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WGU D351 Functions of Human Resource Management terms 10 studiers recently 4.8 (4 reviews) Students also studied Terms in this set (319) Western Governors UniversityD 351 Save WGU D351 Know to Pass 152 terms natashahinkle67 Preview Test Prep - WGU - Principles of Man...105 terms C_BondePreview D351 Functions of Human Resources...70 terms fields_holliePreview WGU D 176 term ksh AbsenteeismThe failure of an employee to report to the workplace as scheduled AccountabilityThe personal duty to someone else (a higher-level manager or the organization itself) for the effective use of resources to complete an assignment Active listeningThe intention and ability to listen to others, use the content and context of the communication, and respond appropriately Adverse employment actionAny action, such as firings, demotions, schedule reductions, or changes, that would harm the individual employee Affirmative actionA series of policies, programs, and initiatives that have been instituted by various entities within both government and the private sector that are designed to prefer hiring of individuals from protected groups in certain circumstances in an attempt to mitigate past discrimination ArbitratorA neutral third party who resolves a conflict by making a binding decision Assessment centerA place where job applicants undergo a series of tests, interviews, and simulated experiences to determine their potential for a particular job AuthorityThe right to give orders, enforce obedience, make decisions, and commit resources toward completing organizational goals Autocratic style of managementHighly directive and low in supportiveness. Appropriate when interacting with low-capability employees.

Consultative style of managementHighly directive and highly supportive behavior, is appropriate when interacting with moderately capable employees. Give specific instructions, and oversee performance at all major stages of a task.Participative style of managementLow directive behavior and high supportive behavior, and it is appropriate when interacting with employees with high capability. Spend a small amount of time giving general directions and a great deal of time giving encouragement.Empowering Style of ManagementProvide very little direction or support to employees, appropriate for outstanding employees. You should let them know what needs to be done and answer their questions, but it is not necessary to oversee their performance.Behaviorally anchored rating scale (BARS) form A performance appraisal that provides a description of each assessment along a continuum BehaviorsThe actions taken by an individual BiasA personality-based tendency, either toward or against something Biological job designDesigning jobs by focusing on minimizing the physical strain on the worker by structuring the physical work environment around the way the body works Bona fide occupational qualification (BFOQ)A qualification that is absolutely required in order for an individual to be able to successfully do a particular job BonusA lump sum payment, typically given to an individual at the end of a time period BroadbandingCombining multiple pay levels into one BurnoutConstant lack of interest and motivation to perform one's job Business necessityWhen a particular practice is necessary for the safe and efficient operation of the business and when there is a specific business purpose for applying a particular standard that may, in fact, be discriminatory Business skillsThe analytical and quantitative skills—including in-depth knowledge of how the business works and its budgeting and strategic-planning processes—that are necessary for a manager to understand and contribute to the profitability of the organization CareerThe individually perceived sequence of attitudes and behaviors associated with work-related experiences and activities over the span of a person's life Career plateauWhen an individual feels unchallenged in their current job and has little or no chance of advancement CentralizationDegree to which decision making is concentrated within the organization CoachingThe process of giving motivational feedback to maintain and improve performance

COBRAA law that requires employers to offer to maintain health insurance on individuals who leave their employment (for a period of time) Cognitive ability testAn assessment of general intelligence or of some type of aptitude for a particular job CohesivenessAn intent and desire for group members to stick together in their actions Collective bargainingThe negotiation process resulting in a contract between union employees and management that covers employment conditions CommissionA payment typically provided to a salesperson for selling an item to a customer CommunicationThe process of transmitting information and meaning CompensationThe total of an employee's pay and benefits Compensation systemAnything that an employee may value and desire and that the employer is willing and able to offer in exchange Compensatory damagesMonetary damages awarded by the court that compensate the injured person for losses Compensatory selection modelModel allowing an individual to do poorly on one test but make up for that poor grade by doing exceptionally well on other tests Competency modelModel identifying the knowledge, skills, and abilities (KSAs) needed to perform a particular job in the organization ComplexityDegree to which three types of differentiation exist within the organization Conceptual and design skillsThe ability to evaluate a situation, identify alternatives, select a reasonable alternative, and make a decision to implement a solution to a problem ConflictThe act of being opposed to another Construct validityAn assessment that measures a theoretical concept or trait that is not directly observable Constructive dischargeWhen an employee is put under such extreme pressure by management that continued employment becomes intolerable and, as a result, the employee quits, or resigns from the organization Content validityAn assessment of whether a test measures knowledge or understanding of the items it is supposed to measure Corporate social responsibilityThe concept that organizations have a duty to all societal stakeholders to operate in a manner that takes each of their needs into account

Cost centerA division or department that brings in no revenue or profit for the organization— running this function only costs the organization money CreativityA basic ability to think in unique and different ways and apply those thought processes to existing problems Criterion-related validityAn assessment of the ability of a test to measure some other factor related to the test Critical-incidents methodA performance appraisal method in which a manager keeps a written record of the positive and negative performance of employees throughout the performance period CybersecurityThe use of tools and processes to protect organizational computer systems and networks Data analyticsProcess of accessing large amounts of data in order to analyze those data and gain insight into significant trends or patterns within organizations or industries Defined-benefit planA plan providing the retiree with a specific amount and type of benefits that will be available when the individual retires Defined-contribution planA plan providing only the amount of funds that will go into a retirement account, not what the employee will receive upon retirement DelayeringThe process of changing the company structure to get rid of some of the vertical hierarchy (reporting levels) in an organization DisabilityA physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment DisciplineCorrective action designed to get employees to meet standards and the code of conduct DiscriminationThe act of making distinctions or choosing one thing over another; in HR, it is making distinctions among people Disparate impactWhen an officially neutral employment practice disproportionately excludes the members of a protected group; it is generally considered to be unintentional, but intent is irrelevant Disparate treatmentWhen individuals in similar situations are intentionally treated differently, and the different treatment is based on an individual's membership in a protected class Divergent thinkingThe ability to find many possible solutions to a particular problem, including unique, untested solutions DiversityThe existence of differences—in HRM, it deals with different types of people in an organization