-
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
offer
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 the federal
courts.
brainstorming
Brainstorming is a process by which
participants provide their ideas on
a
stated problem during a freewheeling group
session.
buddy
system
The
is
asked to show a new worker around the job site,
conduct introduction, and answer
the
newcomer'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 with 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
of the
organization. Normally the person is
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 held 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 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 goals.
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
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
required
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 decisions.
coinsurance
clause
A
coinsurance
clause
is
a
provision
in
an
insurance
policy
that
requires the employee to pay a
percentage of the insured's expenses
communication
Communication
is
the
transfer
of
information
and
understanding
from
one person to another.
comparable
worth
Comparable worth 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 employer.
comparative
evaluation
approaches
Comparative
evaluation
approaches
are
a
collection of different methods that
compare one person's performance with that of
co-workers.
compensation
Compensation is
what employees receive in exchange for their
work.
Comprehensive
Employment
and
Training
Act
of
1973
(CETA)
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
department)
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
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 employers 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 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
plans
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 targeted
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
objective 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 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
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.
deferral
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 gradually 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
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
Demotions 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
Occupational
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
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
encourage
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 more
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-free
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
disciplinary
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
Employee
Assistance
Programs
(EAPs)
EAPs
are
company-sponsored
programs
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 use 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 information 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
participation,
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 handled 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 between
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
employment
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 amended and
other laws such as the
Age Discrimination in Employ
equal
employment
opportunity
laws
Equal employment opportunity laws area
family
of
federal
and
state
acts
that
seek
to
ensure
equal
employment
opportunities
for
members of protected
groups.
Equal
Pay
Art
of
1963
This act prohibits
discrimination in pay because of a person's
sex.
ergonomics
Ergonomics is the study of biotechnical
relationships between the physical
attributes of workers and the physical
demands of the jobs.
The object is to
reduce
physical and mental strain in
order to increase productivity and quality of work
life.
error
of
central
tendency
The error of central tendency occurs
when a rater evaluates
employee
performance
as
neither
good
nor
poor,
even
when
some
employees
perform exceptionally well or poorly.
Instead, the rater rates everyone as
average.
evaluation
interviews
Evaluation
interviews are performance review sessions that
give
employees feedback about their
past Performance or about their future
potential.
executive
order
Executive
orders
are
presidential
decrees
that
normally
apply
to
government
contractors
or
managers
in
the
executive
branches
of
the
federal
government.
exit
interviews
Exit
interviews
are
conversations
with
departing
employees
to
learn
their views of the
organization.
expedited
arbitration
Expedited
arbitration
is
an
attempt
to
speed
up
the
arbitration
process.
It
may
include
an
arrangement
with
the
arbitrator
for
him
or
her
to
be
available
on
short
notice
tone
or
two
days)
and
to
render
a
quick
decision
at
the
conclusion
of the hearings (sometimes an oral decision is
used in these cases).
experience
rating
Experience rating is a practice whereby
state unemployment offices
determine
an
employer's
unemployment
compensation
tax
rate
based
on
the
employer's previous experience in
providing stable employment.
experiential
learning
Experiential
learning
means
that
participants
learn
by experiencing in the training
environment the kinds of problems they face on the
job.
exposure
Exposure
means
becoming
known
by
those
who
decide
on
promotions,
transfers, and
other career opportunities.
extrapolationpon
Extrapolation involves
extending past rates of change into the
facilitator
A
facilitator
is
someone
who
assists
quality
circles
and
the
quality
circle
leader in identifying and solving
workplace problems.
factor
comparison
method
The factor comparison
method is a form of job
evaluation
that
allocates
a
part
of
each
job's
wage
to
key
factors
of
the
job.
The
result
is
a
relative evaluation of the
organization's job.
fair
employment
practices
Fair
employment
practices
are
state
and
local
laws
that
prohibit
employer
discrimination
in
employment
against
members
of
protected
classes.
Fair
Labor
Standards
Act
of
1938
(FLSA)
FLSA
is
a
comprehensive
federal
law
affecting compensation
management. It sets minimum wage, overtime pay,
equal pay,
child labor, and record-
keeping requirements.
Federal
Mediation
and
Conciliation
Service
(FMCS)
The FMCS was created
by the
Labor
Management
Relations
Act
of
1947
to
help
labor
and
management
resolve
negotiation impasses
peacefully through mediation and conciliation
without resort to
a strike. The FMCS
also is a course of qualified labor
arbitrators.
feedback
Feedback is
information that helps evaluate the success or
failure of an action
or
system.
field
experiment
A
field
experiment
is
research
that
allows
the
researchers
to
study
employees under
realistic conditions to learn how experimental and
control subjects
react to new programs
and to other changes.
field
review
method
The
field
review
method
requires
skilled
representatives
of
the
personnel
department to go into the
Often
it
is
the
personnel
department's
representative
that
actually
fills
out
the
evaluation form after interviewing the
supervisor about employee performance.
Aextime
Flextime
is
a
scheduling
innovation
that
abolishes
rigid
starting
and
ending
times
for
each
day's
work.
Instead,
employees
are
allowed
to
begin
and
end
the
workday at their discretion, usually
within a range of hours.
Aexyear
Aexyear is
an employee scheduling concept that
allows workers to be off the
job for
part of the
year.
Employees
usually work the normal work year in less than 12
months.
forced
choice
method
The
forced
choice
method
of
employee
performance
evaluation
requires the
rater to choose the most descriptive statement in
each pair of statements
about the
employee being rated.
forecasts
Forecasts predict the organization's
future needs.
four-fifths
rule
The four-fifths rule is a test used by
the EEOC. When the election ratio
of
protected-class applicants is less than 80 percent
(or four-fifths) of the selection
ratio
for majority applicants, adverse impact is assumed
.
fully
insured
workers
Fully insured workers are employees who
have contributed 40
quarters (10 years)
to social security.
Functional
authority
Functional
authority
allows
staff
experts
to
make
decisions
in
specified circumstances that are
usually reserved for line managers.
funded plan
Funded
plans
require
an
employer
to
accumulate
moneys
in
advance
so
that
the
organization's
contribution
plans
plus
interest
will
cover
its
obligation.
funded retirement plans
A funded
retirement
plan
is
one
in
which
the
employer
sets
aside
sufficient
money
to
meet
the
future
pay
out
requirements.
gainsharing
Gainsharing
matches
an
improvement
(gain)
in
company
performance
to
some
distribution
(sharing)
of
the
benefits
with
employees.
golden
parachutes
Golden
parachutes
are
agreements
by
the
company
to
compensate
executives
with
bonuses
and
benefits
if
they
should
be
displaced
by
a
merger
or
acquisition.
grapevine communication
Grapevine
communication
is
an
informal
system
that
arises
spontaneously
from
the
social
interaction
of
people
in
the
organization.
grievance procedure
A grievance
procedure
is
a
multistep
process
that
the
employer
and
union
jointly
use
to
resolve
disputes
that
arise
under
the
terms
of
the
labor
agreement.
Griggs
v.
Duke Power Company (1971)
The
U.S.
Supreme
Court
case
held
that
when
an
employment
criterion
disproportionately
discriminates against
a protected
class,
the
employer
is
required
to
show
how
the
criterion
is
job
related.
guaranteed
annual
wage
A
guaranteed
annual
wage
assures
workers
of
receiving
a
minimum
amount
of
work
or
pay
during
the
course
of
a
year.
halo
effect
The
halo
effect
is
a
bias
that
occurs
when
a
rater
allows
some information
to
disproportionately
prejudice
the
final
evaluation.
harassment
Harassment
occurs
when
a
member
of
an
organization
treats
an
employee
in
a disparate
manner
because
of
the
worker's
sex,
race,
religion,
age,
or
other
protected
classification.
health
maintenance
organizations
(HMOs)
HMOs
are
a
form
of
health
insurance
whereby
the
insurer
provides
the
professional
staff
and
facilities
needed
to
treat
their
insured
policyholders
for
a
predetermined
monthly
fee.
hot-stove
rule
The
hot-stove
rule
states
that
disciplinary
actions should
have the
same
characteristics
as
the
penalty
a
person
receives
from
touching a
hot
stove.
That
is,
the
discipline
should
be
with
warning,
immediate, consistent,
and
impersonal.
house
organs
A
house
organ
is
any
regularly
published
organizational
magazine,
newspaper,
or
bulletin
directed
to
employees.
human
resource
forecasts
Human
resource
forecasts
predict
the
organization's
future
demand
for
employees.
human
resource
planning
Human
resource
planning
systematically
forecasts
an
organization's
future
supply,
and
demand
for,
employees.
human resources
Human
resources
are
the
people
who
are
ready,
willing,
and
able
to
contribute
to
organizational
goals.
Immigration
Reform
and
Control
Act
of
1986
Employers
are
required
to
screen
out
unauthorized
aliens.
The
act
requires
an
employment
verification
systems,
a
good
faith
effort,
and
specified
record-
keeping procedures.
imminent
danger
An
imminent
danger
is
a
situation
that
is
likely
to
lead
to
death
or
serious
injury
if
allowed
to
continue.
incentive
systems
Incentive
systems
link
compensation
and
performance
by
paying
employees
for
actual
results,
not
for
seniority
or
hours
worked.
indexation
Indexation
is
a
method
of
estimating
future
employment
needs
by
matching
employment
growth
with
some
index,
such
as
sales
growth.
industrial democracy
Industrial
democracy
refers
to
giving
employees
a
larger
voice
in
making
the
work-
related
decisions
that
affect
them.
industrial unions
Industrial
unions
are
labor
organizations
that
seek
to
include
all
of
an
employer's
eligible
workers
regardless
of
whether
they
are
skilled,
semiskilled,
or
unskilled.
in-house
complaint
procedures
In-
house
complaint
procedures
are
organizationally
developed
methods
for
employees
to
register
their
complaints
about
various
aspects
of
the
organization.
job
analysis
Job
analysis
systematically
collects,
evaluates,
and
organizes
information
about
jobs.
job analysis
schedule
Job
analysis
schedules
are
checklists
or
questionnaires
that
seek
to
collect
information
about
jobs
in
a
uniform
manner.
(They
are
also
called
job
analysis
questionnaires.)
job
banks
Job
banks
exist
in
state
employment
offices.
They
are
used
to
match
applicants
with
job
openings.
job code
A job
code
uses
numbers,
letters,
or
both
to
provide
a
quick
summary
of
the
job
and
its
content.
job
description
A
job
description
is
a
written
statement
that
explains
the
duties,
working
conditions,
and
other
aspects
of
a
specified
job.
job enlargement
Job
enlargement
means
adding
more
tasks
to
a
job
in
order to
increase
the
job
cycle.
job
enrichment
Job
enrichment
means
adding
more
responsibilities,
autonomy,
and
control
to
a
job.
job
evaluations
Job
evaluations
are
systematic
procedures
to
determine
the
relative
worth
of
jobs.
job
families
Job
families
are
groups
of
different
jobs
that
require
similar
skills.
Job-Flo
Job-Flo
is
a
monthly
report
of
frequently
listed
openings
from
job
banks
throughout
the
country.
job grading
Job
grading
is
a
form
of
job
evaluation
that
assigns
jobs
to
predetermined
classifications
according
to
the
job's
relative
worth
to
the
organization.
This
technique
is
also
called
the
job
classification
method.
Jobholder reports
Jobholder
reports
are
reports
to
employees
about
the
firm's
economic
performance.
Job Information Service
The
Job
Information
Service
is
a
feature
of
state employment
security
agencies
that
enables
job
seekers
to
review
job
bank
listings
in
their
efforts
to
find
employment.
job instruction training
Job
instruction
training
is
training
received
directly
on
the
job.
It
is
also
called
on-the-
job-training.
job performance standards
Job
performance
standards
are
the
work
requirements
that
are
expected
from
an
employee
on
a
particular
job.
job
posting
Job
posting
informs
employees
of
unfilled
job
openings
and
the
qualifications
for
these
jobs.
job progression ladder
A
job
progression
ladder
is
a
particular
career
path where
some
jobs
have
prerequisites.
job
ranking
Job
ranking
is
one
form
of
job
evaluation
that
subjectively
ranks
jobs
according
to
their
overall
worth
to
the
organization.
job rotation
Job
rotation
is
the
process
of
moving
employees
from
one
job
to
another
in
order
to
allow
them
more
variety
on
their
jobs
and
the
opportunity
to
learn
new
skills.
job
satisfaction
Job
satisfaction
is
the
favorableness
or
unfavorableness
with
which
employees
view
their
work.
job sharing
Job
sharing
is
a
scheduling
innovation
that
allows
two
or
more workers
to
share
the
same
job,
usually
by
each
working
part-
time.
job
specifications
A job
specification
describes
what
a
job,
demands
of
employees
who
do
it
and
the
human
skills
that
are
required.
Job
Training
Partnership
Act
of
1983
This
act
provides
federal
funds
to
authorized
training
contractors,
often
city
or
state
government
agencies. These
moneys
are
used
to
train
people
in
new,
employable
skills.
(It
replaces
the
Comprehensive
Education
and
Training
Act
of
1973.)
joint
study
committees
Joint
study
committees
include
representatives
from management
and
the
union
who
meet
away
from
the
bargaining
table
to
study
some
topic
of
mutual
interest
in
the
hope
of
finding
a
Solution
that
is
mutually
satisfactory.
juniority
Juniority
provisions
require
that
layoffs
be
first
offered
to
senior
workers
who
may
accept
or
refuse
them.
If
sufficient
senior
workers
do
not
accept
the
layoffs,
then
management
is
free
to
lay
off
the
least
senior
workers.
key
jobs
Key
jobs
are
those
that
are
common
in
the
organization
and
in
its labor
market.
labor
agreement
A
labor
agreement,
which
is
also
called
a
labor
contract,
is
a
legal
document
that
is
negotiated
between
the
union
and
the
employer.
It
states
the
terms
and
conditions
of
employment.
laboratory training
Laboratory
training
is
a
form
of
group
training
primarily used
to
enhance
interpersonal
skills.
Labor
Management
Relations
Act
of
1947
(LMRA)
The
LMRA,
also
know
as
the
Taft-Hartley
Act,
amended
the
National
Labor
Relations
Act
of1935
by
designing
specific
union
actions
that
were
considered
to
be
unfair labor
practices.
The
act
also
created
the
Federal
Mediation
and
Conciliation
Service
and
enabled
the
president
of
the
United
States
to
call
for
injunctions
in
national
emergency
strikes.
Labor-Management Reporting and
Disclosure Act of 1959 (LMRDA)
The
LMRDA,
also
called
the
Landrum-
Griffin
Act,
amended
the
National
Labor
Relations
Act.
It
created
the
union
members'
of
rights
by
giving
union
members
certain
rights
in
dealing
with
their
union.
The
law
also
established
detailed
reporting
requirements
for
those
who
handle
union
funds.
labor market
The
labor
market
is
the
area
in
which
the
employer
recruits.
labor
market
analysis
Labor
market
analysis
is
the
study
of
the
employee's
labor
market
to
evaluate
the
present
or
future
availability
of
workers.
Landrum-Griffin Act
See
Labor-
Management
Reporting
and
Disclosure
Act
of
1959.
law
of
effect
(Thorndike's
law)
The
law
of
effect
states
that
people
learn
to
repeat
behaviors
that
have
favorable
consequences,
and
they
learn
to
avoid
behaviors
that
have
unfavorable
consequences.
layoffs
Layoffs
are
the
separation
of
employees
from
the
organization
for
economic
or
business
reasons.
learning
curve
A
learning
curve
is
a
visual
representation
of
the
rate
at
which
one
learns
given
material
through
time.