Term
| due dilligence's key components |
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Definition
| financial, operational, legal, technology and people |
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Term
| How to ensure an effective strategic plan |
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Definition
| Mission statement, SWOT Analysis, list of prioritized action items, and review of measurements. |
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Term
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Definition
| Employees who report on daily performance to the project manager whose authority flows horizontally across departmental boundaries. The employees also report overall performance to the department head whose authority flows vertically within the department. |
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Term
| Organizations in the growth stage are concerned about what? |
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Definition
| focused on running the business in more formal ways. Better accounting and management systems are put into place during this phase. |
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Term
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Definition
| grouping organizational functions into divisions. |
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Term
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Definition
| allows a leadership team to consider multiple probabilities. For example, a company needs to have a comprehensive strategic plans that project two to three years in the future. The challenge is that with the uncertain economic recovery, there are many unknown forces that can affect the organization making the future unpredictable. |
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Term
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Definition
| Strengths, weaknesses, opportunities, and threats. It does not project into the future possible scenarios and implications. |
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Term
| human resources capital management planning |
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Definition
| identifies what skill sets are needed for the company to successfully execute its strategy. |
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Term
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Definition
| pulls together data regarding the organization as a whole and compares it to the goals identified as part of the strategic planning process |
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Term
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Definition
| occurs when there is a significantly different rate of selection of protected class groups. |
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Term
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Definition
| identify the most important tasks related to each position, the specific way the employee is expected to behave to perform that task, and establishes a system of descriptions describing how effectively the individual behaved. |
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Term
| Essay/Narrative appraisal |
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Definition
| used by a manager or supervisor to describe an employee's performance in writing. |
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Term
| Strategic planning process |
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Definition
Mission and Objectives
Environmental Scanning
Strategy formulation
Strategy Implementation
Evaluation and Control |
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Term
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Definition
| The bargaining unit is determined by this organization. |
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Term
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Definition
| Motivation theory that suggests people are motivated by the reward they will receive when they succeed and that they weigh the value of the expected reward against the effort required to achieve. |
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Term
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Definition
| makes up the difference between what an executive could have contributed to a qualified plan if there had not been a limit on contributions and how much was actually contributed because of the discrimination test required by ERISA. |
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Term
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Definition
| hybrid elements between defined benefit and money purchase plans. |
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Term
| Automobile workers vs Johnson Controls Inc |
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Definition
| This legal case states that the responsibility of prospective parents to protect their unborn children. Although employers must provide information about potential hazards, the employer may not decide for the employee whether to work in a job that poses a risk to an unborn child. |
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Term
| Drug Free Workplace Act of 1988 |
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Definition
| requires only federal contractors and subcontractors to establish substance abuse policies. |
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Term
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Definition
| provides information about the money that flowed through the business. Identifies whether the cash was received from customers, loans or other sources; how much cash was spent to operate the business; and how much was reinvested in the business. |
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Term
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Definition
| Political, Economic, Social, Technology |
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Term
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Definition
| replaces traditional hierarchies with networks designed to enhance communication and creativity. |
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Term
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Definition
| occurs when an employment practice that seems to be fair unintentionally discriminates against members of a protected class. |
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Term
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Definition
| occurs when a protected group is treated differently than other applicants or employees. |
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Term
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Definition
| substantially different rate of selection in hiring, promotion, or another employment decision that works to the disadvantage of members of a race, sex or an ethnic group. |
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Term
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Definition
Developed by Robert House. Theory proposes that a leader can impact the behavior of a group by establishing goals and providing direction on reaching these goals. House describes four leadership styles that may be used to accomplish this, based on the specific situation:
-Directive, which specifies what needs to be done.
-Supportive which the leader provides encouragement for the group members.
-Participative, in which the leader involves the group in the decision making process.
-Achievement, in which the leader establishes a difficult goal and encourages the group accomplish it. |
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Term
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Definition
Paul Hersey and Kenneth Blanchard describe leadership of the maturity level of followers. Maturity refers to the psychological maturity or motivation and job task maturity (or level of experience)
Four styles: Telling, Selling, Participating, and Delegating. |
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Term
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Definition
| When followers are immature or inexperienced, the leader must be more directive by providing guidelines and defining roles for the followers. |
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Term
| Elements of effective cost/benefit analysis |
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Definition
| Knowing all costs (intangible and tangible), monetary benefits, and forecast of impact to the bottom line. |
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Term
| bona fide occupational qualification |
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Definition
| exception that allows religious organizations to give preference to members of that religion. |
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Term
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Definition
| refers to a staffing approach where HR policies and strategies reflect a particular geographic region. |
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Term
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Definition
| results from an agreement or a contract or can be created through a tort. |
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Term
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Definition
| describes an action that injures someone. These are not related to laws or contracts but can result in legal action. |
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Term
| matrix organization structure |
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Definition
| employees report to two managers. One manager is responsible for a product line, and the other has functional responsibility. |
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Term
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Definition
| lays out the desired result of an action or program, presents alternative solutions, describes possible risks from both implementing and not implementing the action, and defines the criteria used to measure success. |
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Term
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Definition
| interviews, observation and supervisory input. |
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Term
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Definition
| 80% of effects come from 20% of causes. |
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Term
| Nexgt step for the DOL to create a legislative change |
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Definition
| Public Comment will be invited. |
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Term
| pay structure where employees are represented by a union |
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Definition
| Based on seniority. Pay rates are represented by a union are set based on negotiations between union and management. |
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Term
| Company could go out of business. It is also the biggest risk to investors and employees. |
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Definition
| What is the biggest risk that a company could face without composing a mission and vision statement? |
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Term
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Definition
| employer agrees to hire only union members. |
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Term
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Definition
| an employer can be held responsible for the unlawful acts of its employees. |
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Term
| The first step is to review job descriptions to gain an understanding of the knowledge, skills, and abilities needed to be successful in the positions. |
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Definition
| What to do when a company is opening a new office in another state where cost of living is lower? As HR you have to develop appropriate salary ranges for all positions in the other state. |
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Term
| Incorporate a "what's in it for me concept" in the training programs |
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Definition
| What's another term for adults best benefit from learning experience when they have a need for knowledge? |
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Term
| Loss of knowledge, skills and abilities |
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Definition
| Biggest drawback of employee turnover |
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Term
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Definition
| Pay that falls above the maximum of a salary range. |
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Term
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Definition
| pay that falls below the minimum of a salary range |
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Term
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Definition
| when new hires are paid at a higher rate than existing employees who have similar skills, education and experience. |
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Term
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Definition
| a calculation that compares an employee's salary to the midpoint range. |
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Term
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Definition
| focuses on how people feel about the organization. |
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Term
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Definition
| also known as retaliatory discharge. When an employer terminates an employee in response to the employee doing something lawful or because they are a part of a protected class. |
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Term
| Labor Management Relations Act |
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Definition
| also known as the Taft Hartley Act. Provides employer with the right of employers to promote an anti-union message in the workplace so long as the employer is not threatening employees or bribing employees to discourage them from forming a union. |
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Term
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Definition
| Allows a short essay describing the performance of the employee. |
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Term
| Results Evaluation method |
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Definition
| Measures training effectiveness at predetermined intervals and what effect the training had on actual business performance. Ex. During a development phase of the purchase order module training of a financial software implementation, it was determined that participants would be secretly observed while doing their jobs at set intervals of six and twelve weeks. Trainers would use this info to determine if training was effective and what other training would need to be developed. |
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Term
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Definition
| establishing and clarifying for customers not only what product and services a company offers, but also how it is different from competitors. |
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Term
| The supervisor can't proceed with the write up because per the NLRA, an employer cannot prohibit the union from soliciting members in non work areas such as the break room, unless the employer has published and enforced a policy that prohibits all types of solicitation material in the breakroom. |
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Definition
| A union representative for the plumbers union at a company leaves a stack of recruiting flyers in the break froom. His supervisor wants to issue a written warning to her stating she is engaging in union activity on company time. How would you advise her supervisor? |
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Term
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Definition
| unfair labor practice on the part of the union. Occurs when a union requires an employer to continue to pay for services the employer no longer uses. |
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Term
| Company can allow an inspection and file a notice of contest within 15 days if an issue arises. |
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Definition
| How many days can a company contest if they receive an onsite inspection from an OSHA officer? |
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Term
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Definition
| the ability of an instrument to measure the same results consistently. |
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Term
| Adult learning effectiveness |
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Definition
| Self directedness, experience, readiness to learn, orientation |
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Term
| Do employees perform repetitive simple tasks or is the work complex? |
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Definition
| Senior leadership of a retail store is considering reducing the number of managers? What should be considered when determining which areas could be effectively managed with fewer supervisors? |
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Term
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Definition
| Instructional is one of the elements of this model |
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Term
| Find and eliminate problems that interfere with quality. |
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Definition
| What is the main benefit of Total Quality Management? |
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Term
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Definition
| the new ideal is a regular part of an organization in experiencing a new change in corporate culture. Employees know a change is on the horizon. |
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Term
| Employers can share any information that is truthful, clear, and supported. An employer is covered by the concept of qualified privilege. Qualified privilege is a provision available under the law of libel and slander that allows a company to be immune from prosecution if the libelist of slanderous act is committed in the performance of a legal or moral duty and is free of malice and words uttered or statements written are done in good faith. |
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Definition
| What can employers share when it comes to reference checks? |
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Term
| When a goal is aggressive for example if a company wants to increase profits by 25% that means they need to expand their workforce and increase sales so hire more sales people. |
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Definition
| When does workforce expansion work best? |
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Term
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Definition
| flatten their organization and remove levels of management. Effective way to widen salary ranges and eliminate excess manager levels. |
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Term
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Definition
| How long does a military person have following the completion of service to return to his job and title? |
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Term
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Definition
| includes multiple ways to enhance learning, one of which is a web-based learning. |
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Term
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Definition
| combination of the positive and negative learning curve. |
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Term
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Definition
| specifically available by law to union employees. It is a union employee's right to have union representation present during any investigative interview meeting. |
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Term
| Increasing efficiency and productivity |
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Definition
| When a company chooses to focus on a cost leadership strategy for a competitive advantage what should HR focus on? |
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Term
| Make the cause part of the culture and philosophy of the company. |
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Definition
| How to involve employees in Corporate Citizenship programs? |
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Term
Career ADvancement, Wage/benefits, supervision and work/life balance.
Assess the top strengths and weaknesses and share that info with leadership |
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Definition
| How to organize data in exit interviews? |
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Term
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Definition
| systematic and fair procedure for supervisors and employees to resolve complaints that arise. It typically includes timelines, what is eligible and the decision making process involved. |
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Term
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Definition
| One in which parties are required to accept arbitration even if they don't want to |
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Term
| closed shop illegal under Taft-Hartley Act |
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Definition
| is a company where employees are required to join a union as a condition of employment. |
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Term
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Definition
| a proactive approach to finding out why good employees stay and what might make them leave an organization. |
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Term
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Definition
| systematic way to see the relationship between two variables and begin to project what future HR needs will be |
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Term
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Definition
| Involves the sale of a portion of a business or companies financial or physical assets that could result in the reduction or transfer of staff. |
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Term
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Definition
| Reassign the general education teachers who could meet the bilingual education requirements into bilingual classes. |
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Term
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Definition
| provide a competitive advantage contributes significantly to a company's objective of competing in the marketplace. |
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Term
| Internal skills asessment |
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Definition
| requires critical skills needed, determining skill assets (as-is), addressing the skills gap and monitoring on going skill levels. |
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Term
| Helps management determine what drivers of turnover are. Is the turnover the highest among middle management employees who are being recruited by competitors? Is it mostly skilled workers? |
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Definition
| Why are audits of retention program important? |
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Term
| Uniformed Guidelines on Employee Selection Procedures |
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Definition
| questions of the use of tests and other selection procedures has long been recognized. Ex. a pre-employment test or other selection tool must be a valid predictor of job success. |
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Term
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Definition
| Whether or not the test produces similar results over time. |
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Term
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Definition
| refers to whether or not the test is measuring what is intended to measure. |
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Term
| USERRA (Uniformed Services Employment and Reemployment Rights Act) |
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Definition
| law protects the reemployment rights of armed service personnel when they return from a period of service. |
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Term
| The best is to adjust recruitment and selection process. The high turnover at a company needs a review and perhaps severing ties with certain universities until their program provide enrollees with a realistic job preview and produces high quality graduates. |
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Definition
| What would you do if a number of teachers leave the teaching profession after two years? What retention strategy would you use? |
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Term
| Employer value proposition |
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Definition
| statement that provides the overall value of working for a company in exchange for the employee's skills, qualifications and time. |
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Term
| Diversity outreach program |
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Definition
| Attending specific career fairs, advertising in diversity related publications or recruiting from schools that rank high in diversity populations |
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Term
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Definition
| involves the sale of a portion of business or companies financial or physical assets that could result in the reduction or transfer of staff. |
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Term
|
Definition
| contract that requires corrective steps to the serious out of compliance matters. |
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Term
| Determines who remains employed and who is released is the most equitable way to document a layoff decision. |
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Definition
| How are performance appraisals used during layoffs? |
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Term
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Definition
| occurs when the interviewer evaluates a candidate in a positive light based on one characteristic. |
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Term
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Definition
| shows what job functions are essential and nonessential. |
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Term
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Definition
| a contracted service supplied by companies that specialize in helping employees prepare for job searching after a layoff |
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Term
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Definition
| internal recruitment method where a current employee expresses an interest in a position before it becomes available. |
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Term
| identify the qualifications necessary to do the jobs |
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Definition
| first step in a comprehensive strategic selection process |
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Term
|
Definition
| enables the company to understand the level of skills needed to achieve its objectives |
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Term
|
Definition
| requires government contractors to take affirmative action toe ensure that equal opportunity is provided in all aspects of their employment. |
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Term
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Definition
| best for franchises or any organization with a wide geographic reach. Corporate office offers support in the form of product development and national marketing but the franchise owner has the independence to make decisions based on knowledge of the local market. |
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Term
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Definition
| Combination of centralized and decentralized models where an employee may report to multiple supervisors or report to multiple divisions. |
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Term
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Definition
| a structure that is set up along business units or functional areas. This structure works best in companies that are not very agile and focus on a single product or service. |
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Term
| Enterprise risk management |
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Definition
| practice of forecasting possible risks to the organization and takes steps to mitigate the impact on an organization. |
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Term
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Definition
| a requirement to have a minimum number of members present before official business may be conducted and decisions made. |
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Term
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Definition
| the analysis of how many employees report to each supervisor. This gives insight to possible cost savings and supervisory effectiveness. |
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Term
|
Definition
| analysis that provides multiple scenarios for staffing purposes. |
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Term
|
Definition
| Mission statement, SWOT Analysis, list of prioritized action items, and review of measurements. |
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Term
| Interest based bargaining |
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Definition
| characterized by harmony between both sides where neither side is trying to win a position but come up with an agreement that is amendable to both labor and management. |
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Term
| Labor Management Relations Act (Taft Hartley Act) |
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Definition
| provides the employer with the right of employers to promote an anti-union message in the workplace so long as the employer isn't threatening or bribing employees to discourage them from forming a union. |
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Term
| Labor Management Reporting and Disclosure Act |
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Definition
| established reporting requirements for unions, union officers, employees, and employers; set standards for electing union officers; and established safeguards for protecting the assets of labor organizations. |
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Term
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Definition
| employers make it a condition of employment that workers not join a union. |
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Term
|
Definition
| Unfair labor practice. A union require that an employer stop doing business with another employer. |
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Term
|
Definition
| occurs when workers in a non-union company are used to supplement or replace the work of higher paid workers in a unionized company. |
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Term
|
Definition
| focuses on how people feel about the organization. Ex. Employee leaves company and says there's no room to grow. |
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Term
|
Definition
| Goal is to maximize employee performance. The employment relationship affects all parts of an employee's life because employees spend a significant amount of time at work. |
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Term
|
Definition
| when a union hires someone to apply for a job at a company that has been targeted for organizing. Once this person is hired he/she works from the inside to begin organization efforts. |
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Term
| Office of Labor Management Standards |
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Definition
| provides oversight for the Labor Management Relations Act. Title IV of the LMRA establishes that union funds may not be used to support the candidacy of any candidate. |
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Term
|
Definition
| Employer can make changes in pay rates/hours but it must be negotiated through collective bargaining. |
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Term
| Best way to prevent turnover |
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Definition
Effective step is to organize the data into meaningful categories such as career advancement, wage/benefits, supervision, and work/life balances.
Assess the strengths and weaknesses and share that info with leadership,. |
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Term
| labor management cooperative/agreement |
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Definition
| Some labor groups and employers have realized benefits to joining forces and leveraging collective resources to accomplish objectives. |
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Term
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Definition
| an employee is interviewed by his or her manager. |
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Term
|
Definition
| sampling of employees from various functional areas in a company that come together to provide input on employment matters. |
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Term
|
Definition
| an attempt to stop people or companies from doing business with or for an employer that is engaged in a labor dispute with a union. |
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Term
| REduction in force procedure |
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Definition
| Job Categories, prior disciplinary actions, seniority, and skill set. |
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Term
|
Definition
| unfair labor practice on the part of the union. It occurs when a union requires an employer to continue to pay for services the employer no longer uses. |
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Term
|
Definition
| unfair labor practice on the part of the union. Occurs when a union requires an employer to continue to pay for services the employer no longer uses. |
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Term
|
Definition
| refers to picketing that occurs in an area shared by more than one business. |
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Term
|
Definition
| type of bargaining where multiple bargaining units within a company negotiate simultaneously, typically to come to an agreement on mandatory subjects and allow all unions to work collectively on subjects taht are meaningful to their membership. |
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Term
|
Definition
| occurs when a union meets with one employer to bargain,. |
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Term
|
Definition
| occurs when a manager spends time with employees two levels below him/her in order to gauge job satisfaction and the employee's goals. |
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Term
|
Definition
Employees have the same exact job and would complement each other's part time schedule. Ex. Employee 1 has a change in personal life and can only work part time. Employee 2 has a medical excuse doctor specified employee can only work part time.
These two would rotate schedules. |
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Term
| Main effect of Absenteeism |
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Definition
| Loss of productivity will occur because current workers will have to train new or replacement workers. |
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Term
|
Definition
| parties are required to accept arbitration, even if they don't want to. Ex. Union employees of a govt agency are prohibited from striking and have agreed to engage in alternative dispute resolution in lieu of legal action for any labor dispute. There is a labor dispute regarding pay raises. |
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Term
|
Definition
| form of dispute resolution where a neutral third party helps each side come to a mutually beneficial agreement. |
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Term
| Constructive Confrontation |
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Definition
| type of mediation where goal is to uncover and resolve the underlying conflicts that prevent parties from solving the core issue. |
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Term
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Definition
| only available by law to union employees. It is a union employee's right to have union representation present during any investigative interview meeting. |
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Term
|
Definition
| the mediator may meet with parties separately to determine if each party has the same set of facts and that all issues are clarified. |
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Term
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Definition
| Measure that shows if managers have communicated the survey results and involved employees in the improvement process. |
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Term
|
Definition
| measure that shows if managers have communicated the survey results and involved employees in the improvement process. |
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Term
|
Definition
| systematic and fair procedure for supervisors and employees to resolve complaints that arise. It is typically includes timelines, what is eligible and the decision making process involved. |
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Term
|
Definition
| formed to recommend solutions to a specific problem. It is usually disbanded once the problem is solved. |
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Term
|
Definition
| process of establishing wage rates for jobs using the job evaluation method. |
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Term
| Qualification for administration exemption |
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Definition
| Employee must have a primary duty involving performance of office work directly related to the management or general business operations. |
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Term
|
Definition
| What type of pay structure would most likely be associated with a union shop? |
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Term
|
Definition
| prohibits wage discrimination by requiring equal pay for equal work. |
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Term
| Copleand "Anti-Kickback" Act |
|
Definition
| refers to precluding a federal contractor or subcontractor from inducing an employee to give up any part of the compensation to which he or she is entitled. |
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Term
| Minimum salary of $455 per week. |
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Definition
| Minimum salary for an exempt employee |
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Term
| Employee Retirement Income Security Act |
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Definition
| sets uniform minimum standards to ensure retirement plans are established and maintained in a fair and financially sound manner. |
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Term
| Title III of the Consumer Credit Protection Act |
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Definition
| limits the amount of an employee's earnings that may be garnished and protects an employee from being fired if pay is garnished for only one debt. |
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Term
| Job Classification method |
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Definition
| popular job evaluation approach because it is understandable and well accepted by employees. Classifications can change as responsibilities change. Typical approach for large organizations with limited resources. |
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Term
|
Definition
| compares job to job through the use of job descriptions and a thorough job analysis process |
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Term
| review job descriptions so you gain an understanding of knowledge, skills, and abilities needed to be successful in the positions. |
|
Definition
| first step of job pricing |
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Term
|
Definition
| effective way to widen the salary ranges and eliminate excess manager levels. |
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Term
| The employer assumes all costs of worker related injuries regardless of who is at fault. |
|
Definition
| Who consumes all costs of workers' compensation? |
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Term
|
Definition
| refers to pay that falls abovve the maximum of a salary range. Ex. admin assistants classified as admin level III have been performing admin level II positions. |
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Term
|
Definition
| refers to pay that falls below the minimum of a salary range. |
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Term
| General Duty Clause of OSHA |
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Definition
| requires an employer to do everything reasonably necessary to protect the life, safety and health of employees. |
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Term
|
Definition
| occurs when there is a fatality, catastrophe or a complaint. |
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Term
|
Definition
| costs that have already been incurred, cannot be recovered, and have become irrelevant from future decision making. |
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Term
| key components of an effective due diligence analysis |
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Definition
| Financial, operational, legal, technology and people. |
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Term
|
Definition
| shows the individual components of a problem in addition to the total or summary, which aids in identifying possible strategies for correcting problems. |
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Term
|
Definition
| provides a graphical representation of the relationship between two sets of numbers |
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Term
|
Definition
| provides a graphical representation of the 80/20 rule: 80 percent of the problems come from 20 percent of the causes. |
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|
Term
15-100: $50,000
101-200: $100,000
201-500: $200,000
501+: $300,000 |
|
Definition
| What is the maximum amounts for sexual harassment claim payouts? |
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Term
|
Definition
| refers to the activity that evaluates the appropriate place to locate a new business to ensure that labor requirements, distribution systems, and government regulations are met. |
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Term
|
Definition
| refers to the way in which the goods or service will be produced; for example, the design of an assembly line or, in the case of a service, the process to be used in providing it, such as a model plan or protocol for a financial audit. |
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Term
|
Definition
| an operation function that balances the cost of inventory with the ability to have enough inventory to satisfy the consumer's needs. |
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Term
|
Definition
| enacted to avoid interruptions due to strikes, to protect the right of employees to join a union, and allowed for a cooling-off period of up to 90 days if the president deemed a strike to be a national emergency. |
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Term
|
Definition
| limited the use of injunctions to break strikes and exempted unions from the Sherman Antitrust Act. |
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Term
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Definition
| a tool created as part of the assessment process which gathers information about an individual's education, skills, job-related training, completed development programs, performance appraisals, awards, noteworthy accomplishments, and samples of work. |
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Definition
| is used to retain valuable employees by providing the organization with an understanding of development opportunities that will keep the employee interested and engaged with the organization. |
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Term
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Definition
| is a process used to align the organization workforce with key business initiatives (KBIs). |
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Term
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Definition
| Legislation empowers federal agencies to develop enforcement regulations. Rules and regulations are developed by an agency and are published in the Federal Register. The public has the opportunity to comment and once this comment period is complete, the agency publishes final rules. |
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Definition
| Certain federal agencies have the authority to order compliance with federal laws in administrative law courts. These orders have the effect of law and are often published in the Federal Register. |
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Term
| Organizational-level training |
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Definition
| encompasses the entire organization or only a single division or department. At this level, training efforts are focused on preparing for future needs. Analyzing indicators that suggest a decline in the effectiveness of organizational operations can indicate the need for a training intervention. Some indicators that training is needed could include an increase in the number of accidents, a change in strategic direction, or the addition of a new product line. |
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Term
| Individual-level training |
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Definition
| involves a review of performance by individual employees and can be indicated by poor performance reviews or requests for assistance by the employee. |
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Term
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Definition
| DMAIC: Define, Measure, Analyze, Improve, and Control: |
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Term
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Definition
| The first step is to define the customers and issues of importance to them, along with the process and project parameters. |
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Term
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Definition
| Once the process is defined, data about defects and other measures is collected and then compared to the original parameters to identify underperformance. |
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Term
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Definition
| An analysis of the data is made to identify gaps between the goal and actual performance, explain why the gaps occurred, and rank possible improvements. |
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Term
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Definition
| During the control phase, systems are revised to incorporate the improvements, and employees are trained in the new processes. The goal of this phase is to prevent backsliding into the previous process by ongoing monitoring. |
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Definition
| which result from limited access to educational opportunities as well as biases related to gender, race, and ethnicity. |
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Term
| Internal Structural Barriers, |
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Definition
| which encompass a wide range of corporate practices and shortcomings over which management has some control. |
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Term
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Definition
| which are related to inconsistent enforcement of equal-opportunity legislation and poor collection and dissemination of statistics that illustrate the problem. |
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Term
| Comparison appraisal methods |
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Definition
| compare the performance of individuals or employees to each other. The most common methods of comparison are ranking, paired comparison, and forced ranking. |
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Term
| NIOSH inspection, known as a Health Hazard Evaluation (HHE), |
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Definition
| as established to respond to workplace hazard concerns expressed by employers, employees, unions, and government agencies. These hazard concerns include the effects of chemicals, biological agents, work stress, excessive noise, radiation, and ergonomics, as well as other risks found in the workplace. |
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Term
| Material Safety Data Sheet (MSDS) |
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Definition
| a document which provides information on how to prevent and treat injuries related to a specific chemical. Maintaining proper MSDSs is an OSHA standard and is evaluated during an OSHA inspection. |
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Term
| statement of corporate values |
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Definition
| is created during the strategy formulation stage of strategic planning. It is a way for the executive team to communicate their standards for how the organization will conduct business. The values chosen for this purpose should be those that will be true regardless of changes in product lines or business processes. When identifying it's important to look not only at what the management team would like to see in the way of behaviors in the organization but also at the values being demonstrated in the course of business each day. |
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Term
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Definition
| is a form of the simulation method that allows inexperienced workers to become familiar with and gain experience using equipment that either is hazardous or requires a level of speed that can be attained only with practice. |
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Term
| four categories of organization development |
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Definition
| Strategic, techno-structural, human process, and human resource management |
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Term
| Six Sigma team structure's levels |
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Definition
| Quality Leader/Manager, Master Black Belt, Process Owner, Black Belt, Green Belt |
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Term
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Definition
| generally work with a single function, such as marketing or accounting. They work closely with process owners to implement the DMAIC methodology and ensure that projects stay on track. |
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Term
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Definition
| he quality leader in an organization generally reports to the CEO or president in order to remain objective. This role represents customer requirements and focuses on continually improving operations. |
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Term
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Definition
| Process owners are individuals responsible for a specific process in the organization; for example, the highest-level HR employee in the organization would be the process leader for HR initiatives. |
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Term
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Definition
| employees work full time on quality initiatives, coaching green belts to improve their quality skills. |
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Term
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Definition
| have received Six Sigma training and participate on project teams part time while continuing to work in another role for the balance of their time. |
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Term
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Definition
| also called a totality of agreement clause. It is an agreement between both parties that anything not currently included in the agreement isn't part of it. This therefore prevents needing to reopen negotiations during the term of the contract. |
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Term
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Definition
| a prominent Title VII case that carries the significance of ruling that tests that have an adverse impact on a protected class are lawful if they're valid predictors of success on the job. The suit was filed by two applicants for the police department who claimed that the written test administered to them had an adverse impact on black applicants. The Supreme Court upheld the district court's finding that the test was a valid predictor of successful performance in the police-training program. |
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Term
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Definition
| additional pay for dangerous and/or extremely uncomfortable working conditions. Hazard pay may be needed to attract candidates to jobs that require contact with hazardous elements such as radiation, chemicals, or extreme conditions. |
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Term
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Definition
| used when an employees are called into work but there is not work available for them. |
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Term
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Definition
| is provided to employees who are called to work before or after their scheduled hours. |
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Term
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Definition
| used to ensure that employees in different locations are paid at rates competitive in the labor market for specific jobs and locations. |
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Term
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Definition
| applies to employees who are required to respond to work-related issues on short notice, typically emergencies, and who must be available via pager, telephone, or email and may be paid a daily or hourly premium. |
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Term
| three types of administrative law that do impact employment relationships |
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Definition
| (1) agency rules and regulations, (2) agency orders, and (3) executive orders. |
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Term
| : Increased efficiencies, risk management, and cultural perception of the brand |
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Definition
| strategic benefit of the social force? |
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Term
| strategic benefits of five forces |
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Definition
Political/Legal Force: Global positive brand recognition
Economic Force: The ability to define the skill sets of future labor to create or sustain a qualified workforce
Social Force: Increased efficiencies, risk management, cultural perception of the brand
Technology: Risk management, consumer and employee confidence
Competition: Profit, market share, customer loyalty, trust |
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Term
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Definition
| the budgetary activity that human resources participates in to try to measure what value the people employed by the organization hold. This measure uses elements of the human capital management plan to identify what competencies the current workforce holds and then analyzes the current skillsets compared with skillsets needed. Once a gap is realized, a plan is created to develop the necessary competencies among the workforce. |
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Term
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Definition
| tablished to respond to workplace hazard concerns expressed by employers, employees, unions, and government agencies. These hazard concerns include the effects of chemicals, biological agents, work stress, excessive noise, radiation, and ergonomics, as well as other risks found in the workplace. |
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Term
| Performance-based training (PBT) |
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Definition
| most often used to correct performance problems in highly technical or hazardous professions. Under this method, the trainer provides the trainee with opportunities to practice and demonstrate the necessary skill or knowledge until the required level of proficiency is mastered. |
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Term
| demonstration method of training |
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Definition
| can be used as part of an on-the-job training program or combined with a lecture program. The method involves the trainer explaining the process or operation, demonstrating it on the equipment, and then having the learner perform it under the guidance of the trainer. |
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Term
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Definition
| an inexperienced worker is paired with an experienced supervisor or co-worker who uses a variety of techniques to provide the worker with the information and hands-on experience necessary to do the job. |
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Term
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Definition
| an interactive training method that provides the learner with opportunities to try new skills or practice procedures in a setting that doesn't endanger the inexperienced trainee, co-workers, or the public. |
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Term
| : (1) structures, (2) functions, and (3) life cycles. |
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Definition
| three aspects of an organization that HR professionals must consider when developing plans or programs are |
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Term
| nonsolicitation agreement |
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Definition
| common standard clause seen in employment contracts. The nonsolicitation clause sets forth agreements that limit the employee's ability to solicit customers, vendors, and employees during the course of the contract and for an agreed-on period of time after the contract ends. |
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Term
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Definition
| a clause advising the employee to seek legal counsel prior to signing the contract, is often included. |
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Term
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Definition
| sets forth conditions that would lead to a termination for cause, such as inability to perform, neglecting the duties of the position, misconduct, violations of company policy, or other egregious acts. |
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Term
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Definition
| is the acronym used for the Federal Employees' Compensation Act. This act is administered by the DOL and is the federal employees' equivalent of workers' compensation, providing similar benefits for workers injured during the course of performing their jobs |
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Term
| Older Worker Benefit Protection Act |
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Definition
passed by Congress in 1990 in response to a Supreme Court decision that placed limitations on the Age Discrimination in Employment Act (ADEA).amends the ADEA to include a prohibition on discrimination against older workers in all employee benefit plans unless any age-based reductions are justified by significant cost considerations. This amendment allows seniority systems as long as they don't require involuntary terminations of employees based on their age and extends ADEA protections to all employee benefits.
One of the components required for employees to waive their rights is that when a group of employees is involved, employees age 40 and older must be given 45 days to consider their decision. In individual cases, this time frame is reduced to 21 days. |
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Term
| Corporations are legal entities and are defined by four characteristics: |
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Definition
Liability is limited to assets owned by the corporation.
The life of the corporation can extend beyond the life of its original owner/founder.
There is a central management structure.
Ownership may be transferred freely by selling stock. |
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Term
| The Uniformed Services Employment and Reemployment Rights Act (USERRA) |
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Definition
| protects the rights of reservists called to active duty in the armed forces. The act provides reemployment and benefits rights and is administered through the Veterans Employment and Training Service (VETS) of the Department of Labor. USERRA applies to all public and private employers in the United States, including the federal government, regardless of size, and members of all uniformed services are covered. |
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Term
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Definition
| the ongoing process of innovation, advantage, value creation, and reassessment used to forecast the next organizational challenge. There are various functions and methods that management and HR can use to aid in this process. |
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Term
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Definition
| looks at individual units in the organization to reduce or eliminate redundancy or bureaucratic processes in order to reduce costs and increase production. |
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Term
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Definition
| occurs when two or more organizations are combined into a single entity with the goal of leveraging the assets of both into a more successful entity. |
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Term
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Definition
| occurs when one organization, generally a corporation, purchases or trades stock to gain controlling interest in another. |
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Term
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Definition
| part of the strategic planning process which includes decision making about who should be involved, a time frame for its completion, and the tools that will be used for data collection. |
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Term
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Definition
| uses strengths to gain a competitive advantage in the marketplace. |
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Term
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Definition
| is charged with designing new product offerings and testing them to make sure they do what they're designed to do before they're offered to the public. develops new products and redesigns old ones to meet changing market demands. |
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Term
| production layout activity, |
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Definition
| the way in which the goods or service will be produced: for example, the design of an assembly line or, in the case of a service, the process to be used in providing it, such as a model plan or protocol for a financial audit. |
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Term
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Definition
is a management tool developed by Robert Kaplan and David Norton. It is used to tie to outcomes of each of an organization’s departments together under one measurement system.
There are four key areas addressed by the balanced scorecard:
Financial results
Customer results
Key internal processes
How people are hired and trained to achieve organization goals |
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Term
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Definition
| is the budgetary activity that human resources participates in to try to measure what value the people employed by the organization hold. |
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Term
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Definition
| consists of collecting information about the job which is to be done. |
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Term
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Definition
| used for religious workers. |
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Term
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Definition
| visa is used for individual or team athletes as well as entertainment groups. |
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Term
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Definition
| used for specialized knowledge workers |
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Term
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Definition
| provides significant benefits to an executive whose employment is terminated, usually under specific conditions such as a change in control of the company. Benefits can include severance pay, bonuses, options, continuation of medical coverage, and other types of benefits. |
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Term
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Definition
| most often used when a CEO takes a position that entails a high risk of termination due to restructuring or a change in direction, or sometimes as an incentive to retire early. |
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Term
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Definition
| also known as grantor trusts, are non-qualified deferred compensation plans established to provide retirement income for officers, directors, and HCEs. The funds are unsecured and therefore subject to claims made by the organization's creditors. Benefits are taxable as ordinary income at the time they're paid to beneficiaries. they are not protected by ERISA and only available to a limited number of employees at the executive level. |
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Term
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Definition
| associated with wages and salaries. This includes base pay, variable compensation, and pay for performance. |
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Term
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Definition
| consists of any employee payments not associated with wages and salaries. This includes fringe benefits such as vacation, sick, and holiday pay; insurance premiums paid on behalf of employees; leaves of absence; 401( k) or other pension plans; and government-mandated benefits such as Social Security or Family and Medical Leave Act (FMLA) and other benefits. |
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Term
| Trade Adjustment Assistance (TAA) program |
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Definition
| This program exists to assist workers who lose their jobs as the result of an increase in imported goods. Eligibility for the program requires a group of three or more workers to submit an application to the DOL Division of Trade Adjustment Assistance (DTAA). |
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Term
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Definition
| measures the number of new employees against the total number of employees. |
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Term
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Definition
| prohibits employment discrimination on the basis of race, creed, color, or national origin and requires affirmative steps be taken in advertising jobs, recruiting, employing, training, promotion, compensation, and terminating employees. |
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Term
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Definition
| expanded coverage for protected classes to include discrimination on the basis of sex. |
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Term
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Definition
| limited the impact of EO 11246 on faith-based and community organizations providing social services as federal contractors or subcontractors. |
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