Term
| Employee benefits (indirect compensation) |
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Definition
| Group membership rewards that provide security for employees and their family members. |
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Term
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Definition
| Payments made for benefits coverage. Contributions for a specific benefit may come from the employer, employee or both |
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Term
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Definition
| Payments made to cover health care expenses that are split between the employer's insurance company and the insured employee |
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Term
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Definition
| A small payment made by the employee for each office visit to a physician under a health plan. The health plan pays for additional medical expenses that exceed the copayment at no cost to the employee. |
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Term
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Definition
| an annual out of pocket expenditure that an insurance policy holder must make before the insurance plan makes any reimbursements. |
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Term
| Flexible benefit programs |
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Definition
| a benefits program that allows employees to select the the benefits they need most from a menu of choices. |
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Term
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Definition
1. Legally Required:
2. Health Insurance
3. Retirement
4. Insurance
5. Paid Time off
6. employee services |
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Term
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Definition
| The complete package of benefits that a company offers its employees |
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Term
| Benefits Strategy (3 parts) |
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Definition
Benefit mix
Benefit Amount
Flexibility of benefits |
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Term
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Definition
| A government program that provides income for retirees, the disabled and survivors of deceased workers, and healthcare for the aged through the Medicare Program |
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Term
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Definition
| A part of the Social Secuirty program that provides health insurance coverage for people 65 and up |
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Term
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Definition
| A legally required benefit that provides medical care, income continuation, and rehab expenses for people who sustain job related injuries or sickness. Also provides income to the survivors of an employee whose death is job related. |
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Term
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Definition
| A program established by the SS act of 1935 to provide temporary income for people during periods of involuntary unemployment. |
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Term
| supplemental unemployment benefits(SUB) |
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Definition
| Benefits given by a company to laid off employees over and above state unemployment benefits. |
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Term
| Family and Medical Leave Act 1993 (FMLA) |
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Definition
| A federal law that requires employers to provide up to 12 weeks unpaid leave to eligible employees for the birth or adoption of a child, to care for a sick parent, child or spouse or to take care of health problems that interfere with their job |
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Term
| Consolidated Omnibus Budget Reconciliation Act 1985 (COBRA) |
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Definition
| Legislation that gives employees the right to continue their health insurance coverage for 18-36 months after their employment has terminated |
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Term
| Health Insurance Portability and Accountability Act (HIPAA) |
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Definition
| A federal law that protects an employees ability to transfer between health insurance plans without a gap in coverage due to a preexisting condition*. 1996 |
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Term
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Definition
| (see HIPAA) A medical condition treated while an employee was covered under a former employer's health plan and requires treatment under a new employer's different health plan. |
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Term
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Definition
| money paid to an insurance company for coverage. |
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Term
| Health Maintenance Organization (HMO |
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Definition
| A health care plan that provides comprehensive medical services for employees and their families at a flat annual fee. |
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Term
| Preferred provider Organizations (PPO) |
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Definition
| a health care plan in which an employer or an insurance company establishes a network of doctors and hospitals to provide a broad set of services at a flat fee per participant. In return for the lower fee, the doctors and hospitals who join PPOs expect to receive a larger volume of patients |
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Term
| Health Savings Account (HSA) |
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Definition
| a qualified health plan with a high deductible that lets individuals save money for health care expenses with pre-tax dollars and lets unspent money accumulate as a tax free statsh of money |
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Term
| Employee Retirement Income Security Act (ERISA) |
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Definition
| A federal law established in 1974 to protect employees retirement benefits from mismanagement. 1974 |
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Term
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Definition
| A guarantee that accrued retirement benefits will be given to retirement plan participants when they retire or leave the employer |
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Term
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Definition
| Employee benefits, usually retirement funds that stay witht he employee as he or she moves from one company to another |
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Term
| Pension Beneficiary guarantee Corporation (PBGC) |
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Definition
| The government agency that provides plan termination insurance to employers with desired benefit retirement programs (pension) |
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Term
| Defined benefit plan (pension) |
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Definition
| A retirement plan that promises to pay a fixed dollar amount of retirement income based on a formula that takes into account the average of the employees last 3-5 year earnings prior to retirement. |
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Term
| Defined contribution plan |
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Definition
| a retirement plan in which the employer promises to contribute a specific amount of funds into the plan for each participant. The final value of each participants retirement income depends on the success of the plans investments. |
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Term
| Defined contribution plan types |
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Definition
401(k)
SEP
IRA
Profit sharing Keopugh Plan
Hybrid pension plans |
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Term
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Definition
| The ability to engage in conduct that is protected by law or social sanction, free from interference by another party |
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Term
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Definition
a right protected by specific laws
*safe working conditions, right to form unions |
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Term
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Definition
right based on the law of contracts*
*employment contract |
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Term
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Definition
| a legally binding promise between two or more competent parties |
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Term
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Definition
| a contract that spells out explicitly the terms of the employment relationship for both employer and employee |
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Term
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Definition
| a contract that spells out explicitly the terms of the employment relationship for both employee and employer |
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Term
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Definition
| equal and fair application of a policy or law |
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Term
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Definition
| termination of an employee for reasons that are either illegal or inappropriate |
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Term
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Definition
| The file maintained for each employee, containing the documentation of critical HR-related information, such as performance appraisals, salary history, disciplinary actions and career milestones |
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Term
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Definition
| guarantees the privacy of personnel files for employees of the US federal government |
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Term
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Definition
| a common law rule used by employers to assert their right to end an employment relationship with an employee at any time for any cause. |
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Term
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Definition
| management's rights to run the business and retain any profits that result |
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Term
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Definition
| employee disclosure of an employer's illegal, immoral, or illegitimate practices to persons or organizations that may be able to take corrective action |
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Term
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Definition
| A series of management interventions that gives employees opportunities to correct undesirable behaviors before being discharged |
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Term
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Definition
| a discipline procedure that encourages employees to monitor their own behaviors and assume responsibility for their actions |
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Term
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Definition
| A model of disciplinarya ction: discipline should be immediate, provide ample warning and be constantly applied to all |
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Term
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Definition
| either refusal to obey a direct order from a supervisor or verbal abuse of a supervisor |
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Term
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Definition
| a form of harrasment that consists of a persistent pattern of offensive, abusive, intimidating, malicious or insulting behavior focused at atarget employee |
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Term
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Definition
| The identification measurement, and management of human performance in organizations |
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Term
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Definition
| An aspect of performance that determines effective job performance |
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Term
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Definition
| Characteristics associated with successful performance. |
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Term
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Definition
| Set of competencies associated with a job |
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Term
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Definition
| An appraisal format that asks supervisors to compare an employee's performance to the performance of other employees doing the same job |
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Term
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Definition
| An appraisal format that asks supervisors to make judgments about an employees performance based solely on performance standards |
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Term
| Trait appraisal instrument |
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Definition
| An appraisal tool that asks a supervisor to make judgments about worker characteristics that tend to be consistent and enduring |
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Term
| Behavioral appraisal instrument |
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Definition
| An appraisal tool that asks managers to assess a worker's behaviors |
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Term
| Outcome appraisal instruments |
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Definition
| an appraisal tool that asks managers to assess the results achieved by workers |
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Term
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Definition
| A goal directed approach to performance appraisal in which workers and their supervisors set goals together for the upcoming evaluation period |
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Term
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Definition
| A performance appraisal system in which workers rate themselves |
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Term
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Definition
| a performance appraisal system in which workers at the same level in the organization rate one another |
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Term
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Definition
| a performance appraisal system in which workers review their supervisors |
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Term
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Definition
| a combination of peer, subordinate and self-review. |
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Term
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Definition
| an error in performance appraisals that reflects consistent biases on the part of the rater |
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Term
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Definition
| in performance ratings, the degree to which the performance ratings given by various supervisors in an organization are similar |
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Term
| frame of reference (FOR) training |
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Definition
| A type of training that presents supervisors with fictitious examples of worker performance(either in writing or on videotape), asks the supervisors to evaluate workers in the examples, and then tells them what their ratings should have been |
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Term
| Situational factors (system factors) |
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Definition
| a wide array of organizational characteristics that positively or negatively influence performance |
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Term
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Definition
| the process of providing employees with specific skills or helping them correct deficiencies in their performance |
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Term
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Definition
| an effort to provide employees with the abilities the organization will need in the future |
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Term
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Definition
| a device or situation that replicates job demands at an off the job site |
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Term
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Definition
| the use of a number of technologies to replicate the entire real life working environment in real time |
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Term
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Definition
| external sources of information such as pamphlets and reference guides that workers can access quickly when they need help in making a decision or performing a specific task |
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Term
| cross functional training |
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Definition
| training employees to perform operations in areas other than their assigned job |
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Term
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Definition
| high performing workers who double as internal on the job trainers |
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Term
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Definition
| the mastery of basic skills (reading, writing arithmetic and their uses in problem solving. |
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Term
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Definition
| the process of informing new employees about what is expected of them in the job and helping them cope with te transition |
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Term
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Definition
| realistic information about the demands of the job, the organization's expectations of the job holder and the work environment |
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Term
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Definition
| an ongoing and formalized effort that focuses on developing enriched and more capable workers |
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Term
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Definition
| a couple whose members both have occupational responsibilities and career issues at stake |
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Term
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Definition
| a career development activity in which managers make decisions regarding the advancement potential of subordinates |
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Term
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Definition
| a career development activity that focuses on preparing people to fill executive positions |
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Term
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Definition
| a company maintained record of employees abilities skills knowledge and education |
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Term
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Definition
| a chart showing the possible directions and career opportunities available in an organization; it presents the steps in a possible career and a plausible timetable for accomplishing them |
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Term
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Definition
| a developmentally oriented relationship between senior and junior colleagues or peers that involves advising, role modeling, sharing contacts, and giving general support |
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Term
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Definition
the package of quantifiable rewards an employee receives for his or her labors. Includes 3 components:
base compensation
pay incentives
indirect compensation/benefits |
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Term
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Definition
| the fixed pay an employee receives on a regular basis either in the form of a salary or an hourly wage |
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Term
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Definition
| a program designed to reward employees for good performance |
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Term
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Definition
| the perceived fairness of the pay structure within a firm |
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Term
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Definition
| The perceived fairness in pay relative to what other employers are paying for the same type of labor |
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Term
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Definition
| the perceived fairness of individual pay decisions |
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Term
| knowledge (skill) based pay |
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Definition
| a pay system in which employees are paid on the basis of the jobs they can do or talents they have that can be successfully applied to a variety of tasks and situations |
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Term
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Definition
| a pay plan in which most employees are part of the same compensation system |
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Term
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Definition
| a pay plan in which different compensation systems are established for employees or groups at different organizational levels |
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Term
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Definition
| the process of evaluating the relative value or contribution of different jobs to an organization |
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Term
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Definition
| work related criteria that an organization considers most important in assessing the relative value of different jobs |
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Term
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Definition
| the job that is similar or comparable in content across firms |
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Term
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Definition
| a firms decision to pay above below or at market rate for its jobs |
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Term
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Definition
| the practice f replacing narrowly defined job descriptions with broader categories (bands) of related jobs |
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Term
| Fair Labor Standards Act (FLSA) |
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Definition
| The fundamental compensation law in the US. Requires employers to record earnings and hours worked by all covered employees and to report this info to the US Dept. of Labor. Defines 2 categories of employees: exempt and non exempt |
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Term
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Definition
| an employee who is not covered by the provisions of FLSA. Most professional, administrative, executive and outside sales jobs fall into this category |
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Term
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Definition
| an employee who is covered by the provisions of FLSA |
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Term
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Definition
| a pay concept or doctrine that calls for comparable pay for jobs that require comparable skills effort and responsibility and have comparable working conditions, even if the job content is different |
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Term
| pay for performance (incentive) system |
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Definition
A system that rewards employees on the assumptions that
1. individual employees and groups differ in how much they contribute to the firm
2.the firms overall performance depends to a large degree on performance of individuals and groups within the firm
3. to attract retain and motivate high performersand to be fair to all employees the frm needs to reward employees on the basis of their relative performane |
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Term
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Definition
| a compensation system in which employees are paid per unit produced |
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Term
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Definition
| an increase in base pay, normally given once a year |
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Term
| bonus program (lump sum payment) |
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Definition
| a financial incentive that is given on a one time basis and does not raise the employees base pay permanently |
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Term
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Definition
| a one time reward usually given in the form of a tangible prize |
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Term
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Definition
| a theory of behavior holding that people tend to do those things that are rewarded. |
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Term
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Definition
| a plantwide pay for performance plan in which a portion of the company's cost savings is returned to workers usually in the form of a lump sum bonus |
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Term
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Definition
| a corporatewide pay for performance plan that uses a formula to allocate a portion of declared profits to employees. Typically, profit distributions under a profitsharing plan are used to fund employees retirement plans |
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Term
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Definition
| a corporatewide pay for performance plan that rewards employees with company stocks, either as an outright grant or at a favorable price that may be below market value |
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Term
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Definition
| non cash incentives given to a firms executive |
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Term
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Definition
| an organization that represents employees interests to managements on such issues as wages, work hours and working conditions |
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Term
| labor relations specialist |
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Definition
| someone, often a member the HR department, who is knowledgeable about labor relations and ca represent managements interests to a union. |
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Term
| Wagner Act/ National Labor Relations Act (1935) |
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Definition
| A federal law designed to protect employees' rights to form and join unions and to engage in such activities as strikes, picketing and collective bargaining. |
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Term
| National Labor relations Board (NLRB) |
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Definition
| An independent federal agency created by the Wagner Act to administer US labor law |
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Term
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Definition
| The federal law designed to limit some of the power acquired by unions under the Wagner Act by adjusting the regulation of labor-management relations to ensure a level playing field for both parties |
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Term
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Definition
| a union arrangement that requires new employees to join the union 30-60 days after their date of hire |
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Term
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Definition
| a state law that makes it illegal within a state for a union to include a union shop clause in its contract |
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Term
| Landrum-Griffin Act (1959) |
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Definition
| a law designed to protect union members and their participation in union affairs |
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Term
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Definition
| a law designed to regulate labor relations in the transportation industry |
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Term
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Definition
| a form unionism that focuses on improving workers' economic well being |
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Term
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Definition
| a system in which unions and management negotiate with each other to develop the work rules under which union members will work for a stipulated period of time |
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Term
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Definition
| any terms or conditions of employment, including pay, work breaks and lunch periods, vacation, work assignments and grievance procedures |
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Term
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Definition
| a union contract that spells out the conditions of employment and work rules that affect employees in the unit represented by the union |
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Term
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Definition
| a committee composed of both worker representatives and managers who have responsibility for governing the workplace, used in Germany |
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Term
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Definition
| the representation of workers on a corporations board of directors; used in Germany |
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Term
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Definition
| a labor union that represents workers in only one large company rather than in a particular industry; used in japan |
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Term
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Definition
| a company's overall plan for dealing with labor unions |
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Term
| union acceptance strategy |
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Definition
| a labor relations strategy in which management chooses to view the union as its employees legitimate representative and accepts collective bargaining as an appropriate mechanism for establishing workplace rules |
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Term
| union substitution/proactive human resource management |
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Definition
| a union avoidance startegy in which management becomes so responsive to employees needs that it removes the need for unionization |
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Term
| union acceptance strategy |
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Definition
| 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 |
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Term
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Definition
| a union avoidance strategy in which management uses hardball tactics to prevent a union from organizing its workers or to get rid of a union |
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Term
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Definition
| bargaining that focuses on convincing the other party that the cost of disagreeing with the proposed terms would be very high |
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Term
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Definition
| bargaining that focuses on convincing the other party that the benefits of agreeing with the proposed terms would be very high |
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Term
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Definition
| a strike that takes place when an agreement is not reached during collective bargaining |
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Term
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Definition
| a spontaneous work stoppage that happens under a valid contract and is usually not supported by union leadership |
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Term
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Definition
| occurs when an employer shuts down its operations before or during a labor dispute |
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Term
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Definition
| a systematic step by step process designed to settle disputes regarding the interpretation of a labor contract |
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Term
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Definition
| an advocate dedicated to representing an employees case to management in a grievance procedure. |
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Term
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Definition
| The last step in a grievance procedure. The decision of the arbitrator, who is a neutral individual selected from outside the firm, is binding on both parties. |
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Term
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Definition
| the length of time a person works for an employer |
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Term
| Cost of living Adjustment (COLA) |
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Definition
| pay raises, usually made across the board, that are tied to such inflation indicators as a consumer price index |
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Term
| Occupational Safety and Health Act of 1970 (OSHA) |
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Definition
| A federal law that requires employers to provide a safe and healthy work environment, comply with specific occupational safety and health standards, and keep records of occupational injuries and illnesses |
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Term
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Definition
| hiring an employee with a history of violent or illegal behavior without conducting background checks or taking proper precautions |
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Term
| cumulative trauma disorder |
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Definition
| an occupational injury that occurs from repetitive physical movements, such as assembly work or data entry |
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Term
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Definition
| a form of biological testing that identifies employees who are genetically susceptible to specific occupational substances |
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Term
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Definition
| a stress syndrome characterized by emotional exhaustion, depersonalization and reduced personal accomplishment |
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Term
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Definition
| a company sponsored program that focuses on preventing health problems in employees |
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Term
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Definition
| a citizen of one country living and working in another country |
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Term
| Multinational corporation (MNC) |
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Definition
| a firm with assembly and production facilities in several countries and regions around the world |
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Term
| transnational corporations |
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Definition
| a firm with operations in many countries and highly decentralized operations. The firm owes little allegiance to its country of origin and has weak ties to any given country |
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Term
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Definition
| in international business, a foreign branch owned fully by the home office |
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Term
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Definition
| in international business, a foreign branch owned partly by the home office and partly by the entity in the host country (a company, a consortium of firms, an individual or the government) |
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Term
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Definition
| an approach to managing international operations in which top management and other key positions are filled by people from the home country |
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Term
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Definition
| an approach to managing international operations in which subsidiaries are managed and staffed by personnel from the host country |
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Term
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Definition
| an approach to managing international operations in which nationality is downplayed and the firm actively searches on a worldwide or regional basis for the best people to fill key positions |
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Term
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Definition
| the inability to adjust to a different cultural environment. |
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