（人力资源管理）2024年人力资源管理专业词汇
Appendix A
Glossary of Human Resource Management Terms absentees 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 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 Active 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 selection 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 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
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 research 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 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
determining 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 areas 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 that 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 whether 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 having 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 The 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 behavioral 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 behavior
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 generally 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 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 \to the union at the beginning 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
(人力资源管理)2024年人力资源管理专业词汇
