HRM KEY TERMS
accidental death and dismemberment coverage: Employer-paid benefit that provides a fixed lumpsum benefit in addition to life insurance benefits when death is accidental or a range of benefits in
case of accidental loss of limbs or sight.
achievement tests: Tests used to measure knowledge or proficiency acquired through education,
training, or experience.
action learning: A training technique by which management trainees are allowed to work full time,
analyzing and solving problems in other departments.
advance/reasonable notice: Advance written notice required if the employer is going to terminate
employment of a worker without cause.
alternation ranking method: Ranking employees from best to worst on a particular trait.
applicant tracking systems (ATS): Online systems that help employers attract, gather, screen,
compile, and manage applicants.
appraisal bias: The tendency to allow individual differences, such as age, race, and sex, to affect the
appraisal ratings that these employees receive.
aptitude tests: Tests that measure an individual’s aptitude or potential to perform a job, provided he
or she is given proper training.
Arbitration: The use of an outside third party to investigate a dispute between an employer and
union and impose a settlement.
Attrition: The normal separation of employees from an organization because of resignation,
retirement, or death.
auditory learning: learning through talking and listening.
Authority: The right to make decisions, direct others’ work, and give orders.
authorization card: A card signed by an employee that indicates his or her willingness to have the
union act as his or her representative for purposes of collective bargaining.
baby boomers: Individuals born between 1946 and 1964.
bad-faith damages: Reserved for extreme circumstances in which the employers was untruthful,
misleading, or unduly insensitive to the employee in the course of a dismissal.
balanced scorecard: A measurement system that translates an organization’s strategy into a
comprehensive set of performance measures.
balance sheet approach: A method of formulating expatriate pay based on equalizing purchasing
power across countries.
bargaining unit: The group of employees in a firm, a plant, or an industry that has been recognized
by an employer or certified by a labour relations board (LRB) as appropriate for collective bargaining
purposes.
bargaining zone: The area defined by the bargaining limits (resistance points) of each side, in which
compromise is possible, as is the attainment of a settlement satisfactory to both parties.
behaviour modelling: A training technique in which trainees are first shown good management
techniques, then asked to play roles in a simulated situation, and finally given feedback regarding
their performance.
behavioural interview or behaviour description interview (BDI): A series of job-related questions
that focus on relevant past job-related behaviours.
behaviourally anchored rating scale (BARS): An appraisal method that aims to combine the
benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with
specific narrative examples of good and poor performance.
benchmark job: A job that is critical to the firm’s operations or that is commonly found in other
organizations.
biographical information blank (BIB): A detailed job application form requesting biographical data
found to be predictive of success on the job, pertaining to background, experiences, and preferences.
Responses are scored.
blind ad: A recruitment ad in which the identity and address of the employer are omitted.
bona fide occupational requirement (BFOR): A justifiable reason for discrimination based on
business necessity (that is, required for the safe and efficient operation of the organization) or a
requirement that can be clearly defended as intrinsically required by the tasks an employee is
expected to perform.
Boycott: An organized refusal of bargaining unit members and supporters to buy the products or use
the services of the organization whose employees are on strike in an effort to exert economic
pressure on the employer.
Broadbanding: Reducing the number of salary grades and ranges into just a few wide levels or
“bands,” each of which then contains a relatively wide range of jobs and salary levels.
Burnout: The total depletion of physical and mental resources caused by excessive striving to reach
an unrealistic work-related goal.
business unionism: The activities of labour unions focusing on economic and welfare issues,
including pay and benefits, job security, and working conditions.
Canada/Quebec Pension Plans (C/QPP): Programs that provide three types of benefits: retirement
income; survivor or death benefits payable to the employee’s dependants regardless of age at time of
death; and disability benefits payable to employees with disabilities and their dependants. Benefits
are payable only to those individuals who make contributions to the plans or to their family members.
Capital accumulation programs: Long-term incentives most often reserved for senior executives.
Career: A series of work-related positions, paid or unpaid, that help a person to grow in job skills,
success, and fulfillment.
career anchor: A concern or value that a person will not give up if a choice has to be made.
career development: The lifelong series of activities (such as workshops) that contribute to a
person’s career exploration, establishment, success, and fulfillment.
career planning: The deliberate process through which someone becomes aware of personal skills,
interests, knowledge, motivations, and other characteristics; acquires information about opportunities
and choices; identifies career-related goals; and establishes action plans to attain specific goals.
case study method: A development method in which a trainee is presented with a written description
of an organizational problem to diagnose and solve.
caucus session: A session in which only the members of one’s own bargaining team are present.
central tendency: A tendency to rate all employees in the middle of the scale.
Certification: Recognition for having met certain professional standards. In labour relations, the
procedure whereby a labour union obtains a certificate from the relevant LRB declaring that the union
is the exclusive bargaining agent for a defined group of employees in a bargaining unit that the LRB
considers appropriate for collective bargaining purposes.
change agents: Specialists who lead the organization and its employees through organizational
change.
Charter of Rights and Freedoms: Federal law enacted in 1982 that guarantees fundamental
freedoms to all Canadians.
classification/grading method: A method for categorizing jobs into groups.
closed shop: Only union members in good standing may be hired by the employer to perform
bargaining unit work.
Coinsurance: The percentage of expenses (in excess of the deductible) that are paid for by the
insurance plan.
collective bargaining: Negotiations between a union and an employer to arrive at a mutually
acceptable collective agreement.
collective bargaining agreement (union contract): A formal agreement between an employer and
the union representing a group of its employees regarding terms and conditions of employment.
compensable factor: A fundamental, compensable element of a job, such as skill, effort,
responsibility, and working conditions.
Competencies: Demonstrable characteristics of a person that enable performance of the job.
competency-based job analysis: Describing a job in terms of the measurable, observable
behavioural competencies an employee must exhibit to do a job well.
compressed work week: Schedule in which employee works fewer but longer days each week.
Conciliation: The often mandatory use of a neutral third party who has no direct input on the
negotiation process to help an organization and the union representing a group of its employees
communicate more effectively with the aim of coming to a mutually satisfactory collective agreement.
construct validity: The extent to which a selection tool measures a theoretical construct or trait
deemed necessary to perform the job successfully.
constructive dismissal: When the employer makes unilateral changes in the employment contract
that are unacceptable to the employee, even though the employee has not been formally terminated.
content validity: The extent to which a selection instrument, such as a test, adequately samples the
knowledge and skills needed to perform the job.
contextual performance: An individual’s indirect contribution to the organization by improving the
organizational, social, and psychological behaviours that contribute to organizational effectiveness
beyond those specified for the job.
contingent/non-standard workers: Workers who do not have regular full-time employment status.
contract workers: Employees who develop work relationships directly with the employer for a
specific type of work or period of time.
contrast or candidate-order error: An error of judgment on the part of the interviewer because of
interviewing one or more very good or very bad candidates just before the interview in question.
controlled experimentation: Formal methods for testing the effectiveness of a training program,
preferably with a control group and with tests before and after training.
craft union: Traditionally, a labour organization representing workers practising the same craft or
trade, such as carpentry or plumbing.
criterion-related validity: The extent to which a selection tool predicts or significantly correlates with
important elements of work behaviour.
critical illness insurance
The benefit that provides a lump-sum benefit to an employee who is diagnosed with and
survives a life-threatening illness.
critical incident method: Keeping a record of uncommonly good or undesirable examples of an
employee’s work-related behaviour and reviewing the list with the employee at predetermined times.
data mining: Algorithmic assessment of vast amounts of employee data to identify correlations that
employers then use to improve their employee-selection and other practices.
data warehouse: A specialized type of database that is optimized for reporting and analysis and is
the raw material for managers’ decision support.
Decertification: The process whereby a union is legally deprived of its official recognition as the
exclusive bargaining agent for a group of employees.
Deductible: The annual amount of health/dental expenses that an employee must pay before
insurance benefits will be paid.
deferred profit-sharing plan (DPSP): A plan in which a certain amount of company profits is
credited to each employee’s account, payable at retirement, termination, or death.
defined benefit pension plan: A plan that contains a formula for determining retirement benefits.
defined contribution pension plan: A plan in which the employer’s contribution to the employees’
retirement fund is specified.
Delphi technique: A judgmental forecasting method used to arrive at a group decision, typically
involving outside experts as well as organizational employees. Ideas are exchanged without face-toface interaction and feedback is provided and used to fine-tune independent judgments until a
consensus is reached.
developmental job rotation: A management training technique that involves moving a trainee from
department to department to broaden his or her experience and identify strong and weak points.
diary/log: Daily listings made by employees of every activity in which they engage, along with the
time each activity takes.
differential piece-rate plan: A plan by which a worker is paid a basic hourly rate plus an extra
percentage of his or her base rate for production exceeding the standard per hour or per day. It is
similar to piecework payment but is based on a percentage premium.
differential or unequal treatment: Treating an individual differently in any aspect of terms and
conditions of employment based on any of the prohibited grounds.
differential validity: Confirmation that the selection tool accurately predicts the performance of all
possible employee subgroups, including white males, women, visible minorities, persons with
disabilities, and Aboriginal people.
direct financial payments: Pay in the form of wages, salaries, incentives, commissions, and
bonuses.
disability management: A proactive, employer-centred process that coordinates the activities of the
employer, the insurance company, and healthcare providers in an effort to minimize the impact of
injury, disability, or disease on a worker’s capacity to successfully perform his or her job.
Discrimination: As used in the context of human rights in employment, a distinction, exclusion, or
preference based on one of the prohibited grounds that has the effect of nullifying or impairing the
right of a person to full and equal recognition and exercise of his or her human rights and freedoms.
discrimination because of association: Denial of rights because of friendship or other relationship
with a protected group member.
Dismissal: Involuntary termination of an employee’s employment.
dismissal for just cause: An employer-initiated termination based on an employee’s poor
behaviours; in these situations, no severance, reasonable notice periods, or additional payments
beyond what the employee has already earned are owed.
distributive bargaining: A win–lose negotiating strategy, where one party gains at the expense of
the other.
distributive justice: Fairness of a decision outcome.
Downsizing: Refers to an intentional decision made by executives within the organization that
involves a reduction of the workforce to improve efficiency or effectiveness of the organization by
affecting the work process. Often the term layoff is used to define downsizing in research and
organizations.
due diligence: Employers’ responsibility regarding taking every reasonable precaution to ensure the
health and safety of their workers.
early retirement buyout programs: Strategies used to accelerate attrition that involve offering
attractive buyout packages or the opportunity to retire on full pension with an attractive benefits
package.
e-learning: Delivery and administration of learning opportunities and support via computer,
networked, and web-based technology to enhance employee performance and development.
electronic HR (e-HR): A form of technology that enables HR professionals to integrate an
organization’s HR strategies, processes, and human capital to improve overall HR service delivery.
electronic performance monitoring (EPM): Having supervisors electronically monitor the amount of
computerized data an employee is processing per day and thereby his or her performance.
electronic performance support systems (EPSS): Computer-based job aids, or sets of
computerized tools and displays, that automate training, documentation, and phone support.
emotional intelligence (EI) tests: Tests that measure a person’s ability to monitor his or her own
emotions and the emotions of others and to use that knowledge to guide thoughts and actions.
employee assistance plan (EAP): A company-sponsored program to help employees cope with
personal problems that are interfering with or have the potential to interfere with their job
performance, as well as issues affecting their well-being or the well-being of their families.
employee benefits: Indirect financial payments given to employees. They may include
supplementary health and life insurance, vacation, pension plans, education plans, and discounts on
company products.
employee compensation: All forms of pay or rewards going to employees and arising from their
employment.
employee engagement: The emotional and intellectual involvement of employees in their work, such
as intensity, focus, and involvement in his or her job and organization.
employment insurance (EI): A federal program intended to provide temporary financial assistance
to eligible persons who experience interruption to their work through no fault of their own.
employee opinion surveys: Communication devices that use questionnaires to ask for employees’
opinions about the company, management, and work life.
employee orientation (onboarding): A procedure for providing new employees with basic
background information about the firm and the job.
employee self-service (ESS): Enables employees to access and manage their personal information
directly.
employee share purchase/stock ownership plan (ESOP): A plan whereby a trust is established to
hold shares of company stock purchased for or issued to employees. The trust distributes the stock to
employees on retirement, separation from service, or as otherwise prescribed by the plan.
employee wellness program: A program that takes a proactive approach to employee health and
well-being.
employer branding: The image or impression of an organization as an employer based on the
benefits of being employed by the organization.
employment equity program: A detailed plan designed to identify and correct existing
discrimination, redress past discrimination, and achieve a balanced representation of designated
group members in the organization.
employment (labour) standards legislation: Laws present in every Canadian jurisdiction that
establish minimum employee entitlements and set a limit on the maximum number of hours of work
permitted per day or week.
Empowerment: Providing workers with the skills and authority to make decisions that would
traditionally be made by managers.
enterprise-wide/enterprise resource planning (ERP) system: A system that supports enterprisewide or cross-functional requirements rather than a single department within the organization.
environment scanning: An assessment of external factors influencing the organizations ability to
find and secure talent from the external labour market including economic, competitive, legislative,
social, technological and demographic trends.
environmental scanning: Identifying and analyzing external opportunities and threats that may be
crucial to the organization’s success.
Equal pay for equal work: Specifies that an employer cannot pay male and female employees
differently if they are performing the same or substantially similar work.
equality rights: Section 15 of the Charter of Rights and Freedoms, which guarantees the right to
equal protection and benefit of the law without discrimination.
equity theory: A theory suggesting that people are motivated to maintain a balance between what
they perceive as their contributions and their rewards.
Ergonomics: An interdisciplinary approach that seeks to integrate and accommodate the physical
needs of workers into the design of jobs. It aims to adapt the entire job system—the work,
environment, machines, equipment, and processes—to match human characteristics.
ethnocentric staffing policy: Policies that align wit the attitude that home-country managers are
superior to those in the host country.
evidence-based HRM: Use of data, facts, analytics, scientific rigor, critical evaluation, and critically
evaluated research/case studies to support human resource management proposals, decisions,
practices, and conclusions.
Expatriate: Employees who are citizens of the country where the parent company is based who are
sent to work in another country.
expatriate assignment failure: Early return of an expatriate from a global assignment.
Expectancy: A person’s expectation that his or her effort will lead to performance.
external equity: Employees perceives his or her pay as fair given the pay rates in other
organizations.
fixed pay: Compensation that is independent of the performance level of the individual, group, or
organization.
flexible benefits programs: Individualized benefit plans to accommodate employee needs and
preferences.
Flextime: A work schedule in which employees’ workdays are built around a core of midday hours,
and employees determine, within limits, what other hours they will work.
forced distribution method: Predetermined percentages of ratees are placed in various
performance categories.
formal appraisal discussion: An interview in which the supervisor and employee review the
appraisal and make plans to remedy deficiencies and reinforce strengths.
Functional Job Analysis (FJA): A quantitative method for classifying jobs based on types and
amounts of responsibility for data, people, and things. Performance standards and training
requirements are also identified.
gainsharing plan: An incentive plan that engages employees in a common effort to achieve
productivity objectives and share the gains.
geocentric staffing policy: Policies that aligned with the belief that the best manager for any specific
position anywhere on the globe may be found in any of the countries in which the firm operates.
generation X: Individuals born between 1965 and 1980.
generation Y: Individuals born after 1980.
glass ceiling: An invisible barrier, caused by attitudinal or organizational bias, that limits the
advancement opportunities of qualified designated group members.
global nomads: Employees who continuously more from country to country on multiple assignments.
Globalization: The emergence of a single global market for most products and services.
grade/group description: A written description of the level of compensable factors required by jobs
in each grade; used to combine similar jobs into grades or classes.
Grades: Groups of jobs based on a set of rules for each grade, where jobs are similar in difficulty but
otherwise different. Grades often contain dissimilar jobs, such as secretaries, mechanics, and
firefighters.
graphic rating scale: A scale that lists a number of traits and a range of performance for each. The
employee is then rated by identifying the score that best describes his or her level of performance for
each trait.
Grievance: A written allegation of a contract violation, filed by an individual bargaining unit member,
the union, or management.
group life insurance: Life insurance provided at lower rates for all employees, including new
employees, regardless of health or physical condition.
group termination laws: Laws that require an employer to notify employees in the event that they
decide to terminate a group of employees.
guaranteed piecework plan: The minimum hourly wage plus an incentive for each piece produced
above a set number of pieces per hour.
halo effect: A positive initial impression that distorts an interviewer’s rating of a candidate because
subsequent information is judged with a positive bias. In performance appraisal, the problem that
occurs when a supervisor’s rating of an employee on one trait biases the rating of that person on
other traits.
Harassment: Unwelcome behaviour that demeans, humiliates, or embarrasses a person and that a
reasonable person should have known would be unwelcome.
hiring freeze: A common initial response to an employee surplus. Openings are filled by reassigning
current employees and no outsiders are hired.
HR audit: An analysis by which an organization measures where it currently stands and determines
what it has to accomplish to improve its HR functions.
HR portal: A single Internet access point for customized and personalized HR services.
HR technology: Any technology that is used to attract, hire, retain and maintain talent, support
workforce administration, and optimize workforce management.
HR technology strategy: A plan that is aimed at increasing the effectiveness of HR programs,
processes, and service delivery by shortening cycle times, increasing customer service levels,
reducing costs, and adding new service capabilities.
human capital: The knowledge, education, training, skills, and expertise of a firm’s workers.
human capital theory: The knowledge, education, training, skills, and expertise of an organization’s
workforce.
human resources information system (HRIS): Integrated systems used to gather, store, and
analyze information regarding an organization’s human resources.
human resources management (HRM): The management of people in organizations to drive
successful organizational performance and achievement of the organization’s strategic goals.
human resources planning (HRP): The process of forecasting future human resources
requirements to ensure that the organization will have the required number of employees with the
necessary skills to meet its strategic objectives.
Human Rights Legislation: Jurisdictions specific legislation that prohibits intentional and
unintentional discrimination in employment situations and in the delivery of goods and services.
Immigrant: A person residing in Canada who was born outside of Canada (excluding temporary
foreign workers, Canadian citizens born outside of Canada and those with student or work visas).
indirect financial payments: Pay in the form of financial benefits such as insurance.
industrial engineering: A field of study concerned with analyzing work methods; making work cycles
more efficient by modifying, combining, rearranging, or eliminating tasks; and establishing time
standards.
industrial union: A labour organization representing all workers eligible for union membership in a
particular company or industry, including skilled trades people.
in-house development centre: A company-based method for exposing prospective managers to
realistic exercises to develop improved management skills.
Incumbent: Individual currently holding the position.
Insubordination: Willful disregard or disobedience of the boss’ authority or legitimate orders;
criticizing the boss in public.
Instrumentality: The perceived relationship between successful performance and obtaining the
reward.
integrative bargaining: A negotiating strategy in which the possibility of win–win, lose–win, win–
lose, and lose– lose outcomes is recognized, and there is acknowledgement that achieving a win–win
outcome will depend on mutual trust and problem solving.
intelligence (IQ) tests: Tests that measure general intellectual abilities, such as verbal
comprehension, inductive reasoning, memory, numerical ability, speed of perception, spatial
visualization, and word fluency.
interactional justice: Fairness in interpersonal interactions by treating others with dignity and
respect.
interest arbitration: The imposition of the final terms of a collective agreement.
interest dispute: A dispute between an organization and the union representing its employees over
the terms of a collective agreement.
interest inventories: Tests that compare a candidate’s interests with those of people in various
occupations.
internal equity: Employees perceives his or her pay as fair given the pay rates of others in the
organization.
Intranet: A network that is interconnected within one organization using web technologies for the
sharing of information internally.
intrinsic motivation: Motivation that derives from the pleasure someone gets from doing the job or
task.
involuntary turnover: Employer-initiated termination of employment, such as dismissal or layoff.
Job: A group of related activities and duties, held by a single employee or a number of incumbents.
job analysis: The procedure for determining the tasks, duties, and responsibilities of each job, and
the human attributes (in terms of knowledge, skills, and abilities) required to perform it.
job classes: Groups of jobs based on a set of rules for each class, such as amount of independent
judgment, skill, physical effort, and so forth. Classes usually contain similar jobs—such as all
secretaries.
job description: A list of the duties, responsibilities, reporting relationships, and working conditions
of a job—one product of a job analysis.
job design: The process of systematically organizing work into tasks that are required to perform a
specific job.
job enlargement (horizontal loading): A technique to relieve monotony and boredom that involves
assigning workers additional tasks at the same level of responsibility to increase the number of tasks
they have to perform.
job enrichment (vertical loading): Any effort that makes an employee’s job more rewarding or
satisfying by adding more meaningful tasks and duties.
job evaluation: A systematic comparison to determine the relative worth of jobs within a firm.
job evaluation committee: A diverse group (including employees, HR staff, managers, and union
representatives) established to ensure the fair and comprehensive representation of the nature and
requirements of the jobs in question.
job instruction training (JIT): The listing of each job’s basic tasks along with key points to provide
step-by-step training for employees.
job posting: The process of notifying current employees about vacant positions.
job rotation: A technique to relieve monotony and employee boredom that involves systematically
moving employees from one job to another.
job sharing: A strategy that involves dividing the duties of a single position between two or more
employees.
job specification: A list of the “human requirements,” that is, the requisite knowledge, skills, and
abilities, needed to perform the job—one product of a job analysis.
just cause: An employer-initiated termination based on an employee’s poor behaviours; in these
situations, no severance, reasonable notice periods, or additional payments beyond what the
employee has already earned are owed.
kinesthetic learning: Tactile learning through a whole-body experience.
KSAs: Knowledge, skills, and abilities.
labour–management relations: The ongoing interactions between labour unions and management
in organizations.
labour relations strategy: A component of an organization’s HR strategy specific to the overall plan
for dealing with unions, which sets the tone for its union–management relationship.
labour union (union): An officially recognized association of employees practising a similar trade or
employed in the same company or industry who have joined together to present a united front and
collective voice in dealing with management.
Layoff: The temporary withdrawal of employment to workers for economic or business reasons.
Learning management system: Special software tools that support Internet training by helping
employers identify training needs, and to schedule, deliver, assess, and manage the online training
itself
learning organization: An organization skilled at creating, acquiring, and transferring knowledge and
at modifying its behaviour to reflect new knowledge and insights.
learning portal: A section of an employer’s website that offers employees online access to training
courses.
leave of absence: Allows those who may be interested in taking time away from work for a variety of
reasons (e.g. personal, educational, etc.) to have a set period of time away from their position without
pay, but with a guarantee that their job will be available upon their return.
line authority: The authority exerted by an HR manager by directing the activities of the people in his
or her own business unit, department, or service area.
line manager: A manager who is authorized to direct the work of subordinates and is responsible for
accomplishing the organization’s tasks.
Local: A group of unionized employees in a particular location.
Lockout:The temporary refusal of a company to continue providing work for bargaining unit
employees involved in a labour dispute, which may result in closure of the establishment for a time.
lost-time injury rate: Measures any occupational injury or illness resulting in an employee being
unable to fulfill the work full work assignments, not including any fatalities.
maintenance-of-membership arrangement: Individuals voluntarily joining the union must remain
members during the term of the contract.
management assessment centre: A strategy used to assess candidates’ management potential that
uses a combination of realistic exercises, management games, objective testing, presentations, and
interviews.
management by objectives (MBO): Involves setting specific measurable goals with each employee
and then periodically reviewing the progress made.
management development: Any attempt to improve current or future management performance by
imparting knowledge, changing attitudes, or increasing skills.
management game: A computerized development technique in which teams of managers compete
with one another by making decisions regarding realistic but simulated companies.
management inventories: Records summarizing the qualifications, interests, and skills of
management employees, along with the number and types of employees supervised, duties of such
employees, total budget managed, previous managerial duties and responsibilities, and managerial
training received.
management self-service (MSS): Enables managers to access a range of information about
themselves and the employees who report to them and to process HR-related paperwork that
pertains to their staff.
market-pricing approach: An approach usually limited to determining compensation for professional
jobs based on values established for similar benchmark jobs in the market
Markov analysis: A method of forecasting internal labour supply that involves tracking the pattern of
employee movements through various jobs and developing a transitional probability matrix.
mass interview: An interview process in which a panel of interviewers simultaneously interviews
several candidates.
Mediation: The often voluntary use of a neutral third party who has direct input on the negotiation
process to help an organization and the union representing its employees reach a mutually
satisfactory collective agreement.
memorandum of settlement: A summary of the terms and conditions agreed to by the parties that is
submitted to the constituent groups for final approval.
Mentoring: The use of an experienced individual (the mentor) to teach and train someone (the
protégé) with less knowledge in a given area.
merit pay (merit raise): Any salary increase awarded to an employee based on his or her individual
performance.
metrics (workforce analytics): Statistical measures of the impact of HRM practices on the
performance of an organization’s human capital.
micro-assessment: A series of verbal, paper-based, or computer-based questions and exercises
that a candidate is required to complete, covering the range of activities required on the job for which
he or she is applying.
mixed (semi-structured) interview: An interview format that combines the structured and
unstructured techniques.
multiple-hurdle strategy: An approach to selection involving a series of successive steps or hurdles.
Only candidates clearing the hurdle are permitted to move on to the next step.
must criteria: Requirements that are absolutely essential for the job, include a measurable standard
of acceptability, or are absolute and can be screened initially on paper.
mutual gains (interest-based) bargaining: A win–win negotiating approach based on training in the
fundamentals of effective problem solving and conflict resolution, in which the interests of all
stakeholders are taken into account.
National Occupational Classification (NOC): A reference tool for writing job descriptions and job
specifications. Compiled by the federal government, it contains comprehensive, standardized
descriptions of about 40 000 occupations and the requirements for each.
negligent training: Occurs when an employer fails to adequately train an employee who
subsequently harms a third party.
Nepotism: A preference for hiring relatives of current employees.
Networking: An organized process whereby the individual arranges and conducts a series of face-toface meetings with his or her colleagues and contacts, plus individuals that they recommend.
nominal group technique: A decision-making technique that involves a group of experts meeting
face to face. Steps include independent idea generation, clarification and open discussion, and
private assessment.
Occupation: A collection of jobs that share some or all of a set of main duties.
occupational health and safety legislation: Laws intended to protect the health and safety of
workers by minimizing work-related accidents and illnesses.
occupational orientation: The theory, developed by John Holland, that there are six basic personal
orientations that determine the sorts of careers to which people are drawn.
occupational segregation: The existence of certain occupations that have traditionally been male
dominated and others that have been female dominated.
open shop: Union membership is voluntary and non-members are not required to pay dues.
organizational climate: The prevailing atmosphere that exists in an organization and its impact on
employees.
organizational culture: The core values, beliefs, and assumptions that are widely shared by
members of an organization.
organizational structure:The formal relationships among jobs in an organization.
organization chart: A “snapshot” of the firm, depicting the organization’s structure in chart form at a
particular point in time.
outplacement counselling: A systematic process by which a terminated person is trained and
counselled in the techniques of self-appraisal and securing a new position.
Outsourcing: The practice of contracting with outside vendors to handle specified business functions
on a permanent basis.
paired comparison method: Ranking employees by making a chart of all possible pairs of
employees for each trait and indicating the better employee of the pair.
panel interview: An interview in which a group of interviewers questions the applicant.
pay equity: Providing equal pay to male-dominated job classes and female-dominated job classes of
equal value to the employer.
pay grade: Comprises jobs of approximately equal value.
pay in lieu of reasonable notice: A lump-sum equal to an employee’s pay for the notice period
provided to employees who cease working immediately.
pay ranges: A series of steps or levels within a pay grade, usually based on years of service.
pension plans: Plans that provide income when employees reach a predetermined retirement age.
performance analysis: Verifying that there is a performance deficiency and determining whether that
deficiency should be rectified through training or through some other means (such as transferring the
employee).
performance management: The process encompassing all activities related to improving employee
performance, productivity, and effectiveness.
Personal Information Protection and Electronic Documents Act (PIPEDA):Legislation that
governs the collection, use, and disclosure of personal information across Canada, including
employers’ collection and dissemination of personal information about employees
personality tests: Instruments used to measure basic aspects of personality, such as introversion,
stability, motivation, neurotic tendency, self-confidence, self-sufficiency, and sociability.
personnel replacement charts: Company records showing present performance and promotability
of inside candidates for the most important positions.
phased retirement: An arrangement whereby employees gradually ease into retirement by using
reduced workdays or shortened workweeks.
physical demands analysis: Identification of the senses used and the type, frequency, and amount
of physical effort involved in a job.
Picket: Stationing groups of striking employees, usually carrying signs, at the entrances and exits of
the struck operation to publicize the issues in dispute and discourage people from entering or leaving
the premises.
Piecework: A system of pay based on the number of items processed by each individual worker in a
unit of time, such as items per hour or items per day.
point method: A job evaluation method in which a number of compensable factors are identified, the
degree to which each of these factors is present in the job is determined, and an overall point value is
calculated.
polycentric staffing policy: Policies that align with the belief that only host-country managers can
understand the culture and behaviour of the host-country market.
Portability: A provision that employees who change jobs can transfer the lump-sum value of the
pension they have earned to a locked-in RRSP or their new employer’s pension plan.
Position: The collection of tasks and responsibilities performed by one person.
Position Analysis Questionnaire (PAQ): A questionnaire used to collect quantifiable data
concerning the duties and responsibilities of various jobs.
position replacement car: A card prepared for each position in a company to show possible
replacement candidates and their qualifications.
pre-hearing vote: An alternative mechanism for certification, used in situations in which there is
evidence of violations of fair labour practices early in the organizing campaign.
pre-retirement counselling: Counselling provided to employees some months (or even years)
before retirement, which covers such matters as benefits advice, second careers, and so on.
principle of joint responsibility: An implicit and explicit expectation that both workers and
employers must maintain a hazard-free work environment and enhance the health and safety in the
workplace.
primary sector: Jobs in agriculture, fishing and trapping, forestry, and mining.
procedural justice: Fairness of the process used to make a decision.
process chart: A diagram showing the flow of inputs to and outputs from the job under study.
Productivity: The ratio of an organization’s outputs (goods and services) to its inputs (people,
capital, energy, and materials).
profit-sharing plan: A plan whereby most or all employees share in the company’s profits.
programmed learning: A systematic method for teaching job skills that involves presenting
questions or facts, allowing the person to respond, and giving the learner immediate feedback on the
accuracy of his or her answers.
Promotion: Movement of an employee from one job to another that is higher in pay, responsibility, or
organizational level, usually based on merit, seniority, or a combination of both.
punitive damages:Reserved for malicious or outrageous cases in which an employer engages in
harsh and vindictive treatment of an employee, or if the employee suffered undue distress from not
being given adequate notice of termination.
Quitting/Resigning: Voluntary, employee-initiated resignation.
Ratification: Formal approval by secret-ballot vote of the bargaining unit members of the agreement
negotiated between union and management.
ratio analysis: A forecasting technique for determining future staff needs by using ratios between
some causal factor (such as sales volume) and the number of employees needed.
realistic job preview (RJP): A strategy used to provide applicants with realistic information—both
positive and negative—about the job demands, the organization’s expectations, and the work
environment.
reality shock (cognitive dissonance): The state that results from the discrepancy between what the
new employee expected from his or her new job and the realities of it.
reasonable accommodation: The adjustment of employment policies and practices that an
employer may be expected to make so that no individual is denied benefits, disadvantaged in
employment, or prevented from carrying out the essential components of a job because of grounds
prohibited in human rights legislation.
reasonable cause: A complaint about a workplace hazard has not been satisfactorily resolved, or a
safety problem places employees in immediate danger.
reasonable notice legislation: Laws that require an employer to notify employees in the event that
they decide to terminate employees through layoffs (i.e., no just cause). Minimum notice varies on
size of the layoffs, with smaller layoffs determining minimum notice based on employee tenure and
mass layoffs determining minimum notice based on total layoff size.
recency effect: The rating error that occurs when ratings are based on the employee’s most recent
performance rather than on performance throughout the appraisal period.
Recruiter: A specialist in recruitment whose job is to find and attract capable candidates.
Recruitment: The process of searching out and attracting qualified job applicants, which begins with
the identification of a position that requires staffing and is completed when résumés or completed
application forms are received from an adequate number of applicants.
red circle pay rate: A rate of pay that is above the pay range maximum.
reduced workweek: Employees work fewer hours and receive less pay.
regression analysis: A statistical technique involving the use of a mathematical formula to project
future demands based on an established relationship between an organization’s employment level
(dependent variable) and some measurable factor of output (independent variable).
Regulations: Legally binding rules established by special regulatory bodies created to enforce
compliance with the law and aid in its interpretation.
relational database: One piece of data is stored in several different data files so that information
from the separate files can be linked and used together.
Reliability: The degree to which interviews, tests, and other selection procedures yield comparable
data over time; in other words, the degree of dependability, consistency, or stability of the measures
used.
Repatriation: The process of moving the expatriate and his or her family back home from the foreign
assignment.
repetitive strain injuries (RSIs): Activity-related soft-tissue injuries of the neck, shoulders, arms,
wrists, hands, back, and legs.
replacement charts: Visual representations of who will replace whom in the event of a job opening.
Likely internal candidates are listed, along with their age, present performance rating, and
promotability status.
replacement summaries: Lists of likely replacements for each position and their relative strengths
and weaknesses, as well as information about current position, perfor mance, promotability, age, and
experience.
representation vote: A vote conducted by the LRB in which employees in the bargaining unit
indicate, by secret ballot, whether or not they want to be represented, or continue to be represented,
by a labour union.
request for proposal (RFP): A document requesting that vendors provide a proposal detailing how
the implementation of their particular HRIS will meet the organization’s needs.
restitutional remedies: Monetary compensation for the complainant to put him or her back to the
position he or she would be in if the discrimination had not occurred (this includes compensation for
injury to dignity and self-respect), and may include an apology letter.
retirees on call: A program where retirees can continue to work on a part-time or as needed basis
post-retirement.
rights arbitration: The process involved in the settlement of a rights dispute.
rights dispute: A disagreement between an organization and the union representing its employees
regarding the interpretation or application of one or more clauses in the current collective agreement.
role-playing: A training technique in which trainees act the parts of people in a realistic management
situation.
scatter plot: A graphical method used to help identify the relationship between two variables.
scientific management: The process of “scientifically” analyzing manufacturing processes, reducing
production costs, and compensating employees based on their performance levels.
secondary sector: Jobs in manufacturing and construction.
Selection: The process of choosing among individuals who have been recruited to fill existing or
projected job openings.
selection interview: A procedure designed to predict future job performance on the basis of
applicants’ oral responses to oral inquiries.
selection ratio: The ratio of the number of applicants hired to the total number of applicants.
Seniority: Length of service in the bargaining unit.
severance package: A lump-sum payment, continuation of benefits for a specified period of time,
and other benefits that are provided to employees who are being terminated.
Severance pay: An additional payout on top of the minimum notice period requirements and only
applies if the specific conditions in the applicable jurisdiction are met.
sexual annoyance: Sexually related conduct that is hostile, intimidating, or offensive to the employee
but has no direct link to tangible job benefits or loss thereof.
sexual coercion: Harassment of a sexual nature that results in some direct consequence to the
worker’s employment status or some gain in or loss of tangible job benefits.
sexual harassment: Offensive or humiliating behaviour that is related to a person’s sex, as well as
behaviour of a sexual nature that creates an intimidating, unwelcome, hostile, or offensive work
environment or that could reasonably be thought to put sexual conditions on a person’s job or
employment opportunities.
short-term disability and sick leave: Plans that provide pay to an employee when he or she is
unable to work because of a non-work-related illness or injury.
sick leave: Provides pay to an employee when he or she is out of work because of illness.
similar-to-me bias: The tendency to give higher performance ratings to employees who are
perceived to be similar to the rater in some way.
situational interview: A series of job-related questions that focus on how the candidate would
behave in a given situation.
situational tests: Tests in which candidates are presented with hypothetical situations representative
of the job for which they are applying and are evaluated on their responses.
skills inventories: Manual or computerized records summarizing employees’ education, experience,
interests, skills, and so on, which are used to identify internal candidates eligible for transfer and/or
promotion.
Socialization: The ongoing process of instilling in all employees the prevailing attitudes, standards,
values, and patterns of behaviour that are expected by the organization.
social (reform) unionism: Activities of unions directed at furthering the interests of their members by
influencing the social and economic policies of governments at all levels, such as speaking out on
proposed legislative reforms.
social responsibility: The implied, enforced, or felt obligation of managers, acting in their official
capacities, to serve or protect the interests of groups other than themselves
staff authority: Staff authority gives the manager the right (authority) to advise other managers or
employees.
staffing table: A pictorial representation of all jobs within the organization, along with the number of
current incumbents and future employment requirements (monthly or yearly) for each.
staff manager: A manager who assists and advises line managers.
stand-alone system: A self-contained system that does not rely on other systems to operate.
statistical strategy: A more objective technique used to determine whom the job should be offered
to; involves identifying the most valid predictors and weighting them through statistical methods, such
as multiple regression.
stock option: The right to purchase a stated number of shares of a company stock at today’s price at
some time in the future.
straight piecework plan: A set payment for each piece produced or processed in a factory or shop.
Strategy: The company’s plan for how it will balance its internal strengths and weaknesses with
external opportunities and threats to maintain a competitive advantage.
strictness/leniency: The problem that occurs when a supervisor has a tendency to rate all
employees either low or high.
Strike: The temporary refusal by bargaining unit members to continue working for the employer.
strategy-based metrics: Metrics that specifically focus on measuring the activities that contribute to
achieving a company’s strategic aims.
strike vote: Legally required in some jurisdictions, it is a vote seeking authorization from bargaining
unit members to strike if necessary. A favourable vote does not mean that a strike is inevitable.
structured interview: An interview following a set sequence of questions.
succession planning: The process of ensuring a suitable supply of successors for current and future
senior or key jobs so that the careers of individuals can be effectively planned and managed.
supplemental employee retirement plans (SERPs) :Plans that provide the additional pension
benefit required for employees to receive their full pension benefit in cases where their full pension
benefit exceeds the maximum allowable benefit under the Income Tax Act.
supplemental unemployment benefits (SUBs) :A top-up of EI benefits to bring income levels closer
to what an employee would receive if on the job.
survivor syndrome: A range of negative emotions experienced by employees remaining after a
major restructuring initiative, which can include feelings of betrayal or violation, guilt, or detachment,
and can result in stress symptoms, including depression, increased errors, and reduced performance.
systemic remedies: Forward looking solutions to discrimination that require respondents to take
positive steps to ensure compliance with legislation, both in respect to the current complaint and any
future practices.
task analysis: A detailed study of a job to identify the skills and competencies it requires so that an
appropriate training program can be instituted.
task performance: An individual’s direct contribution to their job related processes.
Team: A small group of people with complementary skills who work toward common goals for which
they hold joint responsibility and accountability.
team-based job designs: Job designs that focus on giving a team, rather than an individual, a whole
and meaningful piece of work to do and empowering team members to decide among themselves
how to accomplish the work.
team or group incentive plan: A plan in which a production standard is set for a specific work group
and its members are paid incentives if the group exceeds the production standard.
Termination: Permanent separation from the organization for any reason.
termination interview: The interview in which an employee is informed of the fact that he or she has
been dismissed.
tertiary or service sector: Jobs in public administration, personal and business services, finance,
trade, public utilities, and transportation/communications.
the Rand formula: All members of the bargaining unit pay union dues, but employees have the
choice to join the union or not.
total employment rewards: An integrated package of all rewards (monetary and non-monetary,
extrinsic and intrinsic) gained by employees arising from their employment.
tort law: Primarily judge-based law, whereby the precedent and jurisprudences set by one judge
through his or her assessment of a case establishes how similar cases will be interpreted.
Traditionalists: Individuals born before 1946.
Training: The process of teaching employees the basic skills/ competencies that they need to
perform their jobs.
Transfer: Movement of an employee from one job to another that is relatively equal in pay,
responsibility, or organizational level.
transfer of training: Application of the skills acquired during the training program into the work
environment and the maintenance of these skills over time.
trend analysis: The study of a firm’s past employment levels over a period of years to predict future
needs.
Turnover: The termination of an individual’s employment with an organization.
unclear performance standards:An appraisal scale that is too open to interpretation of traits and
standards.
Underemployment: Being employed in a job that does not fully utilize one’s knowledge, skills, and
abilities (KSAs).
undue hardship: The point to which employers are expected to accommodate under human rights
legislative requirements.
unintentional/constructive/systemic discrimination: Discrimination that is embedded in policies
and practices that appear neutral on the surface and are implemented impartially, but have an
adverse impact on specific groups of people for reasons that are not job related or required for the
safe and efficient operation of the business.
union recognition clause: Clarifies the scope of the bargaining unit by specifying the employee
classifications.
union security clause: The contract provisions protecting the interests of the labour union, dealing
with the issue of membership requirements and, often, the payment of union dues.
union shop: Membership and dues payment are mandatory conditions of employment.
union steward: A union member elected by workers in a particular department or area of a firm to
act as their union representative.
unstructured interview: An unstructured, conversational-style interview. The interviewer pursues
points of interest as they come up in response to questions.
Valence: The perceived value a person attaches to the reward.
Validity: The accuracy with which a predictor measures what it is intended to measure.
variable pay: Any plan that ties pay to productivity or profitability.
vestibule or simulated training: Training employees on special off-the-job equipment, as in airplane
pilot training, whereby training costs and hazards can be reduced.
Vesting: A provision that employer money placed in a pension fund cannot be forfeited for any
reason.
video conferencing: Connecting two or more distant groups by using audiovisual equipment.
visual learning: Learning through pictures and print.
voluntary turnover: Employee-initiated termination of employment, such as quits, retirement, or
resignation.
wage curve: A graphic description of the relationship between the value of the job and the average
wage paid for this job.
wage/salary survey: A survey aimed at determining prevailing wage rates. A good salary survey
provides specific wage rates for comparable jobs. Formal written questionnaire surveys are the most
comprehensive.
want ad: A recruitment ad describing the job and its specifications, the compensation package, and
the hiring employer. The address to which applications or résumés should be submitted is also
provided.
want criteria:Those criteria that represent qualifications that cannot be screened on paper or are not
readily measurable, as well as those that are highly desirable but not critical.
web-based application:An application that can be accessed from any computer connected to the
Internet.
wildcat strike : A spontaneous walkout, not officially sanctioned by the union leadership, which may
be legal or illegal, depending on its timing.
workers’ compensation: Workers’ compensation provides income and medical benefits to victims of
work-related accidents or illnesses or their dependants, regardless of fault.
workforce mobility: The focus on managing the recruitment, relocation, and retention of employees
who complete work-related tasks and activities outside of the core or primary head office or region of
the company.
Workplace Hazardous Materials Information System (WHMIS) :A Canada-wide, legally mandated
system designed to protect workers by providing information about hazardous materials in the
workplace.
work sharing: Employees work three or four days a week and receive EI benefits on their nonworkday(s).
work simplification: An approach to job design that involves assigning most of the administrative
aspects of work (such as planning and organizing) to supervisors and managers, while giving lowerlevel employees narrowly defined tasks to perform according to methods established and specified by
management.
wrongful dismissal: An employee dismissal that does not comply with the law or does not comply
with a written or implied contractual arrangement.
yield ratio: The percentage of applicants that proceed to the next stage of the selection process.