GLOSSARY: HUMAN RESOURCES MANAGEMENT AND RELATED CONCEPTS

• Management Process: The five fundamental functions of management: planning, organizing, staffing, leading, and controlling.
• Human Resources Management (HRM): Policies and practices designed to handle the "people" aspects of management, including recruitment, training, performance appraisal, and rewards.
• Authority: The official rights to make decisions, assign tasks, and issue orders.
• Line Manager: A manager responsible for directing subordinates' work and achieving organizational goals.
• Staff Manager: A manager who supports and advises line managers.
• Implied Authority: Influence a personnel manager holds through their access to senior leadership, affecting decisions on matters like testing and compliance.
• Functional Control: Authority exercised by an HR manager in coordinating personnel activities.
• Staff (Service) Function: HR's role in supporting and advising line management.
• Globalization: The expansion of business operations, including sales and production, to international markets.

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2. Equal Opportunity and the Law

• Title VII of the 1964 Civil Rights Act: Prohibits employment discrimination based on race, color, religion, sex, or national origin.
• Equal Employment Opportunity Commission (EEOC): Enforces laws against workplace discrimination.
• Affirmative Action: Measures aimed at addressing the lingering effects of past discrimination.
• Office of Federal Contract Compliance Programs (OFCCP): Oversees federal contractors' compliance with equal opportunity regulations.
• Equal Pay Act of 1963: Mandates equal pay for equal work regardless of gender.
• Vocational Rehabilitation Act of 1973: Requires affirmative action for disabled individuals among federal contractors.
• Pregnancy Discrimination Act (PDA): Prohibits discrimination based on pregnancy or related medical conditions.
• Sexual Harassment: Unwelcome conduct based on sex that disrupts work or creates a hostile work environment.
• Meritor Savings Bank v. Vinson: Landmark Supreme Court case establishing that hostile work environments qualify as sexual harassment.

3. Job Analysis

• Job Analysis: Identifying the responsibilities, duties, and skills needed for a specific job.
• Job Description: Document outlining the duties, responsibilities, and working conditions of a job.
• Position Analysis Questionnaire (PAQ): Tool for collecting quantitative job data.
• Functional Job Analysis: A job classification method that includes reasoning, judgment, and communication requirements.

4. Personnel Planning and Recruiting

• Trend Analysis: Reviewing historical employment patterns to forecast future needs.
• Ratio Analysis: Using data ratios to predict staffing requirements.
• Scatter Plot: A graphical representation to find relationships between variables like sales and staffing.
• Job Posting: Advertising job openings internally or externally.

5. Employee Testing and Selection

• Test Validity: The extent to which a test measures what it claims to measure.
• Reliability: Consistency of test results over time.
• Work Sampling Technique: Evaluating job candidates through real or simulated job tasks.

6. Interviewing Candidates

• Structured Interview: A standardized format with a set list of questions.
• Stress Interview: Intentionally stressful situations to assess candidates' reactions.
• Panel Interview: Multiple interviewers evaluate a candidate.

7. Orienting and Training Employees

• Employee Orientation: Introducing new hires to company policies, culture, and expectations.
• On-the-Job Training (OJT): Practical, hands-on training while performing actual job duties.
• Programmed Learning: A systematic training method involving immediate feedback.

8. Developing Managers

• Management Development: Programs aimed at enhancing managerial knowledge and skills.
• Succession Planning: Preparing for future leadership transitions by identifying and training potential leaders.
• Behavior Modeling: Demonstrating effective management techniques followed by practice and feedback.

9. Managing Quality and Productivity

• Flextime: A flexible work schedule allowing employees to set their start and end times.
• Job Sharing: Two employees share one full-time position.
• Quality Circle: Groups of employees meeting to solve work-related problems collaboratively.

10. Appraising Performance

• Graphic Rating Scale: Evaluates employees on specific traits using a defined scale.
• Critical Incident Method: Focuses on recording significant examples of good or poor performance.
• Behaviorally Anchored Rating Scale (BARS): Combines qualitative incidents with a quantitative rating scale.

11. Managing Careers

• Career Cycle: Phases of career progression, from growth to decline.
• Exploration Stage: Period where individuals assess career options based on their skills and interests.
• Occupational Orientation: Personal tendencies guiding career choices, based on John Holland's theory.

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Career Anchors & Reality Shocks

• Career Anchors: Non-negotiable values or concerns that guide career decisions.
• Reality Shocks: Disillusionment faced by new employees when job expectations clash with reality.

Employee Compensation & Pay Plans

• Employee Compensation: Includes all forms of pay and rewards arising from employment.

• Key Acts:

  • Davis-Bacon Act (1931): Sets wage rates for federal contractors.
  • Fair Labor Standards Act (1938): Regulates wages, hours, and child labor.
  • Equal Pay Act (1963): Mandates equal pay for equal work regardless of gender.

• Job Evaluation & Pay Grades:

  • Methods: Ranking, classification, point method, and factor comparison.
  • Compensable Factors: Include skill, effort, responsibility, and working conditions.
  • Pay Grades & Wage Curve: Structure salaries based on job difficulty and market rates.

Performance-Based Pay & Incentives

• Types of Incentives:

  • Spot Bonuses: Immediate rewards for unmeasured achievements.
  • Piecework: Pay tied to units produced.
  • Team Incentives: Bonuses for exceeding group productivity goals.

• Long-Term Incentives:

  • Stock Options: Rights to purchase company shares at a fixed price.
  • Profit-Sharing Plans: Employees share company profits.

Benefits & Employee Services

• Health & Retirement Plans:

  • HMO & PPOs: Prepaid and discounted health care services.
  • Social Security & ERISA: Ensure retirement benefits and pension rights.

• Leave & Compensation:

  • Sick Leave, Severance Pay: Income during illness or job termination.
  • Flexible Benefits Programs: Tailored benefit plans for employees.

Labor Relations & Collective Bargaining

• Union Security Types: Closed shop, union shop, agency shop, and open shop.

• Key Acts:

  • Wagner Act (1935): Supports collective bargaining.
  • Taft-Hartley Act (1947): Outlines union and employer rights.

• Bargaining & Strikes:

  • Good Faith Bargaining: Honest negotiation efforts.
  • Mediation & Arbitration: Third-party conflict resolution methods.

Employee Discipline & Fair Treatment

• Dismissal & Alternatives:

  • Wrongful Discharge: Unlawful termination.
  • Layoffs & Downsizing: Workforce reductions with or without re-employment guarantees.

• Employee Advocacy Programs:

  • Speak-Up Programs & Open-Door Policies: Ensure employees can voice concerns.

Safety & Health in the Workplace

• Occupational Safety and Health Act (1970): Ensures safe working conditions.
• Key Terms:
  • Unsafe Acts/Conditions: Behavior or environments causing accidents.
  • Burnout: Exhaustion from unrealistic work expectations.