38717370
| Question | Answer |
| A term applied to different types of employee complaint or dispute resolution procedures | alternative dispute resolution (ADR) |
| A software application recruiters use to post job openings, screen résumés, contact potential candidates for interviews via email, and track the time and costs related to hiring people | applicant tracking system (ATS) |
| A system of training in which a worker entering the skilled trades is given thorough instruction and experience, both on and off the job, in the practical and theoretical aspects of the work | apprenticeship training |
| Final and binding award issued by an arbitrator in a labour–management dispute | arbitration award |
| A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle the job | assessment centre |
| A natural departure of employees from organizations through quits, retirements, and deaths | attrition |
| Skills helpful in facilitating the efforts of expatriate managers | augmented skills |
| A statement signed by an employee authorizing a union to act as his or her representative for the purposes of collective bargaining | authorization card |
| A measurement framework that helps managers translate strategic goals into operational objectives | balanced scorecard (BSC) |
| A compensation system designed to match the purchasing power in a person's home country | balance-sheet approach |
| The power of labour and management to achieve their goals through economic, social, or political influence | bargaining power |
| Group of two or more employees who share common employment interests and conditions and may reasonably be grouped together for purposes of collective bargaining | bargaining unit |
| Area within which the union and the employer are willing to concede when bargaining | bargaining zone |
| hat demonstrates desired behaviour and gives trainees the chance to practise and roleplay those behaviours and receive feedback | behaviour modelling |
| A technique that operates on the principle that behaviour that is rewarded, or positively reinforced, will be exhibited more frequently in the future, whereas behaviour that is penalized or unrewarded will decrease in frequency | behaviour modification |
| A behavioural approach to performance appraisal that measures the frequency of observed behaviour | behaviour observation scale (BOS) |
| An interview in which an applicant is asked questions about what he or she did in a given situation | behavioural description interview |
| A behavioural approach to performance appraisal that consists of a series of vertical scales, one for each important dimension of job performance | behaviourally anchored rating scale (BARS) |
| The process of comparing the organization's processes and practices to those of other companies | benchmarking |
| The process of measuring one's own services and practice against the recognized leaders to identify areas for improvement | benchmarking |
| The use of multiple training methods to achieve optimal learning on the part of trainees | blended learning |
| A justifiable reason for discrimination based on business reasons of safety or effectiveness | bona fide occupational qualification (BFOQ) |
| An incentive payment that is supplemental to the base wage | bonus |
| A company's efforts to help existing and prospective workers understand why it is a desirable place to work | branding |
| The most severe stage of distress, manifesting itself in depression, frustration, and loss of productivity | burnout |
| Normally a paid labour official responsible for negotiating and administering the collective agreement and working to resolve union members' problems | business agent |
| A process whereby managers meet to discuss the performance of individual employees to ensure that their employee appraisals are in line with one another | calibration |
| The process of discussing with employees their current job activities and performance, personal and career interests and goals, personal skills, and suitable career development objectives | career counselling |
| The process of establishing mutually beneficial relationships with other businesspeople, including potential clients and customers | career networking |
| Lines of advancement in an occupational field within an organization | career paths |
| A situation in which, for either organizational or personal reasons, the probability of moving up the career ladder is low | career plateau |
| Change management is a systematic way of bringing about and managing both organizational changes and changes on the individual level | change management |
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