidates
Type of Structures - Modular
Order different parts from external/internal providers and assemble them in house
Wrongful Hiring
Organization misrepresents a position to a candidate who accepts the position
Public Sector Employers Act
People employed by the national, regional or local government
Systemic Discrimination
Policies or practices by an organization that appear to be neutral, but do in fact discriminate individuals
Cash Flow Statement
Provides information about when cash comes into a business and when cash will be spent.
Human Rights Code
Provincial legislation that protects and looks after everyone's freedom from discrimination
Descriptive Analysis
Quantitative descriptions of a set of data. Can include certain measures such as mean, median, standard deviation, percentiles.
Point Factor
Quantitative method where a number of compensable factors are defined in the job and an overall point value is created
Four levels of training evaluation
Reaction, Learning, Behavioral and Results
Recency effect
Recall is strongest for items at the end of a list.
Team appraisal
Recognizes team accomplishment rather than individual performance, encourages people to work collectively
Informal learning
Spontaneously and unstructured. Examples - Mentoring, Coaching, lunch and learns
Distributed Practice
Technique in which items to be learned are repeated at intervals over a period of time.
cultural forces
challenges facing a firm's decision makers because of cultural differences among employees or changes in core cultural or social values occurring at the larger societal level
demographic changes
changes in the demographics of the labour force (e.g., education levels, age levels, participation rates) that occur slowly are usually known in advance
polycentrism
characterized by firms that are staffed by host country managers and are typically decentralized and autonomous operations
job analysis questionnaire
checklists that seek to collect information about jobs in a uniform manner
job analysis schedules
checklists that seek to collect information about jobs in a uniform manner
third culture kids (TCK)
children who accompany their parents on global work assignments and become familiar with more than one culture
host country national (HCN)
citizen of a country of a foreign subsidiary, hired to work at a subsidiary located in their home country
third country national (TCN)
citizen of a country other than the parent country
parent country national (PCN)
citizen of the country where the headquarters is located
allowable earnings
clients total earnings from all work in a calendar year that is equal to or less than the disability basic exception
Extrinsic Rewards
come from outside the job i.e. benefits, promotion, pay
Deferred profit sharing plans
company profits credited to each employees account and payable at retirement, termination or death'
Type of Structures - Virtual
create partnerships in various locations
competitive advantage
creating an environment in which people are open to new ideas, responsive to change, and eager to develop new skills and capabilities
culture shock
cultural disorientation causing stress and the inability to respond appropriately
Situational Leadership - Supporting
daily decisions and tasks given to strong employees
Mode
data point that occurs most often
Leading Indicators
data that reflects current conditions and a sign of things to come
Lagging Indicators
data that reports something that has already changed or following a trend
applicant tracking systems (ATS)
databases of potential candidates that enable a good match between job requirements and applicant characteristics and also enlarge the recruitment pool
Vesting
date when an employee can receive the monetary benefit from the stock option
Cliff
date when an employee can start to exercise their stock options
institutional collectivism
degree to which institutions want individuals to integrate into the larger structure, even at the cost of individual freedom
uncertainty avoidance
degree to which people are consistent and seek structure in their lives
Range Overlap
degree to which the maximum rate of a lower grade overlaps the minimum rate of the next higher grade
transition matrices
describe the probabilities of how quickly a job position turns over and what an incumbent employee may do, over a forecast period of time, from that job situation, such as stay in current position, move to another position within a firm, or accept another job in another organization
Cash Budgeting
detailed estimate of cash inflows and outflows incorporating revenue, expenses and capital
employment equity programs
developed by employers to undo past employment opportunity in the future. Called affirmative action programs in the United States
employment tests
devices that assess the probable match between applicants and job requirements
Range
difference between the highest and lowest data points
Broad Differentiation
different products from competitors, lots of customers (i.e. Apple with innovative products)
Strategic HR Management
direction the company wants to take to reach its goals and stay competitive.
corrective discipline
discipline that follows a rule infraction
Formative Evaluation
discussion or interview that provides data about the training program
bumping
displacement of employee from their jobs by more senior employees when a firm needs to layoff or dismiss workers.
Binding Arbitration
disputing parties must listen to the arbitrators decision and cannot appeal the decision
Zero Based Budgeting
each department starts form zero every year and must justify every item in the budget, rather than simply adjusting the previous year's budget amounts
graphic rating scale
each employee is rated according to a scale of individual characteristics
economic challenges
economic factors facing Canadian business today, including global trade challenges and the challenge to increase one's own competitiveness and productivity levels
economic forces
economic factors facing Canadian business today, including global trade forces and the force to increase one's own competitiveness and productivity levels
secondary dimensions of diversity
education, status, language, and income levels
shorter workweek
employee scheduling variations that allow full-time employees to complete a week's work in less than the traditional five days
contrast error
employee's evaluation is biased either upward or downward because of comparison with another employee just previously evaluated
Wrongful Dismissal
employees employment contract has been breached. Terminated based on discrimination or retaliation
Empowerment
employees have greater control and ownership of their work and situation
adverse selection
employers selection practices or policies that result in discriminatory or unfavourable treatment to members of protected groups.
Indirect/Adverse Discrimination
employers selection practices that result in discriminatory or unfavourable treatment toward a member of the 'four target groups'
integrity tests
employment tests that measure an applicant's honesty and trustworthiness
Supplemental Unemployment Benefits (SUB)
enabling employees to receive top-ups for things like maternity leave
Summative Evaluation
end of session questionnaire that provides data about the effectiveness of the training
Equity Legislation
equal opportunity for groups that have been discriminated against
global HR planning
estimates employment needs and develops plans for meeting those needs from the available global labour force and the viability of MNEs in their ability to align their workforce with the supply for global talent
behaviourally anchored rating scales (BARS)
evaluation tools that rate employees along a rating scale by means of specific behaviour examples on the scale
employment references
evaluations of an employee's past work performance and job-relevant behaviours provided by past employers
buddy systems
exist when an experienced employee is asked to show a new employee around the job site, conduct introductions, and answer the newcomer's questions
Growth Strategies - Organic
expanding client base/products
costs
expenses related to attracting recruits
Matrix
experts grouped together to accomplish a project or program
extrapolation
extending past rates of change into the future
performance orientation
extent to which society recognizes and rewards performance
working conditions
facts about the situation in which the worker acts. Includes physical environment, hours, hazards, travel requirements, and so on, associated with a job
Pay Equity
fair compensation for women compared to that of men
budget
financial expression of the business plan
relocation assistance
financial or other assistance to help expatriates move to the new work destination
Type of Structures - Hollow
focus on the core competencies and outsource the non-core competencies
assertiveness
focuses on how assertive people are in society and the degree to which they are confrontational
Markov analysis
forecast of a firm's future human resource supplies, using traditional probability matrices reflecting historical or expected movements of employees across jobs
in-house complaint procedures
formal methods through which an employee can register a complaint
communication standards
formal protocols for internal communications within an organization to eliminate sex/gender, racial, age, or other biases in communications
business agent
full time paid employee of a union local whose duties involve handling grievances, helping to enforce the collective agreement, assist with organizaing etc.
paradigm shift
fundamental change in a paradigm, e.g., shift from paper filing systems to electronic information storage and retrieval
human resource information system (HRIS)
gathers, analyzes, summarizes, and reports important data for formulating and implementing strategies by HR specialists and line managers
employee objectives
goals set by HR department to assist employees to achieve personal goals that will enhance their contribution to the organization
employee goals
goals to assist employees to achieve personal goals that will enhance their contributions to the organization
flexible budget
goes up or down as the level of production activity rises or falls
Canada Labour Code
governs organizations in a Federal aspect. The objective of the code is to facilitate production by controlling strikes & lockouts, occupational safety and health, and employment standards (min hrs work, holidays)
support groups
groups of employees who provide emotional support to a new employee who shares a common attribute with the group (e.g., racial or ethnic membership)
learning principles
guidelines to the ways people learn most effectively
Relationship building role - Encourager
helping a team member, cheerleaders
educational institutions
high schools, technical schools, community colleges, and universities where applicants for job positions are sought
gender differentiation
how society views differences in gender roles and affords higher status to certain roles
Canadian Charter of Rights and Freedoms
human rights that are guaranteed to everyone in Canada
Impact analysis
identifying the potential consequences of change or what needs to be modified to create change
compensatory approach
in a compensatory approach, a higher score on a predictor may compensate a low score on another
due process
in a disciplinary situation, the following of proper, established rules and procedures, and giving employees the opportunity to respond to allegations
autonomy
in a job context, independence - having control over one's work and one's response to the work environment
multiple cutoff approach
in a multiple cutoff approach, scores are set for each predictor and each applicant evaluated on a pass-fail basis
subjective approach
in a subjective approach, the decision maker looks at the scores received by the various applicants on predictors and subjectively evaluates all of the information and comes to an overall judgement
bonus plan
incentive pay plan which awards employees compensation in addition to their base salary for achieving individual or group performance an d productivity goals
total reward model
inclusion of everything employees value in an employment relationship
Job enrichment
increased responsibility/control/variety are built into the job
labour shortage
insufficient supply of qualified talent to fill the demand for labour
video interview
interview approach that uses solicited videos of a candidate's answers to provided questions
panel interview
interview using several interviewers
interviewee errors
interviewee mistakes such as boasting, not listening, or lack of reparation that reduce the validity and usefulness of an interview
situational interviews
interviews that attempt to assess a job applicant's likely future response to specific situations, which may or may not have been faced by the applicant in the past. In this type of interview, the interviewer describes situations likely to arise on the job and important for effective job performance, and then asks the applicant what he or she would do in such situations
structured interviews
interviews wherein a predetermined checklist of questions usually asked of all applicants is used
glass ceiling
invisible, but real obstructions to career advancement of women and people of visible minorities, resulting in frustration, career dissatisfaction, and increased turnover
realistic job preview (RJP)
involves showing the candidate the type of work, equipment, and working conditions involved in the job before the hiring decision is final
Discretionary Effort
is the difference between the maximum effort one can bring to a task and the minimum effort needed simply to get by
stress-producing interviews
job interviews that use a series of harsh, rapid-fire, questions to upset the applicant and learn how he or she handles stress
Internet recruiting
job recruitment using the Internet
job identity
key part of a job description, including job title, location, and status
stages of an interview
key phases in an employment interview: interview preparation, creation of rapport, information exchange, termination, and evaluation
task significance
knowing that the work one does is important to others in the organization or to outsiders
Situational Leadership - Delegating
leader assists when needed. Employee is highly competent
Convergent learning style
learners who do and think and apply ideas and theories
Divergent learning style
learners who feel and watch and view things from a different point of view
just cause
legal grounds for termination such as employee misconduct or incompetence
discipline
management action to encourage compliance with organization standards
Containment Model
management grudgingly accepts the union
business continuity planning
management process that seeks to identify potentail threats and impacts to the organization and provides a strategic and operational framework for ensuring the organization is able to withstand any disruption.
Reliability
measure of stability or dependability over repeated applications of a measurement procedure. Scores are free from random errors
break even analysis
measure used to determine the approx sales volume required to cover the costs associated with using a particular product or service
paper-and-pencil integrity tests
measures of honesty that rely on written responses rather than observations
knowledge workers
members of occupations generating, processing, analyzing, or synthesizing idea and information (such as scientists and management consultants)
Delphi Method
method of group decision making and forecasting that involves experts on a particular subject to make decisions
natural justice
minimum standards of fair decision making imposed on persons or bodies acting in judicial capacity
Corporate Strategies
mission/vision and values of the organization and the plan. Should we be in business and what should we be in
interviewer errors
mistakes like biases and domination that reduce the validity and usefulness of the job interview
mixed interviews
mixed interviews are a combination of structured and unstructured interviews
inducements
monetary, nonmonetary, or even intangible incentives used by a firm to attract recruits
Ethics
moral compass to determine what is right and wrong
Engaged Employees
more passionate about their jobs. Work harder and rewards help motiviate
transfer
movement of an employee from one job to another that is relatively equal to pay, responsibility, and organizational level
job rotation
moving employees from one job to another to allow them more variety and to learn new skills
biological agents
natural organisms or substances that pose a risk to humans
collective bargaining
negotiations that take place between a labour union collectively representing the employees of an industry and the employer in drawing up a mutually acceptale labour management agreement
Canada Labour Relations board
not less than 4 no more than 8 members -determining the appropriate barganing units -decisions as to unfair labour policies -failure to bargain in good faith
Termination without cause
notice is given (or pay in lieu). Not related to misconduct and usually severance is given
Span of Control
number of subordinates a supervisor has
Job Enlargement
number of tasks increase with loss of control
Summative evaluation
occurs at the end of the teaching-learning episodes to judge the value of the present teaching-learning experience
constructive discarge
occurs when a manager or supervisor or employer makes working conditions so unbearable or abusive that a reasonable person believes that resignation is the only appropriate action to take.
harassment
occurs when a member of an organization treats an employee in a disparate manner because of that person's sex, race, religion, age, or other protective classification
career plateau
occurs when an employee has reaaches the highest position she can possibly obtain within an organization and has no furute prospect of being promoted due to lack of skills, corporate restructuring
Balance Scorecard - Internal Processes measures
on-time delivery, inventory turnover
Social Exchange Theory
people choose behaviours that lead them to their self interests. Benefits outweigh the costs
Expectancy Theory
people motivated by desirable things they expect they can achieve
Equity Theory
people will be motivated when they perceive that they are being treated fairly
external equity
perceived fairness in pay relative to what other employers are paying for the same type of work
home-country evaluations
performance appraisals carried out by an expatriate's home office
host-country evaluations
performance appraisals carried out by an expatriate's local (or host) office
evaluation interviews
performance review sessions that give employees feedback about their past performance or future potential
computer-interactive performance tests
performance tests using computer simulations that can measure skills, comprehension, spatial visualization, judgement, etc
unfair labour practices
practices by management such as interfering with or discriminating against employees who undertake collective action. Unions may also commit unfair labour practices
Biographical Information Blank
pre-selection questionnaire where applicants provide information on their personal backgrounds and experiences
Estoppel
prevents a party from making an allegation that contradicts what the party had previously stated Once a person or company waives a known right, the waiver cannot be reversed.
supplemental unemployment benefits (SUB)
private plans providing compensation for wage loss to laid-off workers
Inferential Statistics
procedures used to draw conclusions about larger populations from small samples of data and plotted on a scattergram
Force Field Analysis
process for analyzing the reasons for and against a change. Helps communicate the reasons behind your decision. Easier to reduce restraining forces
acquisition
process of aquiring control of another corporation by purchase of stock exchange
Onboarding
process of bringing a new employee into the organization. Helps lower turnover, increase productivity/morale and fewer injuries
Job Evaluation
process to establish the internal worth of jobs
flexible benefit programs
programs that allow employees to select the mix of benefits and services that will answer their individual needs. Also known as cafeteria benefit programs
orientation programs
programs that familiarize new employees with their roles, the organization, its policies, and other employees
Long-Term Disability (LTD)
provides 50-70% of employees income. It is a taxable benefit if the employer pays the premium, not taxable if the employee pays
Public Service Staff Relations Act (PSSRA)
provides federal public servants with the right to either opt for compulsory arbitration or strike
CPP
provides three types of benefits - retirment inccome -survivor/ death benefits payable to deendants regardless of age at time of death -disability benefits availabel to those who make contributions to the plan
Canadian Occupational Projection System (COPS)
provides up to 10-year projection of Canadian economy and human resource needs
pulse survey
pulse surveys are used to assess periodically the opinion of an organization's employees
career plateauing
reaching a temporary flat point on the advancement continuum during one's career
diversity management
recognition of differences among employees belonging to heterogeneous groups and creating a work environment in which members of diverse groups feel comfortable
employee referrals
recommendations by present employees to recruiter about possible job applicants for a position
discounting
reduces the value of future cash flows based on: interest rate and how far into the future we have to wait
Broadbanding
reducing the number of salary grades and ranges into a few wider levels. Assists in flattening a large hierarchical organizations and creates more flexibility
Restructuring Strategies - Turnaround
refocusing efforts on an existing product/service.
management rights
rights that provide management with the freedom to operate the business subject to any terms in the collective agreement. They often include the right to reassign employees to different jobs, to make hiring decisions, and to decide other matters important to management
Flow Charting
shows the logical steps that must be performed in order to document procedures
Selection Ratio
shows the number of hired employees to the number of applicants
Transition Matrix
shows the probabilities of how quickly a job position turns over and what an employee may do
societal objectives
societal priorities (e.g., lower pollution levels) that HR department targets while setting own objectives and strategies
statement of cash flows
sometimes called the statement of changes in financial position
accreditation
standards of education established by professional authorities have been met
mission statement
statement outlining the purpose, long-term objectives, and activities the organization will pursue and the course of their future
Book Value Plans
stock option plans where the purchase price of the option is based on the book value of the company
global talent management
strategic integration of resourcing and development at the international level, which involves the proactive identification, development, and strategic deployment of high-performing and high-potential employees on a global scale
Workforce reduction
strategies to reduce employees by - early retirement, layoffs, terminations
focus strategy
strategy to gain a competitive advantage by focusing on needs of a specific segment(s) of the total market
differentiation strategy
strategy to gain competitive advantage by creating a distinct product or offering a unique service
stressors
stressful working conditions that can directly influence the health and safety of employees
Delphi technique
structured communication method developed as an interactive forecasting method which relies on a panel of experts
nominal group technique
structured meeting that identifies meeting that identifies and ranks problems or issues affecting a group
Pygmalion effect
students perform better or worse than other students simply because they are expected to do so by their superiors
wage and salary surveys
studies made of wages and salaries paid by other organizations within the employer's labour market
benchmarking
studying, evaluating and pssibly implementing the best practices of comparable organizations in an effort to improve the organizations own performance
skills inventories
summaries of each nonmanagerial worker's skills and abilities
Canadian Human Rights Commission (CHRC)
supervises the implementation and adjudication of the Canadian Human Rights Act
mailed questionnaires
surveying employees using standardized questionnaires to collect information about jobs, working conditions, and other performance-related information
attitude survey
systematic assessment of employees' opinions about various work-related factors typically using a questionnaire
job evaluations
systematic process of assessing job content and ranking jobs according to a consistent set of job characteristics and worker traits
Life insurance & Critical Illness & Accidental Death
taxable benefits if paid by the employer, but not taxable benefits if paid by employee
Team Development Stages - Performing
team has a shared vision, high degree of autonomy
audit team
team responsible for assessing the effectiveness of the human resource function
Team Development Stages - Norming
team roles clear and decisions are made
Team Development Stages - Storming
team tries to establish self
drug tests
test that include whether a job applicant uses marijuana, cocaine, or other drugs. A growing number of employers have instituted drug testing as a part of the selection process. Substance abuse in the workplace costs employers billions of dollars each year
performance tests
test that measure the ability of job applicants to perform the job for which they are being hired
differential validity
test validation process aimed at discovering the validity of a test for various subgroups, e.g., females and members of visible minorities
graphic response test
tests that attempt to measure an applicant's honesty by measuring body responses
knowledge tests
tests that measure a person's information or knowledge
psychological tests
tests that measure a person's personality or temperament
aptitude tests
tests that measure an individuals aptitude or potential to perform a job provided the proper training is given
attitude tests
tests that seek to learn the attitudes of job applicants and employees about job-related subjects
common law
the accumulation of judicial precedents that do not derive from specific pieces of legislation
crowdsourcing
the act of a company or institution taking a function once performed by employees and outsourcing it to an undefined (and generally large) network of people in the form of an open call
startup costs
the additional costs associated with a new employee because the new employee is typically less efficient than an experienced worker; the new worker also requires additional supervisory time
recency error
the appraisal is based largely on an employee's most recent behaviour rather than on behaviour throughout the appraisal period
affective commitment
the attachment one feels towards an organization based on postive feelings
automation
the automatically controlled operation of a process, system, or equipment by mechanical or electronic devices
Variance
the average difference between what is expected (the mean) and what actually occurs
assumption of risk
the belief that a worker knows and accepts the risks of a particular position and accepts them as part of a job
performance standards
the benchmarks against performance is measured
Final Offer Arbitration
the best offer put forth by the employer and union and an arbitrator decides
Knowledge Compilation
the body of knowledge acquired as a result of learning
global mindset
the capacity to scan the world with a brand view, to value diversity, and to appreciate change
future orientation
the degree to which people are willing to delay rewards
Convergent Validity
the degree to which two measures of constructs that theoretically should be related, are in fact related
Net Present Value
the difference between an investment's market value and its cost A project has an initial cost of $27,400 and a market value of $32,600. What is the difference between these two values called?
counselling
the discussion of a problem with an employee, with the general objective of helping the worker resolve the issue or cope with the situation so that he or she can become more effective
careless worker model
the early approach to safety in the workplace, which assumed that most accidents were due to workers' failure to be careful or to protect themselves. Even if training was provided to make workers more aware of the dangers in the workplace, this approach still assumed accidents to be mainly the worker's fault
construct validity
the extnt to which the test or other assesment and deemed necessary to perform the job successfully
task identity
the feeling of responsibility of pride that results from doing an entire piece of work, not just a mall part of it
Big 5 personality dimensions
the five abstract dimensions representing most personality traits: conscientiousness, agreeableness, nuroticism, openness to experience and extroverrsion. (CANOE)
educational attainment
the highest educational level attained by an individual worker, employee group, or population
base wage rate
the hourly or mothly rate paid for a job preformed it is solely a base rate and des not include any benefits overtime or incentives
selection
the identification of candidates from a pool of recruits who best meet job requirements using tools such as application blanks, test, and interviews
strategic human resource development
the identification of needed skills and active management of employees' learning in relation to corporate strategies
environmental considerations
the influence of the external environment on job design. Includes employee ability, availability, and social expectations
human resource management
the leadership and management of people within an organization using systems, methods, processes, and procedures that enable employees to optimize their contribution to the organization and its goals
Opportunity Cost
the loss of potential gain that might have been achieved by making a different investment
EBITDA (Earnings before interest, taxes, depreciation and amortization)
the money, in cash, made by an organization from it operations
attribution process
the perceptual process of deciding whether an observed behaviour or event is caused largely by internal or external factors
casual employment
the practice of hiring employees on a as need basis either as a replacement for pernament employees who are on absences or to meet employers additional staffing needs during peak business times
employee leasing
the practice of outsourcing job functions, such as payroll, to organizations specializing in the field
hot-stove rule
the principle that disciplinary action should be like what happens when you touch a hot stove: it is with warning, immediate, consistent, and impersonal
performance appraisal
the process by which organizations evaluate employee job performance
socialization
the process by which people adapt to an organization
employee development
the process of enhancing an employee's future value to the organization through careful career planning
recruitment
the process of finding and attracting capable applicants to apply for employment
onboarding
the process of integrating and acculturating new employees into the organization and providing them with the tools, resources, and knowledge to become successful and productive
succession planning
the process of making long-range management development plans to fill human resource needs
bidding
the process of posting all job openings internally so that current employees may be allowed to opportunity to apply for vacant positions prior to the employer seeking other candidates through external measures.
stereotyping
the process of using a few observable characteristics to assign someone to a preconceived social category
career planning
the process through which someone becomes more aware of their interests and needs, motivations, etc
organization character
the product of all the organization's features - people, objectives, technology, size, age, unions, policies, successes, and failures
performance measures
the ratings used to evaluate employee performance
productivity
the ratio of a firm's outputs (goods and services) divided by its inputs (people, capacity, materials, energy)
selection ratio
the ratio of the number of applicants hired to the total number of applicants
co employment
the relationship between a professional employer organization or employee leasing firm and an employer based on a contractual sharing of liability adn responsibility for employees
arbitration
the settling of a dispute between labour and management by a third party. An arbitrator may be selected from a list provided by the appropriate ministry of labour, or the parties may agree to the selection of an arbitrator. The arbitrator's decision is final and cannot be changed or revised, except in such cases as corruption, fraud, or a breach of natural justice
Delphi technique
the soliciting of predictions about specified future events from a panel of experts, using repeated surveys until convergence in opinions occurs
Regression
the straight line that best fits the data points on a scatter diagram
Correlation
the strength of relationship between two variables
ergonomics
the study of relationships between physical attributes of workers and their work environment to reduce physical and mental strain and increase productivity and quality of work life
burnout
the total depletion of physcial and mental resources caused by excessive striving to reach unrealistic work related goals
Bargaining Agent
the union representing the employees that is recognized by the Labour Relations Board
progressive discipline
the use of stronger and stronger penalties for repeated offences
assumption of risk
the worker accepting all the customary risks associated with his or her occupation. For example, workers may be instructed to protect themselves from special hazards such as heat extremes or molten and sharp metal
international human resource management (IHRM)
the worldwide management of talent from a staffing perspective, including HR support across countries and employment of different nationals
Validity
The extent to which a test measures, with accuracy, what it is supposed to.
Task Analysis
The process of breaking a complex skill or series of behaviors into smaller, teachable units
inpatriate
Third Country National (TCN) or Host Country National (HCN) employee who relocates from foreign subsidiary or joint venture to the parent company
Mission
Why do we exist/What we do
Equal pay for equal work
Women doing the same job as a man, gets the same pay
cafeteria plan
a benefit plan which allows employees to choose between one or more qualified benefits
defined benefits (DB) plan
a benefit plan whose benefits are defined by a formula based on age and length of service, with the employer assuming responsibility for funding
defined contribution (DC) plan
a benefits plan based on the amounts contributed by the employer and the employee, the final pension depending on amounts contributed, investment income, and economic conditions at retirement
guaranteed annual wage (GAW)
a benefits plan by which an employer assures employees that they will receive a minimum annual income regardless of layoffs or a lack of work
halo effect
a bias that occurs when an evaluation allows some information to disproportionately affect the final evaluation
resume
a brief listing of an applicant's work experience, education, personal data, and other information relevant for the job
Capital Budget
a budget that outlines expenditures for real estate, new facilities, major equipment, and other capital investments
job application form
a company's form completed by a job applicant indicating their contact information, education, prior employment, references, special skills and other questions pertaining to the position
corporate social responsibility (CSR)
a company's sense of responsibility towards the community and environment in which it operates
audit report
a comprehensive description of HR activities, containing commendation for effective practices and recommendations for improving ineffective practices
burnout
a condition of mental, emotional, and sometimes physical exhaustion that results from substantial and prolonged stress
underutilization
a condition that exists when a department or employer has a lesser proportion of members of a protected class than are found in the employer's labour market
behaviour modefication
a conscious attempt to change or eliminate an individuals undesirable behaviour by specifying expected behaviour and reinforcing and rewarding the desired behvaiour
dual-income couple
a couple whose partners both have their own careers
needs assessment
a diagnosis that presents problems and future challenges that can be met through training and development
focus group
a face-to-face meeting with five to seven knowledgeable experts on a job and a facilitator to collect job and performance-related information
manager self-service (MSS)
a feature of an HRIS that allows managers to view and access their employee's records and add relevant information
employee self-service (ESS)
a feature that allows employees to access and view their own records and make changes where applicable
Pension Benefits Standards Act
a federal act regulating pension plans in industries under the jurisdiction of the Government of Canada
Canadian Human Rights Act
a federal law prohibiting discrimination
human resource plan
a firm's overall plan to fill existing and future vacancies, including decisions on whether to fill internally or by recruiting from the outside
work arrangement
a firm's use of work hours, schedules, and location to ensure that the goals of the organization and the needs of the employees are optimally met
flexiplace
a flexible work arrangement in which employees are allowed or encouraged to work at home or in a satellite office closer to home
regiocentrism
a focus on the regions in which organizations operate
laboratory training
a form of group training primarily used to enhance interpersonal skills
job ranking
a form of job evaluation in which jobs are ranked subjectively according to their overall worth to the organization
point system
a form of job evaluation that assesses the relative importance of the job's key factors in order to arrive at the relative worth of jobs
job grading
a form of job evaluation that assigns jobs to predetermined job classifications according to their relative worth to the organization
apprenticeships
a form of on-the-job training in which junior employees learn a trade from an experienced person
suggestion systems
a formal method of generating, evaluating, and implementing employee ideas
employment interview
a formal, in-depth, face-to-face, or more recently, a phone or video conference between an employer and a job applicant to assess the appropriateness of the applicant for the job under consideration
grievance procedure
a formalized procedure for resolving disputes if the parties have a disagreement regarding the interpretation of a term of the collective agreement.. A grievance is a complaint by an employee or employer that alleges that some aspect of a collective agreement has been violated. Labour legislation typically requires that a grievance that cannot be resolved between the parties can be submitted to an arbitrator or arbitration board whose decision is final and binding
contract (or contingent) worker
a freelancer (self-employed, temporary, or leased employees) who is not part of the regular workforce and is paid on a project completion basis
Quality Circles
a group of employees that meets regularly to consider ways of resolving problems and improving production in their organization.
employee handbook
a handbook explaining key benefits, policies, and general information about the employer
360-degree career development
a holistic approach to career development that considers approach to career development that considers all career development functions
application blank
a job application form
weighted application blank (WAB)
a job application form in which various items are given differential weights to reflect their relationship to criterion measure
key job
a job that is similar and common in the organization and its labour market - for example, accountant, tool-and-die maker
bona fide occupational requirement (BFOR)
a justified business reason for discriminating against a member of a protected class. Also known as a bona fide occupational qualification (BFOQ)
validity
a key attribute of a selection device that indicates its accuracy and relationship to job-relevant criteria
competency
a knowledge, skill, ability, or characteristic associated with superior job performance
collective agreement
a labour contract that addresses a variety of issues such as wage and benefits, hours of work, working conditions, grievance procedures, safety standards, probationary periods, and work assignments. Usually negotiated between the local union's bargaining committee and the human resource or industrial relations department
Autocratic Leader
a leader who has control and makes decisions with little or no consultation with others
coaching
a less formal training experience than an apprenticeship, coaching generally involves a supervisor or manager providing a model for a new employee to observe and emulate
career development
a lifelong series of activities undertaken by individuals in their pursuit of a career
staffing table
a list of anticipated employment openings for each type of job
competency matrix
a list of the level of each competency required for each of a number of jobs
constructive dismissal
a major change in the terms of employment contract that results in an employee resigning
computerization
a major technological change allowing the processing of vast amounts of data at great speeds, enabling organizations to improve efficiency, responsiveness, and flexibility in operations
proactive human resource management
a management approach wherein decision makers anticipate problems and likely challenges and take action before a problem occurs
geocentrism
a managerial outlook that focuses on creating a global network and follows a strategy that integrates and is dependent on the global firm's strengths
Canada Pension Plan (CPP)
a mandatory, contributory, portable pension plan applicable to all employees and self-employed persons in Canada, except those working for the federal government
balanced scorecard
a measurement system that translates and organziaations strategy into a comprehensive set of performance measures
on-the-job training (OJT)
a method in which a person learns a job by actually performing it
buy-back
a method of convincing an employee who is about to resign to stay in the employ of the organization, typically by offering an increased wage or salary
forced distributions
a method of evaluating employees that requires rater to categorize employees
flexible retirement
a novel approach to optimizing the talent of recent retirees, thus extending their contributions and continuing their engagement in organizational activities
skill- or knowledge-based pay
a pay system based on the skills or knowledge that an employee has (in contrast to the more common job-based pay)
sponsor
a person in an organization who can create career development opportunities for others
Closed Shop
a person needs to be a part of the union before they are able to be hired
flexpatriate
a person who is on a short-term assignment and engages in frequent travel without relocation
pay equity
a policy to eliminate the gap between income of men and women, ensuring salary ranges correspond to value of work performed
Meta Analysis
a procedure for statistically combining the results of many different research studies
Organization Analysis
a process for determining the appropriateness of training by evaluating the characteristics of the organization
Employment Insurance (EI)
a program to help alleviate the monetary problems of workers in Canada during the transition from one job to another
red-circled rae
a rate of higher pay than the contractual, or formerly established, rate for the job
contrast error
a rater bias occurring when a rater compares employees to each other rather than to a performance standard
recency effect
a rater bias that occurs when the rater allows recent employee performance to sway unduly the overall evaluation of the employee's performance
Leniency or strictness error
a rating error in which the appraiser tends to give all employees unusually high or low ratings
comparative rating
a rating method that determines ratings by making comparisons between the individuals being rated.
content validity
a rational approach to validation that examines the extent to which the selection device includes elements of the job domain
construct validity
a rational approach to validation that seeks to establish a relationship to a construct, attribute, or quality related to job performance
job description
a recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job
compressed workweeks
a reduction in the number of days per week in which full-time work is performed, but not in the number of weekly hours
rating scale
a scale that requires the rater to provide a subjective evaluation of an individual's performance
flextime
a scheduling innovation that abolishes rigid starting and ending times for each day's work
reliability
a selection device's ability to yield consistent results over repeated measures. Also, internal consistency of a device of measure
Cost / Benefit Analysis
a simple, quantitative approach for deciding whether to go ahead with a decision, weighs the pros and cons
benchmark
a standard used as the basis for comparison, criteria based on external sources used for job comparison and performance measurement
assessment centers
a standardized form of employer appraisal that relies on several types of evaluation and multiple assessors
compensation records
a study of wages, benefits, and services can show whether they are fair and competitive
profit-sharing plan
a system whereby an employer pays compensation or benefits to employees, usually on an annual basis, in addition to their regular wage, on the basis of the profits of the company
employee attitude/opinion survey
a systematic method of determining what employees think of their organization
central tendancy
a tendancy to rate all employees in the middle of the scale
leniency bias
a tendency to rate employees higher than their performance justifies
strictness bias
a tendency to rate employees lower than their performance justifies
situational judgment test
a test that places an applicant in hypothetical scenarios and asks them to indicate how they would respond from a list of alternatives
Content Validity
a test/ assessment that samples the behavior that is of interest (such as a driving test that samples driving tasks).
Expedited Arbitration
a third party makes a decision without a formal hearing. Not usually precedent setting decisions
role-playing
a training technique that requires trainees to assume different identities in order to learn how others feel under different circumstances
Managerial Grid
a two dimensional grid for appraising leadership styles. Concern for production VS concern for people
biographical information blank (BIB)
a type of application blank that uses a multiple-choice format to measure a job candidate's education, experiences, opinions, attitudes, and interests
social (reform) unionism
a type of unionism that tries to influence the economic and social policies of government at all levels. In practice, union leaders pursue such objectives by speaking out for or against government programs
union shop
a union security provision in which employers may hire anyone they want, but all new employees must join the union within a specified period
local union
a union that provides the members the revenue, and the power of the union movement. For most union members and industrial relations practitioners, the most important part of the union structure. Historically, the two major types of local unions were craft and industrial unions
Normal distribution
a very important probability distribution, also known as bell-shaped curve. The frequency is highest near the mean value and decreases toward each extreme end of the range
ethnocentrism
a view in which managers use a home country standard as reference for managing activities
learning curve
a visual representation of the rate at which one learns given material
collective agreement
a written agreement between the employer and the union representing its employees valid from a period of one to three years, covering rates of pay, hours of work and conditions of employment etc...
job specification
a written statement that explains what a job demands of jobholders and the human skills and factors required
efficiency
achieving maximal output with minimal input
preventive discipline
action taken prior to an infraction to encourage employees to follow standards and rules
job enrichment
adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance
ads
advertisements in a newspaper, magazine, etc, that solicit job applicants for a position
want ads
advertisements in a newspaper, magazine, etc. that solicit job applicants for a position
core dimensions of diversity
age, ethnicity and culture, sex/gender, race, religion, sexual orientation, and capabilities
professional search firms
agencies, that for a fee, recruit specialized personnel by telephone and, at times, recruit from a computer
Relationship building role - Gate Keeper
all members express ideas and no one interrupts
provincial human rights laws
all provinces have their own human rights laws with discrimination criteria, regulations, and procedures
Work redesign
altering jobs to increase both the quality of employees' work experience and their productivity
Commuted Value
amount of money that needs to be set aside in a defined pension plan in order to have sufficient funds when the employee retires
global human resource management (GHRM)
an IHRM process that view HRM in a global context as one that contributes to organizational capabilities
Hazardous Products Act
an act whose primary objective is the protection of consumers by regulating the sale of dangerous products
productivity records
an analysis of records on production, absenteeism, wastage, and labour costs can identify and improve productivity levels
similar to me error
an appraiser inflated the evaluation of an employee because of a mutual personal connection
observation
an approach to collecting job- and performance-related information by direct observation of jobholder by a specialist
blended learning
an approach to learning that blends different technologies or that blends technology and other approaches in the learning process. may include just abot anything books, classroom instruction, hands on experience, online self paced instruction.
variety
an attribute of jobs wherein the worker has the opportunity to use different skills and abilities, or perform different activities
Attribution Bias
an attribute/skill in an area (playing chess) which results in the interviewer falsely attributing a skill (strategic planning)
safety and health records
an audit of safety and health records can find past or potential violations and suggest ways to eliminate them
grievance records
an audit of these can detect patterns in employee grievances
audit of managerial compliance
an audit to review how well managers comply with HR policies and procedures and labour laws
predictive validity
an empirical approach to validation that correlates predictor and criterion scores
concurrent validity
an empirical approach to validation that measures the predictor and criterion scores concurrently
international commuter
an employee who frequently commutes from a home country to a place of work in another country, typically on a weekly or biweekly basis
frequent flyer
an employee who travels with increasing frequency on international business trips to accomplish a specific task
anti nepotism policy
an employers policy that restricts the employment of two or more family members at the same time
strategic plan
an identification of a firm's mission and objectives and its proposals for achieving those objectives
Scanlon Plan
an incentive plan developed by Joseph Scanlon that has as its general objective the reduction of labour costs through increased efficiency and the sharing of resultant savings among workers
compa-ratio
an index that indicates how an individual's or a group's salary relates to the midpoint of their relevant pay grades
expatriate
an individual who is sent on an assignment outside the home country for a period of time
occupational injury
an injury resulting from a workplace accident or from exposure involving an accident in the work environment
balanced scorecard
an integrated organizational performance measuring approach, looking at organizational learning and innovation, financial management, internal operations, and customer management
intranet
an internal computer network that is generally accessible only to individuals within an organization
National Occupational Classification (NOC)
an occupational classification created by federal government, using skill level and skill types of jobs
Boundary less
an organization whose design is not defined by, or limited to, the horizontal, vertical, or external boundaries imposed by a predefined structure.
organizational goals
an organization's short- and long-term goals that the HR department aims to achieve
Canadian Labour Congress (CLC)
an organization, with a membership of more than 3 million, that represents many unions in Canada. It has five main functions: (1) representing Canada at the International Labour Organization, (2) influencing public policy at the federal level, (3) enforcing the code of ethics set out in its constitution, (4) providing services (such as research and education) for its member unions, and (5) resolving jurisdictional disputes among its member unions
commitment strategy
an organizational strategy that attempts to forge a commonality of interest between the organization (often symbolized by the management) and its employees
collaborative strategy
an organizational strategy that relies on highly skilled contract labour to supply the needed specialized by hiring them on an "as-needed" basis or retaining them on an "on-call" basis
administrative control
an organizations invlvement in the safety training rotation of employees, environmental sampling ad medicl surveillance to protect individuals
cost-benefit analysis
analysis undertaken to assess the cost-effectiveness of a project or program
blind ad
and add that does not provide specifics of the employer
occupational illness
any abnormal condition or disorder, other than one resulting from occupational injury, caused by exposure to environmental factors associated with employment
adverse action
any act by an employer that results in people being deprived of equal employment opportunites
systematic discrimination
any company policy, practice, or action that is not openly or intentionally discriminatory, but has an indirect discriminatory impact or effect
asynchronous learning
any learning event delivered after the original life event
buffer
any material or process that shields people from the negative effects of stress
autonomous work groups
any of a variety of arrangements that allow employees to decide democratically how they will meet their group's work objectives
adaptive branching (adjustive device)
any ofthe several techniques used in scheduling to accomodate individual differences (such as bypassing material you already know)
Management Rights
any rights not bargained away in the agreement are retained by management
change agent
anyone who possesses enough knowledge and power to guide and facilitate the organiational change effort
transference
applicability of training to job situations; evaluated by how readily the trainee can transfer the learning to his or her job
noncomparative evaluation methods
appraisal methods that evaluate an employee's performance according to preset data, and not by comparing one person's performance with that of coworkers
employee log
approach to collecting job- and performance-related information by asking the jobholder to summarize tasks, activities, and challenges in a diary format
interview
approach to collecting job- and performance-related information by face-to-face meeting with jobholder, typically using a standardized questionnaire
Socratic
trainer led course where participants are presented with questions
Didactic
trainer led course with lectures and presentations, followed by questions
skill-building training
training employees in interpersonal skills to correctly respond to cultural differences at the workplace
awareness training
training employees to develop their understanding of the need to manage and value diversity
vestibule training
training opportunities that utilize simulated workstations so that new employees can learn about their job without interfering with activities at the actual workstation
action learning
training technique by which management trainees are allowed to work full time, analyzing and solving problems in other departments
Balanced Scorecard
transforms an organization's strategic plan from an attractive but passive document into the "marching orders" for the organization on a daily basis. It provides a framework for performance measurements, and helps planners identify what should be done and measured.
defined contribution plan
trustee collects the correct contributions from the employees and employers and invests them profitbaly, pension is based on fund performance
Concurrent Validity
type of criterion related validity that measures of how well a particular test correlates with a previously validated measure
Collusion Model
union and management conspire for inappropriate goals
Policy Grievance
union complains saying the employer failed to act on a policy and therefore is a violation of the agreement
closed shop
union security clauses that require all employees to be union members in godo standing before they may be hired(usually only construction and longshoring industry)
Job Control
union takes control of a job by defining everything about it so only those in that job can do it
business unionism
unionism whose mission is to protect workers, increase their pay, improve their working conditions, and help workers in general. Recognizes that a union can survive only if it delivers a needed service to its members in a businesslike manner
Whipsaw
unions use one contract settlement from another employer as precedent for theirs. Essentially using leverage for a better contract
sexual harassment
unsolicited or unwelcome sex- or gender--based conduct that has adverse employment consequences for the complainant
Career Stages - Growth
Baby to 14 - Development
Matrix structure
Combines functional and divisional chains of command to form a grid with two command structures
Baby Boomers
1946 - 1964
PIPEDA
Act that governs the collection, usage and storage of personal information
Non-engaged employees
only do the minimum, no extra effort
Q12 by Gallup
12 questions that belong to four categories that are related to employee engagement - Basic needs, teamwork, management support, growth
Career Stages - Exploration
15 to 24 - Trying things out
Gen X
1965 - 1978
Gen Y
1979 - 2000
Halo Effect
A cognitive bias in which judgments of an individual's character can be affected by the overall impression of the individual
Critical Incident Technique
A job analysis technique which is used to develop behavior descriptions of a job by analyzing incidents representing poor through excellent performance in each area of a job
Union avoidance
A labor relations strategy in which management tries to prevent its employees from joining a union, either by removing the incentive to unionize or by using hardball tactics
Wrongful dismissal
A lawsuit filed in court by an employee alleging that he or she was dismissed without proper or contractual or reasonable notice
Compa-ratio
A measure of distribution of employees within their pay range calculated by dividing the mean base pay by the midpoint of the pay range.
Consumer price index
A measure of the overall cost of the goods and services bought by a typical consumer
Markov Analysis
A method of forecasting internal labour supply that involves tracking the pattern of employee movements through various jobs and developing a transitional probability matrix
Error of central tendency
A rating error in which all employees are rated average
Programmed Decision
A repetitive decisions that can be handled by a routine approach
Balance Sheet
A report showing all assets, liabilities, and retained earnings and shareholder equity
Income Statement
A report showing the revenue, expenses, and income (or loss) of a business for a specific period of time.
Weighted Application Banks
A special type of application form that uses relevant application information to determine the likelihood of job success. More factual, verifiable information
Change Management
A structured approach to change in individuals, teams, organizations and societies that enables the transition from a current state to a desired future state
Cost-benefit evaluation
Comparison of the cost of training in monetary terms to the benefits of training in non-monetary terms
Cost-effectiveness evaluation
Comparison of the monetary cost of training to the benefit of training in monetary terms
The Canadian Charter or Rights and Freedoms
Canada's most important law because it can render invalid any laws that are inconsistent with its provisions. The rights and freedoms Canadians believe are necessary in a free and democratic society
cultural mosaic
Canadian ideal of encouraging each ethnic, racial, and social group to maintain own cultural heritage, forming a national mosaic of different cultures
Panel Interview
Candidates are assessed by multiple interviewers. Efficient
Successful project management includes
Clear objectives, good plan, lots of communication, controlled scope, stakeholder support
Dashboards
Collection of charts and components - real time snap shot of metrics and the most important KPIs
Job ranking
Common non-quantitative whole job evaluation method that ranks all jobs in the organization in order of importance or worth
online service delivery
EAP services available to employees through the Internet and by intranet
Good Turnover
Employee leaves the company and is a benefit because it frees up money OR a bad employee quits the organization
Competency Based Analysis
Employees jobs defined in terms of their duties and tasks in order to be successful in their job
Bad Turnover
Employees who are valued leave the organization. Can be due to a number of factors - not given enough money, responsibility, promotions
operational metrics
assessing the efficiency and effectiveness of programs and services, short term impact
strategic metrics
assessing the linkage between HR programs and services and the organization's strategic goals, long term impact
effectiveness metrics
assessing whether the right things are being done, doing the right things
efficiency metrics
assessing whether things are being done right, doing things right
Criterion Contamination
assessment measures factors other than those it was designed to measure
management-by-objective (MBO) approach
assessment of HR functions and systems by comparing actual results with stated HR objectives; requires an employee and superior to jointly establish performance goals for the future. Employees are subsequently evaluated on how well they have obtained these objectives
audit of employee satisfaction
assessment of employee satisfaction with a variety of work-related matters and the implications for HR practices and systems
diversity audits
audits to uncover underlying dimensions, causes, interdependencies, and progress-to-date on diversity management matters
functional authority
authority that allows staff experts to make decisions and take actions normally reserved for line managers
labour relations boards (LRBs)
board set up in the federal and provincial jurisdictions to administer labor relations legislation. They have the power to determine: (1) whether a person is an employee for the purposes of the law; (2) whether an employee is a member of a trade union; (3) whether an organization is an appropriate bargaining agent for bargaining purposes; (4) whether a collective agreement is in force; and (5) whether any given party is bound by it
Restructuring Strategies - Bankruptcy
cannot pay creditors, everything gets sold
HR Efficiency
capacity to process HR management processes accurately and on time
authorization cards
cards signed by workers to join a union. Depending on the jurisdiction, a union may be certified either on the basis of card signatures or as a result of an election
Emotional Intelligence
care about their employees and don't display power over their employees.
Union suppression
use hardball tactics by management to create difficult situations for workers to unionize
incremental budget
use last year's budget as a baseline, adjust as needed
mediation
use of a neutral third party to help settle a labour-management dispute. Often a mediator will meet separately with each bargaining team, especially when the negotiations take place in a hostile environment
Organizational Development
use of behavioural science concepts, principles and research, decision making to improve health, performance and well being
computer-assisted interviewing
use of computers to electronically profile job candidates and screen new hires
conciliation
use of government-appointed third party to explore solutions to a labour-management dispute. Less formal than mediation. In most provinces, no strike action is permitted before a conciliation effort has been made. Conciliators are appointed by the federal or provincial minister of labour, at the request of either one or both of the parties involved, or at the discretion of the ministers. A conciliator is requested to submit a report to the minister within a specified time period. If conciliation fails, strikes or lockouts can legally commence
surveys
use of preprinted questionnaires (or email) to gauge employee attitudes on a variety of work and company-related matters
Action Research
use of surveys, focus groups and performance data to create change programs to resolve issues
Critical Path Analysis
used to identify the minimum length of time needed to complete a project. Where you have slack...where you need to speed up
Yield Ratios
used to indicate the percentage of applicants that proceed to the next stage of the selection process
Affinity Diagram
used to organize ideas and data, aka - mind mapping
Chaining
using operant conditioning to teach a complex response by linking together less complex skills
Best Cost provider
value for the money by satisfying expectations on quality/features/performance/service will beating price expectations. Westjet
cultural norms
values and norms that determine behaviours of individuals and groups in different cultures
Uninsured Costs
variable cost such as production loss, replacement worker wages, committee costs
attitudes toward work
variety of work-related assumptions and values including the role of work in a person's life and the role of women and diverse groups in organizations
work options
various and flexible alternatives to the traditional workplace or the traditional 40-hour work week
replacement charts
visual representation of who will replace whom when a job opening occurs
reasonable accommodation
voluntary adjustments to work or workplace that allow employees with special needs to perform their job effectively
blind ads
want ads that do not identify the employer
