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Definition
| The people a company employs, from its CEO and top mangers, the middle managers throughout its functions, to its managerial employees. |
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| Human Resource Management |
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Definition
| The set of activities desinged to recruit high-quality employees and tehn improve their skills and capabilities. |
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| The taks of accurately identifying differences in the level and quality of the work employees do and providing them with feedback that increases their performance levels. |
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| The process of working with employees, or the unions that represent them, to create work rules and a negotiation process to resolve disputes between them. |
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| The identifying and attracting a pool of qualified job applicants. |
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Definition
| Creating the set of job and company specific criteria that determines which job applicants are the best match for a particular job and company. |
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| The process of forecasting the type and number of employees a company will require in the future to meet the objectives of its business model. |
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Definition
| The process of obtaining detailed information about the tasks and responsibilities involved in each job in a company. |
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| Posisition Analysis Questionnaire |
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Definition
| A written method of job analysis that asks jobholders and their managers to answer detailed questions about the skills and abilities employees needs to do a particular job. |
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Definition
| A list of the specific tasks, duties, and responsibilities that make up a particular job. |
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Definition
| A written list of the required skills, abilities, and knowledge needed to do a particular job. |
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Definition
| A policy of promoting employees who already work for a company. |
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Definition
| A policy of filling advanced job posisitions with applicants from outside of a company. |
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Definition
| The process through which companies increase their employees work skills and knowledge to improve their job performance. |
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Definition
| A method of identifying the kinds of employee training that will result in the greatest performance gains. |
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Definition
| A specific type of training an employee needs to acquire. |
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Term
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Definition
| Training employees receive in the course of doing their jobs. |
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Term
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Definition
| The process of evaluating the contributors an employee has made toward a company's functional and corporate-wide goals. |
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Definition
| The communication of performance apprasial information to employees to influence their future performance. |
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Term
| 360-Degree Performance Appraisal |
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Definition
| The process of using mulitple sources of information to appraise an employee's performance. |
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Term
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Definition
| Appraisals conducted on a regular basis to provide employees with ongoing performance feedback. |
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Term
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Definition
| Appraisals that take place as managers and subordinated meet from time to time to discuss important work issues. |
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Term
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Definition
| The monetary rewards, such as wages, bonuses, and salaries, associated with a particular job. |
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Term
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Definition
| The monetary rewards, such as paid health care, life insurance, sick and vacation pay, and pensions, employees receive because they are a member of a company. |
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Term
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Definition
| The relative pay and benefits recieved by employees doing different types of jobs or jobs at different levels in a company's heirarchy. |
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Term
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Definition
| The average salary a company chooses to pay its employees compared to other companies in its industry. |
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Definition
| The extra rewards employees receive when they achieve specific goals. |
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Term
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Definition
| Pay plans that link the pay employees recieve to the number of unit of a product an employee makes. |
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Term
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Definition
| Payplans that link the pay employess receive to the amount of revenue they earn by selling a company's product. |
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Term
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Definition
| A pay system that links superior performance directly to higher permanent rewards such as a certain percentage increase in salary. |
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Term
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Definition
| A one-time reward employees receive for accomplishing a specific goal. |
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Definition
| Pay plans that reward employees on the basis of the profit a company earns in a particular period, usually a year. |
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Term
| Employee Stock Ownership Plan |
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Definition
| A plan that allows employees to buy a company's shares at below-markte prices. |
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Term
| Organization Bonus Systems |
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Definition
| The one-time rewards employees recieve if a company achieves cost savings, quality increases, and so on, in a specified time period. |
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Term
| Organization Bonus Systems |
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Definition
| The one-time rewards employees receive if a company achieves cosst savings, quality increases, and so on, in a specified time period. |
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Term
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Definition
| The process of establishing rules and practices between a company and its employees that specify how human resources should be employed and rewarded. |
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Definition
| Organizations that represent the interests of employees who hold similar types of jobs in a particular industry. |
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Definition
| The clash that occurs when workers and unions attempt to obtain a greater share of a company's profits at teh expense of other stake holders. |
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| When workers perform their jobs exactly as specified in their employment contracts but do no more. |
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Definition
| When managers decide to shut down a company's operations until workers are willing to accept the employment conditions being offered to them. |
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Definition
| A situation that arises when workers refuse to do their jobs in attempt to bring the work process to a halt. |
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Definition
| The process through which union representatives and managers negotiate a binding labor agreement over work-related issues, such as pay, benefits, and grievance procedures. |
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Term
| Integrative Bargaining Solution |
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Definition
| A "win-win" solution that allows both parties to benefit from th labor contract agreed upon. |
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Term
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Definition
| The attempt by negotiators on each side to influence each other's attitudes during the bargaining process. |
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Definition
| Labor-contract rules used to resolve disputes between companies and their employees. |
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Term
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Definition
| A conflict resolution method that involves the use of a neutral third party, or mediator, to help labor and management resolve their differences and reach an agreement. |
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Term
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Definition
| A conflict resolution method that involves the use of a neutral third party to negotiate and impose a binding agreement on labor and managment. |
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