Human Resource Management
Human Resource Management (HRM) definitions or guide at a glance:
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Term
|
Definition
|
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Union avoidance
|
A company tactic of providing to
employees those things unions would provide without employees having to join
the union
|
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Union busting
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A company tactic designed to
eliminate the union that represents the company’s employees
|
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Union security arrangements
|
Labor contract provisions designed to
attract and retain dues-paying union members
|
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Union security provisions:
|
Contract clauses to aid the union is
obtaining and retaining members
|
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Union steward:
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An employee elected to serve as the
first-line representative of unionized workers
|
|
Union:
|
A formal association of workers that
promotes the interests of its members through collective action
|
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Unit labor cost:
|
Computed by dividing the average cost
of workers by their average levels of output
|
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Unsafe acts
|
Behavior tendencies and undesirable
attitudes that cause accidents
|
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Unsafe conditions
|
The mechanical and physical
conditions that cause accidents
|
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Upward appraisals
|
An employee appraisal process whereby
employees evaluate their supervisors
|
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Utility analysis:
|
Analysis in which economic or other
statistical models are built to identify the costs and benefits associated
with specific HR activities
|
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Utilization analysis:
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An analysis that identifies the
number of protected-class members employed and the types of jobs they hold in
an organization
|
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Utilization review:
|
An audit and review of the services
and costs billed by health-care providers
|
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Validity:
|
Extent to which a test actually
measures what it says it measures
|
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Variable pay:
|
Type of compensation linked to
individual, team, or organizational performance
|
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Variable pay:
|
Compensation linked to individual,
team, and organizational performance
|
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Vesting:
|
The right of employees to receive
benefits from their pension plans
|
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Virtual reality
|
A process whereby the work
environment is simulated by sending messages to the brain
|
|
Wage curve
|
Shows the relationship between the
value of the job and the average wage paid for this job
|
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Wage curve
|
The result of the plotting of points
of established pay grades against wage base rates to identify the general
pattern of wages and find individuals whose wages are out of line
|
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Wages:
|
Payments directly calculated on the
amount of time worked
|
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Wagner Act
|
This law banned certain types of
unfair labor practices and provided for secret-ballot elections and majority
rule for determining whether or not a firm’s employees want to unionize
|
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Walk-ins
|
Unsolicited applicants
|
|
Walsh-Healey Public Contract Act
|
A law enacted in 1936 that requires
minimum-wage and working conditions for employees working on any government
contract amounting to more than $10,000
|
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Ward Cove v. Atonio
|
US Supreme Court decision that makes
it difficult to prove a case of unlawful discrimination against an employer
|
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Weighted application form
|
A special type of application form
where relevant applicant information is used to determine the likelihood of
job success
|
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Wellness programs:
|
Programs designed to maintain or
improve employee health before problems arise
|
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Well-pay:
|
Extra pay for not taking sick leave
|
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Whistle-blowers:
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Individuals who report real or
perceived wrongs committed by their employers
|
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Whistle-blowing
|
A situation in which an employee
notifies authorities of wrongdoing in an organization
|
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Wildcat strike
|
An unauthorized strike occurring
during the term of a contract
|
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Wildcat strike
|
An unauthorized and illegal strike
that occurs during the terms of an existing contract
|
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Work sample tests:
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Tests that require an applicant to
perform a simulated job task
|
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Work sampling
|
A selection device requiring the job
applicant to actually perform a small segment of the job
|
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Work:
|
Effort directed toward producing or
accomplishing results
|
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Worker Adjustment and Retraining
Notification Act
|
Federal law requiring employers to
five sixty days’ notice of pending plant closing or major layoff
|
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Worker involvement programs
|
Programs that aim to boost
organizational effectiveness by getting employees to participate in planning,
organizing and managing their jobs
|
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Workers’ compensation:
|
Benefits provided to persons injured
on the job
|
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Workflow analysis:
|
A study of the way work (inputs,
activities, and outputs) moves through an organization
|
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Wrongful discharge:
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Occurs when an employer terminates an
individual’s employment for reasons that are improper or illegal
|
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Yellow-dog contract
|
An agreement whereby employees state
that they are not now, nor will they be in the future, union member
|
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Yield ratios:
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A comparison of the number of
applicants at one stage of the recruiting process to the number at the next
stage
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