| 360-degree assessment | A performance appraisal in which employees are appraised not only by their managerial superiors but also by peers, subordinates, and sometimes clients.
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| affirmative action | The focus on achieving equality of opportunity within an organization.
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| assessment center | Company department where management candidates participate in activities for a few days while being assessed by evaluators.
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| base pay | Consists of the basic wage or salary paid employees in exchange for doing their jobs.
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| behavioral-description interview | Type of structured interview in which the interviewer explores what applicants have done in the past.
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| behaviorally anchored rating scale (BARS) | Employee gradations in performance rated according to scales of specific behaviors.
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| benefits (fringe benefits) | Additional nonmonetary forms of compensation.
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| collective bargaining | Negotiations between management and employees regarding disputes over compensation, benefits, working conditions, and job security.
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| compensation | Payment comprising three parts: wages or salaries, incentives, and benefits.
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| computer-assisted instruction (CAI) | Training in which computers are used to provide additional help or to reduce instructional time.
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| development | The education of professionals and managers in the skills they will need to do their jobs.
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| discrimination | Prejudicial outlook; when people are hired or promoted—or denied hiring or promotion—for reasons not relevant to the job.
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| employment tests | Tests legally considered to consist of any procedure used in the employment selection process.
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| Equal Employment Opportunity (EEO) Commission | U.S. panel whose job it is to enforce anti-discrimination and other employment-related laws.
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| external recruiting | Attracting job applicants from outside the organization.
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| forced ranking performance review systems | Performance review systems whereby all employees within a business unit are ranked against one another, and grades are distributed along some sort of bell curve, like students being graded in a college course.
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| formal appraisals | Appraisals conducted at specific times throughout the year and based on performance measures that have been established in advance.
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| human capital | Economic or productive potential of employee knowledge, experience, and actions.
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| human resource (HR) management | The activities managers perform to plan for, attract, develop, and retain a workforce.
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| informal appraisals | Appraisals conducted on an unscheduled basis and consisting of less rigorous indications of employee performance than those used in formal appraisals.
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| internal recruiting | Hiring from the inside, or making people already employed by the organization aware of job openings.
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| job analysis | The determination of the basic elements of a job.
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| job description | A summary of what the holder of the job does and how and why he or she does it.
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| job posting | Placing information about job vacancies and qualifications on bulletin boards, in newsletters, and on the organization's intranet.
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| job specification | Description of the minimum qualifications a person must have to perform a job successfully.
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| National Labor Relations Board | Legislated in 1935, U.S. commission that enforces the procedures whereby employees may vote to have a union and for collective bargaining.
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| objective appraisal | Also called result appraisal; form of performance evaluation that is based on facts and that is often numerical.
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| orientation | Process of helping a newcomer fit smoothly into the job and the organization.
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| performance appraisal | Assessment of an employee's performance and the provision of feedback.
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| realistic job preview | A picture of both positive and negative features of the job and organization given to a job candidate before he or she is hired.
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| recruiting | The process of locating and attracting qualified applicants for jobs open in the organization.
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| selection process | The screening of job applicants to hire the best candidate.
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| sexual harassment | Unwanted sexual attention that creates an adverse work environment.
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| situational interview | A structured interview in which the interviewer focuses on hypothetical situations.
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| social capital | Economic or productive potential of strong, trusting, and cooperative relationships.
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| subjective appraisal | Form of performance evaluation based on a manager's perceptions of an employee's traits or behaviors.
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| training | Educating technical and operational employees in how to better do their current jobs.
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| unstructured interview | Interview in which the interviewer asks probing questions to find out what the applicant is like.
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