人力资源管理英文专业词汇—英文版

人力资源管理英文专业词汇［第二部分］- -

Cafeteria benefit programs：Cafeteria benefit programs allow employees toselect 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 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'scareer.

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 he or she does well enough not to be demoted or fired but not wellenough to be promoted.

change agents： Change agents are people who have the role of stimulatingchange 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 arrangementsare 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

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 of comparable worth would be paid equally. For example, two people with widely different jobs would both receive the same pay if the two were of equal value to the employer.

comparative evaluation approaches：Comparative evaluation approaches are collection of different methods that compare one person's performancewith that of co-workers.

compensation：Compensation is what employees receive in exchange for their .

Comprehensive Employment and Training Act of 1973 (CETA)： CETA was a ranging act designed to provide job training, employment, and job hunting assistance to less advantaged persons. It has since been replaced the Job Partnership Training Act.

concentration in employment： Concentration exists when an employer (orsome 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 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 closesthe case.

Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)：This act was signed into law in 1986. COBRA requires employers that provide benefits to employees through a group plan to also provide group benefits to qualified beneficiaries with the right to elect to continue their for a certain period of time after their coverage would otherwise , 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 neededhuman resources for a fee.

contributory benefit plans Contributory benefit plans are fringe benefits thatrequire both the employer and the employee to contribute to the cost ofthe insurance, retirement, or other employer benefit.

coordinated organing：Coordinated organing occurs when two or more pool their resources to organize a targeted employer or group of .

corrective discipline： Corrective discipline is an action that follows a rule infraction and seeks to discourage further infractions so that future acts re in compliance with standards.

counseling ：Counseling is the discussion of an employee problem with the objective of helping the worker cope with it.

counseling functions：Counseling functions are the activities performed bycounselors. They include advice, reassurance, communication, release of 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 statements that describe extremely good or extremely bad employee behavior. These statements are called critical incidents, and they 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 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); for example, Florida Human Relations Commission.

deferred stock incentive systems： These incentives award stock that becomes by the executive gradually over several years.

delegation： Delegation is the process of getting others to share a manager's . It requires the manager to assign duties, grant authority, and createa 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 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 andindustry.

differential validity： Differential validity is used to demonstrate that tests or other selection criteria are valid for different subgroups or protected .

directive counseling： Directive counseling is the process of listening to an employee's emotional problems, deciding with the employee what shouldbe done, and then telling and motivating the employee to do it. (See non directive counseling.)

discipline： Discipline is management action to encourage compliance withthe organization's standards.

dismissal： Dismissal is the ultimate disciplinary action because it separates 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 are responsible for employees, production, and quality of work , 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 respond to the charges made against them