Glossary

Settling labor-management disputes through a third party. The decision is final and binding.

Negotiating a labor agreement.

Negotiation process in which a specialist in labor-management negotiations acts as a go-between for management and the unions and helps focus on the problems.

A collection of unions banded together to achieve common goals.

A formal complaint by a union worker that management has violated the contract.

Detailed, written plan to ensure the strategic plan is achieved

The management of people within organizations, focusing on the touchpoints of the employee life cycle.

Creating a strategy for meeting current and future human resource needs.

Additional pay for attaining a specific goal.

A formal system developed to determine the tasks people actually perform in their jobs.

The tasks and responsibilities of a job.

Refers to how a job can be modified or changed to be more effective—for example, changing tasks as new technology becomes available.

Adding new challenges or responsibilities to a current job.

The practice of expanding job content through depth to create more opportunities for satisfaction

Involves a systematic movement of employees from job to job within an organization.

The skills and abilities the person must have to perform the job.

The type of training that occurs when someone has been identified as a good manager candidate. Could include soft skills training, technical training, and skills training.

A form of on-the-job training in which a senior manager or other experienced employee provides job- and career-related information to a mentee.

Something that prompts a person to release his or her energy in a certain direction.

The gap between what is and what is required.

Presentation to get the new employee ready to perform his or her job.

A comparison of actual performance with expected performance to assess an employee’s contributions to the organization.

Creating an outline to guide operations in a direction of a mission, vision, and values

The creation of products and services by turning inputs, such as natural resources, raw materials, human resources, and capital, into outputs, which are products and services.

Anything that decreases a specific behavior.

A process that provides the organization with a pool of qualified job candidates from which to choose.

Anything that increases a specific behavior.

The process of determining which persons in the applicant pool possess the qualifications necessary to be successful on the job.

A scaled-down version or mock-up of equipment, processes, or a work environment.

A detailed document that synthesizes information to determine how many people should be hired, when they should be hired, and what skills they should have.

A type of interview with a set of standardized questions based on the job analysis, not on the individual candidate’s résumé.

Examination of current employees to identify people who can fill vacancies and be promoted.

Activities that provide learning situations in which an employee acquires additional knowledge or skills to increase job performance.

The gap between what is and what is desired.