hr詞匯超級大匯總

1、HR 詞匯超級大匯總Ability testAn assessment instrument used to measure an individual abilities, mental or physical skills level (i.e. problem solving, manual dexterity, etc.). sAbsenteeismReferred to as the habitual failure of employees to report for work when they are scheduled to work.Absolute ratingsA ra

2、ting method where the rater assigns a specific value on a fixed scale to the behavior or performance of an individual instead of assigning ratings based on comparisons between other individuals.Abstract reasoningThe process of perceiving issues and reaching conclusions through the use of symbols or

3、generalizations rather thanconcrete factual information.AcademicAn educator who is a faculty member at a college or university.Also referred to as Academician.Accessible formatMaterials that are designed in alternate formats such as Braille,audiotape, oral presentation or electronically for individu

4、als with visual impairments.AccountabilityThe responsibility placed on an individual or group for theirown or others actions, conduct, performance, projects, etc.AccreditationA process of external quality review and certification by a recognized body that evaluates individuals, colleges, universitie

5、s and educational programs to assure they are performing the functions that they claim to be performing in a competent manner.Achievement testA standardized testing instrument used to measure how much an individual has learned or what skills he or she has attained as a result of education, training

6、or past experience.Acquired immune deficiency syndrome (AIDS)Caused by the human immunodeficiency virus (HIV) which kills or damages cells of the body's immune system by progressively destroying the body's ability to fight infections and certain cancers. People diagnosed with AIDS may get li

7、fe-threatening diseases called opportunistic infections, which are caused by microbes such as viruses or bacteria that usually do not make healthy people sick.AcquisitionThe process of acquiring control of another corporation by purchase or stock exchange.Action learningA learner-driven, continuous

8、learning process where learning revolves around the need to find solutions to real problems.Active learningThe process of learning new knowledge, skills and behaviors through taking specific actions or performing specific tasks.Activities of daily living (ADL)The personal care activities which are e

9、ssential to an individual s everyday living, including eating, bathing, grooming, dressing, mobility and toileting.Adjunct programA supplemental training tool that applies programmingprinciples to existing instructional modules, materials, texts, manuals, etc., that are designed to direct the learne

10、r to specific areas within the module.Adult learnerIndividuals who are beyond postsecondary education age, are employed on a full- or part-time basis and are enrolled in a formal or informal educational program.Adverse actionAny act by an employer that results in an individual or group of individual

11、s being deprived of equal employment opportunities.Adverse impactA substantially different rate of selection in hiring, promotion or other employment decision that works to the disadvantage of a race, sex or ethnic group.Adverse selectionAn employer s selection practices or policies that result in d

12、iscriminatory or unfavorable treatment toward an individual or individuals who are members of a protected group.Advisory committeeA group or panel of internal or external members with no decision- making authority, assembled to identify and discuss specific issues and make recommendations.Affirmativ

13、e action (AA)Any program, policy or procedure that an employer implements in order to correct past discrimination and prevent current and future discrimination within the workplace.After-acquired evidenceUsed in litigation of employment discrimination disputes, after-acquired evidence is evidence th

14、at the employer discovers after it has already discharged an employee which proves that even if the discharge in question is found to be illegal, the employer would have dismissed the employee anyway in lightof discovering the misconduct.Age Discrimination in Employment Act (ADEA) of 1967The ADEA pr

15、otects workers age 40 and over by prohibiting discrimination against workers 40 and over in any employment or employment-related decision. The Act applies to most employers with 20 or more employees. One of the main provisions of the Act is that employers, with very few exceptions, can no longer for

16、ce an employee to retire.Americans with Disabilities Act (ADA) of 1990The ADA is a federal anti-discrimination law which prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job applicati

17、on procedures, hiring, firing, advancement, compensation, job training and other terms, conditions and privileges of employment. This law (covering employers with 15 or more employees) is designed to remove barriers that prevent qualified individuals with disabilities from enjoying the same employme

18、nt opportunities that are available to persons without disabilities. When an individual's disability creates a barrier to employment opportunities, the ADA requires employers to consider whether a reasonable accommodation could remove the barrier.Alternation rankingA rating method used in job ev

19、aluation and performance evaluation whereby the rater is asked to select the best and worst employees from a listing of all employees and then rank them accordingly.Alternative assessmentNontraditional procedures and techniques used within theframework of instructional programs to evaluate a student

20、 educational achievement.Alternative dispute resolution (ADR)A voluntary procedure used to resolve disputes or conflicts between individuals, groups or labor-management. This procedure utilizes the services of a neutral third party to facilitate discussion and assist the parties in reaching an agree

21、ment which is binding.Alternative worksiteAny location other than the employer employees are allowed to perform their jobs. s physical worksite whereAnalysis of varianceA statistical method used to determine whether a relationship exists among two or more variables by formulating concurrent comparis

22、ons of the variables.Analytical thinkingThe ability to analyze facts, generate a comparison and drawcorrect inferences or conclusions from available information.AnecdotalInformation that is based on observations or indications of individual actions instead of any organized process.Anti-nepotism poli

23、cyAn employer s policy that restricts the employment of two ormore family members at the same time.Apparent authorityThe appearance that an individual has the authority or power toact as an organization s agent, even though the organization has bestowed no such authority or power to that individual.

24、Applicant filesApplication forms/resumes and other relevant items maintained by an employer and used during the selection process.Applicant flow dataRecords of hiring, promotion and other related employment actions used for the purpose of monitoring selection and employment practices.Applicant poolT

25、he sum total of all individuals who have applied for a position either by submitting a resume or application for employment which the employer uses to select candidates for employment.Applicant trackingAny paper or computerized system that tracks the organization data such as resumes/applications an

26、d internal job posting information.Application service provider (ASP)A third-party organization that delivers software applications and related services over the Internet allowing an organization to outsource some or all of its information technology needs.ApprenticeshipA system used to train a pers

27、on in a recognized trade or craft in accordance with specific standards. The apprenticed individual obtains his or her skills by performing the related duties for a specified period of time under the tutelage of an experienced craft or tradesman.Aptitude testingA standardized testing instrument used

28、 during the selection process that is intended to measure and predict an individual abilities.ArbitrationAn alternative dispute resolution method that uses a neutral third party (i.e. arbitrator) to resolve individual, group or labor-management conflicts and issue a binding decision.Architectural ba

29、rriersThe physical attributes or design of a building, structure or facility that prevent individuals with physical disabilities from accessing or freely using the building, structure or facility. The Architectural Barriers Act of 1968 requires any building constructed or leased in whole or in part

30、with federal funds be made accessible to and usable by the physically disabled.Assessment centerA testing location where a candidate being considered for assignment or promotion to managerial or executive-level position is rated by a team of experienced evaluators over a series of days using standar

31、dized activities, games and othersimulations to predict the candidate s futuremancejob. perforAttendance policyAn employer s written standards regarding the requirement for employees to be on time and present at work during regularly scheduled work periods.Attitude surveyA tool used to solicit and a

32、ssess employee opinions, feelings, perceptions and expectations regarding a variety of managerial and organizational issues.AttorneyA professional individual who is authorized to practice law and can be legally appointed by either a plaintiff or a defendant to provide legal advice or act as a legal

33、agent on their behalf during legal proceedings.AttritionA term used to describe voluntary and involuntary terminations, deaths and employee retirements that result in a reduction to the employer's physical workforce.Auxiliary aidsDefined by the Americans with Disabilities Act (ADA) asincluding &

34、quot;a wide range of services and devices (necessary) for ensuring that equally effective communication" takes place with regard to persons with hearing, speech and vision disabilities.Such aids include, but are not restricted to, providing interpreters, assistive listening devices, materials i

35、n Braille, closed caption, telecommunication devices for the hearing impaired, etc.Availability analysisThe process of determining the number of qualified minorities and women in the relevant available workforce who possess or have the ability to acquire the required skills or qualifications for any

36、 available position within the organizationBBaby boomersThe term used to describe those individuals born between 1945 and 1970.Baby bustersThe term used to describe those individuals born between 1961 and 1972.Background check/investigationThe process of verifying information supplied by applicants

37、who are being considered for employment, including, but not limited to, contacting former employers, obtaining educational records and requesting criminal or consumer credit reports.Baldridge National Quality AwardThe Baldrige Award is given by the President of the UnitedStates to businesses manufac

38、turing and service, small and largeand to education and health care organizations that apply and are judged to be outstanding in seven areas: leadership; strategic planning; customer and market focus; measurement, analysis and knowledge management; human resource focus; process management; and resul

39、ts.Balanced scorecardA popular strategic management concept developed in the early 1990s by Drs. Robert Kaplan and David Norton. The balanced scorecard is a management and measurement system that enables organizations to clarify their vision and strategy and translate them into action. The goal of t

40、he balanced scorecard is to tie business performance to organizational strategy by measuring results in four areas: financial performance, customerknowledge, internal business processes, and learning and growth.BankruptcyA federal law consisting of different chapters (i.e. chapter 7, chapter 11 or c

41、hapter 13) that allows individuals and businesses that are experiencing extreme financial duress and are unable to meet their financial obligations to eliminate or restructure their debts.Barrier analysisThe process of reviewing an org anization s policies and procedures to identify and eliminate im

42、pediments in recruitment, selection, transfer, or promotion of protected class individuals throughout the organization.Behavioral-based interviewAn interview technique t hat focuses on a candidate s pastexperiences, behaviors, knowledge, skills and abilities by asking the candidate to provide specif

43、ic examples of when he or she has demonstrated certain behaviors or skills as a means of predicting future behavior and performance.Behaviorally anchored rating scale (BARS)An appraisal that requires raters to list important dimensions of a particular job and collect information regarding the critical b