人力资源管理专业词汇

1、Appendix AGlossary of Human Resource Management Termsabsentees Absentees are employees who are scheduled to be at work but are not present.Accident and sickness policies Accident and sickness policies usually provide a minimum-care stipend for several weeks up to six months to help employees defray

2、the loss of income while they are sick or recovering from an accident.accreditation Accreditation is a process of certifying the competence of a person in an area of capability. The Society for Human Resource Management operates an accreditation program for personnel professionals.active listening A

3、ctive listening requires the listener to stop talking, to remove distractions, to be patient, and to empathize with the talker.adverse selection Adverse selection occurs when an insurance company has a disproportionately high percentage of insureds who will make claims in the future. Adverse selecti

4、on often results when people are given a chance to buy insurance without prescreening, which often means that a higher than normal proportion have a condition that is likely to cause them to be frequent claimants.affirmative action programs Affirmative action programs are detailed plans developed by

5、 employers to undo the results of past employment discrimination, or to ensure equal opportunity in the future.Age Discrimination in Employment Act of 1967 (as amended) This act prohibits discrimination on employment because of age against those who are 40 and older.American Federation of Labor and

6、Congress of Industrial Organization(AFL-CIO) The AFL-CIO is a federation of most national unions. It exists to provide a unified focal point for the labor movement, to assist national unions, and to influence government policies that affect members and working people.applied research Applied researc

7、h is a study of practical problems, the solutions of which will lead to improved performance.arbitration Arbitration is the submission of a dispute to a neutral third party.assessment centers Assessment centers are a standardized form of employee appraisal that relies on multiple types of evaluation

8、 and multiple raters.associate membership Associate membership in a labor organization allows people who are not employed under a union contract to affiliate with a union by paying fees and dues in return for union-supported benefits.attitude surveys Attitude surveys are systematic methods of determ

9、ining what employees think about their organization. The surveys are usually done through questionnaires. Attitude survey feedback results when the information collected is reported back to the participants. This process then is usually followed by action planning to identify and resolve specific ar

10、eas of employee concern.attrition Attrition is the loss of employees who leave the organization's employment.audit report The audit report is a comprehensive description of personnel activities. It includes both commendation for effective practices and recommendations for improving practices tha

11、t are ineffective.audit team An audit team consists of those people who are responsible for evaluating the performance of the personnel department.authorization cards Authorization cards are forms that prospective union members sign. The cards indicate their wish to have an election to determine whe

12、ther a labor organization will represent the workers in their dealings with management.autonomous work groups Autonomous work groups are teams of workers, without a formal company-appointed leader, who decide among themselves most decisions traditionally handled by supervisors.autonomy Autonomy is h

13、aving control over one's work.bargaining book A bargaining book is a compilation of the negotiation team's plans for collective bargaining with labor or management. Increasingly, the bargaining book is being replaced by information stored in accompany or union computer.bargaining committee T

14、he union bargaining committee consists of union officials and stewards who negotiate with management's representatives to determine wages, hours, and working conditions to be embodied in the labor agreement.behaviorally anchored rating scales (BARS) BARS rate employees scale that has specific be

15、havioral examples on it to guide the rater. Behavioral modeling Behavioral modeling relies on the initiation or emulation of a desired behavior. A repetition of behavior modeling helps to develop appropriate responses in specified situations.behavior modification Behavior modification states that be

16、havior depends on its consequences.blind ads Blind ads are want ads that do not identify the employer.bona fide occupational qualifications (BFOQ) A BFOQ occurs when an employer has a justified business reason for discriminating against a member of a protected class. The burden of proving a BFOQ gen

17、erally falls on the employer.bottom-line test The bottom-line test is applied by the Equal Employment Opportunity Commission to determine if a firm's overall selection process is having an adverse impact on protected groups. Even though individual steps in the selection process might exhibit an

18、adverse impact on a protected group, the firm will be considered in compliance if the overall process does not have an adverse effect.Boulwarism Boulwarism is a negotiation strategy developed by General Electric. Using this approach the company made its "best" offer to the union at the beg

19、inning of negotiations. Then it remained firm unless the union could find where management had erred in the calculations used to arrive at the offer. This strategy has been ruled as an unfair labor practice by the National Labor Relations Board and by the federal courts.brainstorming Brainstorming i

20、s a process by which participants provide their ideas on a stated problem during a freewheeling group session.buddy system The "buddy system" of orientation exists when an experienced employee is asked to show a new worker around the job site, conduct introduction, and answer the newcomer&

21、#39;s questions.burnout Burnout is a condition of mental, emotional, and sometimes physical exhaustion that results from substantial prolonged stress.business agent A business agent is a full-time employee of a local (usually craft) union. The business agent helps employees resolve their problems wi

22、th management.business unionism Business unionism describes unions that seek to improve the wages, hours, and working conditions of their members in a business like manner. (See social unionism.)buy-back Buy-backs occur when an employee who attempts to resign is convinced to stay in the employment o

23、f the organization. Normally the person is "bought back" with an offer of increased wages or salary.Cafeteria benefit programs Cafeteria benefit programs allow employees to select the fringe benefits and services that answer their individual needs.career A career is all the jobs that are h

24、eld during one's working life.career counseling Career counseling assists employees in finding appropriate career goals and paths. career development Career development consists of those experiences and personal improvements that one undertakes to achieve a career plan.career goals Career goals

25、are the future positions that one strives to reach. These goals serve as benchmarks along one's career path.career path A career path is the sequential pattern of jobs that form one's career.career planning Career planning is the process by which one selects career goals and paths to those g

26、oals.career plateau A career plateau occurs when an employee is in a position that he or she does well enough not to be demoted or fired but not well enough to be promoted.change agents Change agents are people who have the role of stimulating change within a group.checkoff A checkoff provision in a

27、 union-management labor agreement requires the employer to deduct union dues from employee paychecks and to remit those moneys to the union.Civil Rights Act of 1964 This act was passed to make various forms of discrimination illegal.closed shop A closed shop is a workplace where all employees are re

28、quired to be members of the union before they are hired. These arrangements are illegal under the National Labor Relations Act.codetermination Codetermination is a form of industrial democracy first popularized in West Germany. It gives workers the right to have representatives vote on management de

29、cisions.coinsurance clause A coinsurance clause is a provision in an insurance policy that requires the employee to pay a percentage of the insured's expensescommunication Communication is the transfer of information and understanding from one person to parable worth Comparable worth

30、is the idea that a job should be evaluated as to its value to the organization and then paid accordingly. Thus jobs of comparable worth would be paid equally. For example, two people with widely different jobs would both receive the same pay if the two jobs were of equal value to the par

31、ative evaluation approaches Comparative evaluation approaches are a collection of different methods that compare one person's performance with that of pensation Compensation is what employees receive in exchange for their work.Comprehensive Employment and Training Act of 1973 (CETA

32、) CETA was a broad-ranging act designed to provide job training, employment, and job hunting assistance to less advantaged persons. It has since been replaced by the Job Partnership Training Act.concentration in employment Concentration exists when an employer (or some subdivision such as a departme

33、nt) has a higher proportion of employees from a protected class than is found in the employer's labor market. (See underutilization.)concessionary bargaining Concessionary bargaining occurs when labor management negotiations result in fewer employer-paid fringe benefits or wage concessions, such

34、 as a freeze or wage cut.conciliation agreement a conciliation agreement is a negotiated settlement agreeable to the EEOC and to all parties involved. Its acceptances closes the case.Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) This act was signed into law in 1986. COBRA requires e

35、mployers that provide group benefits to employees through a group plan to also provide group benefits to qualified beneficiaries with the right to elect to continue their coverage for a certain period of time after their coverage would otherwise terminate, with a few exceptions.constructs Constructs

36、 are substitutes for actual performance. For example, a score on a test is a construct for actual learning.contract labor Contract labor consists of people who are hired (and often trained) by an independent agency that supplies companies with needed human resources for a fee.contributory benefit pl

37、ans Contributory benefit plans are fringe benefits that require both the employer and the employee to contribute to the cost of the insurance, retirement, or other employer benefit.coordinated organizing Coordinated organizing occurs when two or more unions pool their resources to organize a targete

38、d employer or group of employees.corrective discipline Corrective discipline is an action that follows a rule infraction and seeks to discourage further infractions so that future acts are in compliance with standards.counseling Counseling is the discussion of an employee problem with the general ob

39、jective of helping the worker cope with it.counseling functions Counseling functions are the activities performed by counselors. They include advice, reassurance, communication, release of emotional tension, clarified thinking, and reorientation.craft unions Craft unions are labor organizations that

40、 seek to include all workers who have a common skill, such as carpenters or plumbers.critical incident method The critical incident method requires the rater to report statements that describe extremely good or extremely bad employee behavior. These statements are called critical incidents, and they

41、 are used as examples of good or bad performance in rating the employee.Decision-making authority See line authority.deductible clause A deductible clause is a provision in an insurance policy that requires the insured to pay a specified amount of a claim before the insurer is obligated to pay.defer

42、ral jurisdictions Deferral jurisdictions are areas in the United States where the EEOC will refer a case to another (usually a state or local)agency; for example, Florida Human Relations Commission.deferred stock incentive systems These incentives award stock that becomes owned by the executive grad

43、ually over several years.delegation Delegation is the process of getting others to share a manager's work. It requires the manager to assign duties, grant authority, and create a sense of responsibility.Delphi technique The Delphi technique solicits predictions from a panel of experts about some

44、 specified future development(s). The collective estimates are then reported back to the panel so that the members may adjust their opinions. This process is repeated until a general agreement on future trends emerges.demographics Demographics is the study of population characteristics.demotions Dem

45、otions occur when an employee is moved from one job to another that is lower in pay, responsibility, and organizational level.development Development represents those activities that prepare an employee for future responsibilities.Dictionary of Occupational Titles (DOT) The Dictionary of Occupationa

46、l Titles is a federal government publication that provides detailed job descriptions and job codes for most occupations in government and industry.differential validity Differential validity is used to demonstrate that tests or other selection criteria are valid for different subgroups or protected

47、classes.directive counseling Directive counseling is the process of listening to an employee's emotional problems, deciding with the employee what should be done, and then telling and motivating the employee to do it. (See non directive counseling.)discipline Discipline is management action to e

48、ncourage compliance with the organization's standards.dismissal Dismissal is the ultimate disciplinary action because it separates the employee from the employer for a cause.disparate impact Disparate impact occurs when the results of an employer's actions have a different effect on one or m

49、ore protected classes.disparate treatment Disparate treatment occurs when members of a protected class receive unequal treatment.Drug-Free Workplace Act of 1988 This legislation requires that organizations applying for federal grants certify that they will make good-faith efforts to provide a drug-f

50、ree work place. dual responsibility for personnel management Since both line and staff managers are responsible for employees, production, and quality of work life, a dual responsibility for personnel management exists.due process Due process means that established rules and procedures for disciplin

51、ary action are followed and that employees have an opportunity to respond to the charges made against them.early retirement Early retirement occurs when a worker retires from an employer before the "normal" retirement age.Employee Assistance Programs (EAPs) EAPs are company-sponsored progr

52、ams to help employees overcome their personal problems through direct company assistance, counseling, or outside referral.employee handbook The employee handbook explains key benefits, policies, and general information about the employer.The Employee Polygraph Protection Act The act prohibits the us

53、e of polygraphs in private industry by forbidding any employer engaged in commerce or in the production of goods for commerce from directly or indirectly requiring, requesting, or causing any employee or prospective employee to take or submit to a lie detector test. Restrictions also cover use of in

54、formation regarding results of such a test and the taking of adverse employment action against any employee who refuses, declines, or fails to take a lie detector test.Employee Retirement Income Security Act (ERISA) ERISA was passed by Congress to ensure that employer pension plans meet minimum part

55、icipation, vesting, and funding requirements.employment freeze An employment freeze occurs when the organization curtails future hiring.employment function The employment function is that aspect of personnel responsible for recruiting, selecting, and hiring new workers. This function is usually hand

56、led by the employment section or employment manager of a large personnel department.employment references Employment references are evaluations of an employee's work performance. They are provided by past employers.employment tests Employment tests are devices that assess the probable match betw

57、een the applicants and the job requirements.Equal Employment Act of 1972 This act strengthened the role of the Equal Employment Opportunity Commission by amending the Civil Rights Act of 1964. The 1972 law empowered the EEOC to initiate court action against non complying organizations.equal employme

58、nt opportunity Equal employment opportunity means giving people a fair chance to succeed without discrimination based on factors unrelated to job performance-such as age, race, or national origin.Equal Employment Opportunity Commission (EEOC) The EEOC is the federal agency responsible for enforcing Title VII of the Civil Rights Act, as am