Intro to HR Vocabulary Words

Term Definition
Application A screening instrument that gathers a large amount of biographical and vocational information for relatively little cost.
Attraction action program After an assessment of an organization's needs has been conducted, action programming must be developed to serve those needs. For example, action programs may be designed to increase the supply of the right employees in the organization (if forecasts sugg
Baby boomers People born between 1946 and 1964; in general, they greatly value loyalty, financial security, stability and a positive work ethic.
Background checks Used to verify job-related requirements of the applicant, including items such as driving record, credit history, and academic records.
Bona fide occupational qualification (BFOQ) Employment credentials that employers are allowed to consider while making decisions about hiring and retaining employees. There is a viable business reason for the qualification (even if it appears discriminatory).
Cash plan Provides for payment of profit shares at regular intervals.
Civil Rights Act of 1964 Makes it unlawful to refuse to recruit or hire an individual based on the individual's race, color, national origin, religion, or sex.
Content Validity Method used to confirm that a selection test measures what it is intended to measure by comparing the test to the job description (knowledge, skills, and abilities required to complete a job).
Delphi Technique A method of group decision-making and forecasting that involves successively collating the judgments of experts.
Development Activities or actions that help an employee prepare for future jobs.
Direct Compensation Types of payment that include basic wages and performance-based pay.
Diversity Differences in people (gender, education, personality, race, thinking style and more).
Empirical validity (also called statistical or predictive validity) describes how closely scores on a test correspond (correlate) with behavior as measured in other contexts.
Employee benefits life insurance, pension, worker's compensation, vacation. Rewards that are provided by the organization to employees for their membership and/or participation (attendance) in the organization.
Employee referral Word-of-mouth advertisements that generally involve rewarding employees for referring skilled job applicants to an organization.
Employment At-Will United States law that states that organizations can generally hire, fire or promote a person for any reason at any time. In addition, employees can leave for any reason at any time.
Equal Employment Opportunity Commission (EEOC) Federal agency that enforces antidiscrimination statutes with employers and is a resource for employees claiming employment discrimination.
Forced-distribution appraisal Superior must assign only a certain proportion of subordinates to each of several categories in respect to each other and may be divided into five categories, with a fixed percentage of all subordinates in each of these categories.
Generation X Born from 1965 & 1980 who well-positioned within their careers & find value in organizations that are stable, provide flexibility to define work arrangements (such as telecommuting), offer child care & elder care benefits, & promote work/life balance
Genetic Information Nondiscrimination Act of 2008 This Act prohibits the use of genetic information in employment decisions and restricts employers from requesting, requiring, or purchasing genetic information.
HR Generalist Provides guidance, supports management and acts as a source of help and information on human resource matters.
HR Specialist Responsible for a specific human resource management function within the organization, for example Benefits Specialist.
Implied contract An agreement created through the actions of the employer and employee rather than through negotiation and documentation. Employee handbooks may be argued to create this.
Inclusion A quality related to diversity that indicates the extent to which employees feel welcomed, respected, supported, and valued as team members.
Indirect compensation Rewards that include employee services, benefits, trainings and other items that hold value but in which the employee does not receive the dollars for general use.
Job evaluation Process to determine the relative worth of job-related contributions.
Job Posting An open invitation to all employees, through prominent display or notice, to apply for a job vacancy.
Job profile "An outline, a high-level overview of a position that provides general information about a particular position.
Job rotation A job design technique in which employees are moved between two or more jobs in a planned manner. The objective is to expose the employees to different experiences and a wider variety of skills to enhance job satisfaction and to cross-train them.
Learning organization Organization that is dedicated to the acquisition or development of knowledge and disseminating that knowledge throughout the organization with the intent of continually transforming itself to better meet the demands of customers.
Managerial Estimates The most common method of estimating HR demand. Managerial estimates are typically made by top management (a top-down approach).
Millennials People born between 1980 and 2000,They are especially resistant to authority due to cynicism regarding decisions made by managers. wan to be recognized for their ind. contributions. generally look for work that is productive & meaningful—not grunt work; l
Moral principles Main beliefs or values that guide an individual's ethical behavior.
Multiple Linear Regression multiple variables are used. For example, a projection of future demand is based on a past relationship between the organization's employment level and multiple variables.
Narrative essay appraisal Evaluation method in which the rater describes the employee's strengths and weaknesses and suggest methods for improving performance.
Nominal Group Technique A group process involving problem identification, solution generation, and decision making.
Paired-comparison appraisal Comparing each employee to every other incumbent, two at a time on a single standard, to determine which is "better".
Peer-appraisal Assessment of an employeea??s performance or future success by his or her peers work colleagues. Often considered an effective tool when teamwork and participation are part of the organizational culture.
Recruitment Activities that generate interest in an organization. The general purpose of recruitment is to provide a pool of potentially qualified job candidates from which to select.
Redundancy Planning HR planning associated with the process of laying off employees who are no longer needed.
Reference checks Contacting previous employers of a job applicant to determine his or her job history. Reference checks may also include checking with school(s) or college(s) attended by the applicant to verify educational qualifications.
Replacement planning Use of charts that show the names of the current occupants of positions in the organization and the names of likely replacements.
Simple Linear Regression Statistical techniqe that assesses the relationship of one variable (affect of changes) to another variable.
Straight ranking appraisal A superior lists the subordinates in order, from best to worst, usually on the basis of overall performance.
Succession planning Process and activities that identify critical positions in an organization and how they will be filled if current incumbents leave; tends to be longer term, more developmental and more flexible than replacement planning.
SWOT analysis Assessment of the firm's internal abilities and vulnerabilities to the external environment. Stands for Strengths, Weaknesses, Opportunities and Threats.
The Pregnancy Discrimination Act This Act recognizes pregnancy as a temporary disability and prohibits applicants from being discriminated against in the recruitment process because of pregnancy, childbirth, or related medical conditions.
Training Activities or actions directed at the employeesa?? improvement on the current job.
Variable compensation Rewards that link employee pay to employee and organizational performance. Examples inlcude form of profit sharing, bonuses, stock options, merit pay and piecework plans.

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