P:Definitions
Pedagogy
Study of the education of children.
Recruitment
Process of encouraging candidates to apply for job openings.
Selection
Process of vetting the most suitable candidate for a position.
Training
Process of providing knowledge, skills, or abilities (KSA) specific to a task or job.
Pay ranges
Set the upper and lower bounds of possible compensation for individuals whose jobs fall within a pay grade.
Red-circle rates
Situations in which employees' pay is above the range maximum.
Simulations
Representations of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.
Transfer of learning
Effective and continuing on-the-job application of the knowledge and skills gained through a training experience.
Performance-based pay
Situation where an individual's performance on the job is the basis for the amount and timing of pay increases; also called merit pay or pay for performance.
Recency error
Error that occurs when an appraiser gives more weight to recent occurrences and discounts an employee's earlier performance during the appraisal period.
Situation judgment tests (SJTs)
Assessment tools that present prospective leaders with sample situations and problems they might encounter in a work environment.
Transformational leadership
Leadership based on vision and strategy and focused on challenging and developing organizational members in order to attain long-range results.
Primacy error
Occurs when an appraiser gives more weight to an employee's earlier performance and discounts recent occurrences.
Realistic job preview (RJP)
Part of the selection process that provides an applicant with honest and complete information about a job and the work environment.
Selection screening
Analyzing candidates' application forms, curriculum vitae, and résumés to locate the most-qualified candidates for an open job.
Trend analysis
Statistical method that studies the way in which a variable may change over time.
Point-factor system
Job evaluation method that looks at compensable factors (such as skills and working conditions) that reflect how much a job adds value to the organization; points are assigned to each factor and then added to come up with an overall point value for the job.
Quid pro quo harassment
Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continued employment.
Redeployment
Process by which an organization moves an employee out of an international assignment; can involve moving back to the home country, moving to a different global location, or moving to a new location or position in the current host country.
Shared services HR model
HR structural alternative in which centers with specific areas of expertise develop HR policies in those areas; each unit can then select what it needs from a menu of these services.
Triple bottom line
Economic, social, and environmental impact metrics used to determine an organization's success.