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| Series of work-related positions a person occupies throughout life. |
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| Represent employees’ movements through opportunities over time. |
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| Training and feedback given to employees by immediate supervisors. |
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| Efforts to improve employees’ abilities to handle a variety of assignments and to cultivate employees’ capabilities beyond those required by the current job. |
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| System that allows a person to advance up either a management ladder or a corresponding ladder on the technical/professional side of a career. |
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| Situation in which an individual learns new methods and ideas in a development course and returns to a work unit that is still bound by old attitudes and methods. |
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| Individual-centered career planning |
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| Career planning focusing on an individual’s career rather than on organizational needs. |
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| Process of shifting a person from job to job. |
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| Relationship in which experienced managers aid individuals in the earlier stages of their careers. |
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| Organization-centered career planning |
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| Career planning that focuses on identifying career paths that provide for the logical progression of people between jobs in an organization. |
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| Planning, training, and reassignment of global employees to their home countries. |
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| Paid time off the job to develop and rejuvenate oneself. |
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| Technique that requires participants to analyze a situation and decide the best course of action according to data given. |
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| Process of identifying a longer-term plan for the orderly replacement of key employees. |
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| Occurs when a rater gives all employees a score within a narrow range in the middle of the scale. |
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| Tendency to rate people relative to others rather than against performance standards. |
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| Performance appraisal method in which ratings of employees’ performance are distributed along a bell-shaped curve. |
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| Scale that allows the rater to mark an employee’s performance on a continuum. |
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| Occurs when a rater scores an employee high on all job criteria because of performance in one area. |
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| Important elements in a given job. |
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| Occurs when ratings of all employees fall at the high end of the scale. |
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| Management by objectives (MBO) |
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| Performance appraisal method that specifies the performance goals that an individual and manager mutually identify. |
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| Process of evaluating how well employees perform their jobs and then communicating that information to the employees. |
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| Composed of the processes used to identify, measure, communicate, develop, and reward employee performance. |
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| Occurs when a rater gives greater weight to information received first when appraising an individual’s performance. |
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| Performance appraisal method in which all employees are listed from highest to lowest in performance. |
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| Occurs when a rater’s values or prejudices distort the rating. |
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| Occurs when a rater gives greater weight to recent events when appraising an individual’s performance. |
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| Occurs when ratings of all employees fall at the low end of the scale. |
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| Compensation plan that equalizes cost differences between identical international and home-country assignments. |
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| Basic compensation that an employee receives, usually as a wage or a salary. |
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| Jobs found in many organizations. |
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| Indirect reward given to an employee or a group of employees for organizational membership. |
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| Practice of using fewer pay grades with much broader ranges than in traditional compensation systems. |
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| Pay level divided by the midpoint of the pay range. |
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| Factor that identifies a job value commonly present throughout a group of jobs. |
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| Hours given to an employee in lieu of payment for extra time worked. |
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| Rewards individuals for the capabilities they demonstrate and acquire. |
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| Perceived fairness in the distribution of outcomes. |
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| Assumes that individuals who have worked another year are entitled to pay increases, with little regard for performance differences. |
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| Perceived fairness between what a person does and what the person receives. |
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| Employees to whom employers are not required to pay overtime under the Fair Labor Standards Act. |
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| A court action in which a portion of an employee’s wages is set aside to pay a debt owed a creditor. |
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| 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. |
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| Incumbent who is paid below the range set for the job. |
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| Formal, systematic means to identify the relative worth of jobs within an organization. |
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| Group of jobs having common organizational characteristics. |
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| One that is supposed to meet the basic needs of a worker’s family. |
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| One-time payment of all or part of a yearly pay increase. |
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| Grouping jobs into pay grades based on similar market survey amounts. |
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