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human resource mng 3

vocab for the final, covers ch 10,11,13,16 straight from book

Question	Answer
Performance management	Series of activities designed to ensure that the organization gets the performance it needs from its employees.
Performance appraisal	Process of determining how well employees do their jobs relative to a standard and communicating that information to them.
Job duties	Important elements in a given job.
Performance standards	Deﬁne the expected levels of employee performance.
Graphic rating scale	Scale that allows the rater to mark an employee’s performance on a continuum.
Ranking	Performance appraisal method in which all employees are listed from highest to lowest in performance.
Forced distribution	Performance appraisal method in which ratings of employees’ performance levels are distributed along a bell-shaped curve.
Management by objectives (MBO)	Performance appraisal method that speciﬁes the performance goals that an individual and manager identify together.
Recency effect	Occurs when a rater gives greater weight to recent events when appraising an individual’s performance.
Primacy effect	Occurs when a rater gives greater weight to information received ﬁrst when appraising an individual’s performance.
Central tendency error	Occurs when a rater gives all employees a score within a narrow range in the middle of the scale.
Leniency error	Occurs when ratings of all employees fall at the high end of the scale.
Strictness error	Occurs when ratings of all employees fall at the low end of the scale.
Rater bias	Occurs when a rater’s values or prejudices distort the rating.
Halo effect	Occurs when a rater scores an employee high on all job criteria because of performance in one area.
Contrast error	Tendency to rate people relative to others rather than against performance standards.
Total rewards	Monetary and nonmonetary rewards provided by companies to attract, motivate, and retain employees.
Base pay	Basic compensation that an employee receives, usually as a wage or salary.
Wages	Payments calculated directly from the amount of time worked by employees.
Salaries	Consistent payments made each period regardless of the number of hours worked.
Variable pay	Compensation linked directly to individual, team, or organizational performance.
Beneﬁt	Indirect reward given to an employee or group of employees as part of membership in the organization.
Entitlement philosophy	Assumes that individuals who have worked another year are entitled to pay increases, with little regard for performance differences.
Pay-for-performance philosophy	Requires that compensation changes reﬂect performance differences.
Equity	Perceived fairness between what a person does and what the person receives.
Procedural justice	Perceived fairness of the process and procedures used to make decisions about employees.
Distributive justice	Perceived fairness in the distribution of outcomes.
Competency-based pay	Rewards individuals for the capabilities they demonstrate and acquire.
Balance-sheet approach	Compensation plan that equalizes cost differences between the international assignment and the same assignment in the home country.
Global market approach	Compensation plan that attempts to be more comprehensive in providing base pay, incentives, beneﬁts, and relocation expenses regardless of the country to which the employee is assigned.
Tax equalization plan	Compensation plan used to protect expatriates from negative tax consequences.
Living wage	Earnings that are supposed to meet the basic needs of an individual working for an organization.
Exempt employees	Employees who are not paid overtime.
Nonexempt employees	Employees who must be paid overtime.
Pay equity	The concept that the pay for all jobs requiring comparable knowledge, skills, and abilities should be the same even if actual job duties and market rates differ signiﬁcantly.
Garnishment	A court order that directs an employer to set aside a portion of an employee’s wages to pay a debt owed to a creditor.
Job evaluation	Formal, systematic means to identify the relative worth of jobs within an organization.
Compensable factor	Job value commonly present throughout a group of jobs within an organization.
Market pricing	Use of market pay data to identify the relative value of jobs based on what other employers pay for similar jobs.
Pay survey	Collection of data on compensation rates for workers performing similar jobs in other organizations.
Benchmark jobs	Jobs found in many organizations that can be used for the purposes of comparison.
Job family	Group of jobs having common organizational characteristics.
Pay grades	Groupings of individual jobs having approximately the same job worth.
Market line	Graph line that shows the relationship between job value as determined by job evaluation points and job value as determined pay survey rates.
Market banding	Grouping jobs into pay grades based on similar market survey amounts.
Broadbanding	Practice of using fewer pay grades with much broader ranges than in traditional compensation systems.
Red-circled employee	Incumbent who is paid above the range set for a job.
Green-circled employee	Incumbent who is paid below the range set for a job.
Pay compression	Occurs when the pay differences among individuals with different levels of experience and performance become small.
Compa-ratio	Pay level divided by the midpoint of the pay range.
Seniority	Time spent in an organization or on a particular job.
Lump-sum increase (LSI)	One-time payment of all or part of a yearly pay increase.
Beneﬁt	An indirect reward given to an employee or group of employees for organizational membership.
Flexible beneﬁts plan	Program that allows employees to select the beneﬁts they prefer from groups of beneﬁts established by the employer.
Adverse selection	Situation in which only higher-risk employees select and use certain beneﬁts.
Workers’ compensation	Security beneﬁts provided to persons who are injured on the job.
Severance pay	Security beneﬁt voluntarily offered by employers to individuals whose jobs are eliminated or who leave by mutual agreement with their employers.
Copayment	Strategy of requiring employees to pay a portion of the cost of insurance premiums, medical care, and prescription drugs.
Managed care	Approaches that monitor and reduce medical costs through restrictions and market system alternatives.
Preferred provider organization (PPO)	A health care provider that contracts with an employer or an employer group to supply health care services to employees at a competitive rate.
Health maintenance organization (HMO)	Plan that provides services for a ﬁxed period on a prepaid basis.
Utilization review	Audit of services and costs billed by health care providers.
Consumer-driven (CDH)	plan Health plan that provides employer ﬁnancial contributions to employees to help cover their health-related expenses.
Health reimbursement arrangement (HRA)	Health plan in which the employer sets aside money in a health reimbursement account to help employees pay for qualiﬁed medical expenses.
Flexible spending accounts	Beneﬁts plans that allow employees to contribute pretax dollars to fund certain additional beneﬁts.
Pension plan	Retirement program established and funded by the employer and employees.
Deﬁned-beneﬁt plan	Retirement program in which employees are promised a pension amount based on age and service.
Deﬁned-contribution plan	Retirement program in which the employer makes an annual payment to an employee’s pension account.
Cash balance plan	Retirement program in which beneﬁts are based on an accumulation of annual company contributions plus interest credited each year.
Contributory plan	Pension plan in which the money for pension beneﬁts is paid by both employees and the employer.
Noncontributory plan	Pension plan in which all the funds for pension beneﬁts are provided by the employer.
Vesting	Right of employees to receive certain beneﬁts from their pension plans.
Portability	A pension plan feature that allows employees to move their pension beneﬁts from one employer to another.
401(k) plan	Agreement in which a percentage of an employee’s pay is withheld and invested in a tax-deferred account.
Stock purchase plan	Plan in which the employer provides matching funds equal to the amount invested by the employee for the purchase of stock in the company.
Stock purchase plan	Plan in which the employer provides matching funds equal to the amount invested by the employee for the purchase of stock in the company.
Serious health condition	Health condition requiring in-patient, hospital, hospice, or residential medical care or continuing physician care.
Well pay	Extra pay for not taking sick leave.
Paid-time-off (PTO) plan	Plan that combines all sick leave, vacation time, and holidays into a total number of hours or days that employees can take off with pay.
Union	Formal association of workers that promotes the interests of its members through collective action.
Codetermination	Practice whereby union or worker representatives are given positions on a company’s board of directors.
Craft union	Union whose members do one type of work, often using specialized skills and training.
Industrial union	Union that includes many persons working in the same industry or company, regardless of jobs held.
Federation	Group of autonomous unions.
Business agent	A full-time union ofﬁcial who operates the union ofﬁce and assists union members.
Union steward	Employee elected to serve as the ﬁrst-line representative of unionized workers.
Right-to-work laws	State laws that prohibit requiring employees to join unions as a condition of obtaining or continuing employment.
Open shop	Firm in which workers are not required to join or pay dues to a union.
Closed shop	Firm that requires individuals to join a union before they can be hired.
Salting	Practice in which unions hire and pay people to apply for jobs at certain companies to begin organizing efforts.
Union authorization card	Card signed by employees to designate a union as their collective bargaining agent.
Bargaining unit	Employees eligible to select a single union to represent and bargain collectively for them.
Decertiﬁcation	Process whereby a union is removed as the representative of a group of employees.
Collective bargaining	Process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment.
Management rights	Rights reserved so that the employer can manage, direct, and control its business.
Union security provisions	Contract clauses to help the union obtain and retain members.
Mandatory issues	Collective bargaining issues identiﬁed speciﬁcally by labor laws or court decisions as subject to bargaining.
Permissive issues	Collective bargaining issues that are not mandatory and that relate to certain jobs.
Illegal issues	Collective bargaining issues that would require either party to take illegal action.
Ratiﬁcation	Process by which union members vote to accept the terms of a negotiated labor agreement.
Conciliation	Process by which a third party assists union and management negotiators to reach a voluntary settlement.
Mediation	Process by which a third party helps the negotiators reach a settlement.
Arbitration	Process that uses a neutral third party to make a decision.
Strike	Work stoppage in which union members refuse to work in order to put pressure on an employer.
Lockout	Shutdown of company operations undertaken by management to prevent union members from working.
Complaint	Indication of employee dissatisfaction.
Grievance	Complaint formally stated in writing.
Grievance procedures	Formal channels of communication used to resolve grievances.
Grievance arbitration	Means by which a third party settles disputes arising from different interpretations of a labor contract.

Created by: romoore245

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