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  1. Hospitality industry
    accommodations including foodservices for people when they are away from their homes
  2. Labor-intensive
    people rather than technology and equipment are used to provide products and services for an organization’s consumers
  3. Revenue
    amount of money generated from the sale of products and services to consumers
  4. Human Resources (HR)
    persons employed by a hospitality or tourism organization
  5. Human Resources Management (HRM)
    Processes used by a hospitality or tourism organization to enhance its performance by effectively using all of its staff members
  6. Intrapreneur
    An employee of an organization whose compensation, in whole or in part, is based upon the financial performance of the part of the business for which the person is responsible
  7. Management process
    The process of planning, organizing, staffing, supervising, controlling, and appraising organizational resources to attain goals.
  8. Resources
    What an organization has available to achieve goals
  9. Job descriptions
    list of tasks which a person working within a specific position must perform
  10. Managers
    direct the work of supervisors.
  11. Supervisors
    direct the work of entry-level personnel
  12. Corporate culture
    Shared beliefs, experiences and norms that influence how “things are done” within an organization
  13. Value-added
    concept that the benefits of money spent on something are worth more to an organization than the amount of money that is spent on its purchase
  14. Employee turnover
    proportion of total employees replaced during a specific time period. 

    # employees leaving during year       # employees in the work force
  15. Human Resources Department
    department within a large hospitality or tourism organization with the responsibility for recruiting, screening, and developing staff members
  16. Staff specialists
    nPersons with technical expertise in an area such as human resources that provide advice to, but do not make decisions, for managers in the organization’s “chain of command.”
  17. Diversity
    broad range of human characteristics and dimensions
  18. Executive committee
    group comprised of department heads that serves as the organization’s key management team and, who, in this capacity are responsible for the overall management of the organization
  19. Unemployment compensation
    benefit paid to an employee who involuntarily loses his/her employment without just cause
  20. Worker’s Compensation
    benefit paid to an employee who suffers a work-related injury or illness
  21. Garnish(ment)
    court-ordered method of debt collection in which a portion of a worker’s income is paid directly to one or more of that worker’s creditors. childsupport
  22. Clayton Act of 1914Labor union
    organization that acts on behalf of its members to negotiate with management about the wages, hours, and other terms and conditions of the membership’s employment
  23. Railway Labor Act of 1926/Interstate Commerce
    Commercial trading or the transportation of persons or property between or among states
  24. The Civil Rights Act of 1964/Title VII
    The specific section of the Civil Rights Act of 1964 that outlaws discrimination in employment in any business on the basis of race, color, religion, sex, or national origin
  25. Equal Employment Opportunity Commission (EEOC)
    uentity within the Federal government assigned to enforcing the provisions of Title VII of the Civil Rights Act of 1964
  26. Sexual Harassment
    Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature
  27. Affirmative Action
    A Federally mandated requirement that employers who meet certain criteria must actively seek to fairly employ recognized classes of workers
  28. Bona fide occupational qualification
    specific job requirement for a particular position reasonably necessary to the normal operation of a business, and thus allowing discrimination against a protected class i.e. Hooters or Tommy Hil Models
  29. Disparate treatment
    claim that, in the same situation, one employee was treated differently than other employees in the same situation
  30. Disparate impact
    The claim that an employer’s action, though not intentionally discriminatory, still results in unlawful discrimination. Also known as adverse impact
  31. Franchisor
    business entity that has sold or granted a franchise
  32. Reasonable Accommodation
    modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform the job’s essential functions
  33. Expatriate Manager
    a citizen of one country who is a working manager in another country
  34. Unit Manager
    individual with the final on-site decision-making authority at an individual hospitality operation
  35. HR policies
    course of action selected from alternatives and designed to guide future decision-making
  36. HR procedures
    methods or steps used to effectively develop and apply HR policies
  37. Employee Assistance Program
    a variety of employer initiated efforts to assist employees in the areas of family concerns, legal issues, financial matters and health maintenance
  38. Employee Handbook/Employee Manual
    A permanent reference guide for employers and employees that contains information about a company, its goals and its current employment policies and procedures
  39. Information storage
    The processes, equipment, and documents that make up a company’s records retention effort
  40. recordkeeping requirements
    • Employee Name, address, Social Security number, gender, date of birth
    • Position, job category
    • Applications, resumes, recruitment notices, job orders, employment tests
    • Date of hire
    • I-9 form
  41. Constructive Discharge/constructive wrongful discharge
    An employee-initiated termination of employment brought about by conditions that make the employee's work situation so intolerable a reasonable person would feel compelled to quit
  42. Unemployment rate
    government statistic that measures the percentage of workers who are not employed, but who are seeking work
  43. Entry-level
    position in which an individual starts their career with a hospitality organization
  44. Internal search
    promotion-from-within approach utilized when seeking qualified job applicants
  45. Promote-from-within
    philosophy that, whenever practical, an organization will fill its higher level job vacancies with its current lower-level employees
  46. Employee referral
    recommendation about a potential applicant that is provided by a current employee
  47. Nepotism
    Favoritism in employment based upon kinship
  48. External search
    seeking job applicants which focuses primarily on those candidates who are not currently employed by the organization
  49. Blind Ad
    A job advertisement that does not identify the advertising organization
  50. Unemployment benefits
    Monetary and non-monetary resources given to those who are jobless but who are actively seeking work
  51. Outsourced Search
    A search for job candidates that is performed by a professional company specializing in employee searches
  52. Executive Search
    A private employment agency that specializes in identifying candidates for management positions
  53. At will (employment)
    employment relationship in which either party can, at any time, terminate the relationship with no liability
  54. Defamation
    False statements that cause someone to be held in contempt, lowered in the estimation of the community, or to lose employment status or earnings, or otherwise suffer a damaged reputation
  55. Negligent hiring
    Failure on the part of an employer to exercise reasonable care in the selection of employees
  56. Negligent retention
    Retaining an employee after the employer became aware of an employee's unsuitability for a job, thereby failing to act on that knowledge
  57. Employment Agreement
    terms of the employment relationship between an employer and employee that specify the rights and obligations of each party to the agreement
  58. Offer letter
    proposal by an employer to a prospective employee that specifies the terms of employment. A legally valid acceptance of the offer will create a binding employment contract
  59. Orientation
    The process of providing basic information about the hospitality organization that must be known by all staff members in every department
  60. Induction
    process of providing new employees with basic information that everyone in their department must know that is unique to their department
  61. Mentoring
    formal or informal relationship in which an experienced staff member provides advice and counsel to a less experienced staff member
  62. Ethics
    set of rules or principles that define “what is right” and “what is wrong” as decisions are made that affect others
  63. Business ethics
    Refers to the practice of ethical judgment by managers as they make decisions affecting the organization
  64. Code of ethics
    A statement used by a hospitality organization to outline broad concepts to guide ethical decision-making
  65. Corporate (social) responsibility
    Relates to an organization’s efforts to address its commitments to all of its constituencies including guests, employees, other businesses including suppliers, investors, and society and the community-at-large
  66. Stakeholders
    Groups, individuals, and organizations that are affected by an organization; also called “constituents
  67. Performance-based (training)
    systematic way of organizing training in efforts to help trainees learn the tasks considered essential for effective on-job performance
  68. Cost-effective
    A term that indicates that something such as training is worth more than it costs to provide it
  69. Competent
    description that means the staff member has been appropriately trained and is able to contribute to the achievement of desired results
  70. Task
    specific and observable work activity that is one component of a position and that has a definite beginning and end
  71. Competency
    Standards of knowledge, skills and abilities required for successful job performance
  72. Morale
    The total of one’s feelings about his/her employer, work environment, peers and other aspects of the employment
  73. Attitude
    Positive or negative feelings, beliefs and values about something that influence a person to act in certain ways
  74. Training plan
    A description of the structure (overview) and sequence of the entire training program
  75. Training lesson
    The information to be presented in a single session of the training plan
  76. Preparation
    The first step in individualized (on-job) training, preparation involves all activities that must be done prior to the delivery of training
  77. Closed-ended question
    A question that can be answered with a “yes” or “no.”
  78. Broken case
    shipping container such as a case that contains less than the complete number of issue units
  79. Sandwich Method
    tactic that involves praising an employee, suggesting an improvement tactic, and thanking the staff member for improvements made
  80. Coaching
    A training and supervisory tactic that involves informal on-the-job conversations and demonstrations designed to encourage proper behavior and to discourage improper behavior
  81. Cross-training
    A training tactic that allows persons to learn tasks in another position
  82. Job Enrichment
    training method involves adding tasks to a position that are traditionally performed at a higher organizational level
  83. Job Enlargement
    training method occurs when additional tasks that are part of a position at the same organizational level are added to another position
  84. Job Rotation
    The temporary assignment of persons to different positions or tasks to provide work variety or experience while, at the same time, creating “back-up” expertise within the organization
  85. Group training
    A training method that involves presenting the same job-related information to more than one trainee at the same time
  86. Demonstration
    the trainer shows trainees how to perform all or part of a task
  87. Full-service hotel
    A lodging operation offering food and beverage services including ala carte dining and banquet operations and, frequently, room service
  88. Objective tests
    Assessment tools such as multiple choice and true/false instruments that have only one correct answer and therefore, a reduced need for trainers to interpret the trainees’ responses
  89. Manage by walking around
    management and supervision technique that involves a manager’s presence in the workplace to determine if there are challenges that require corrective action, to praise staff for a job well-done, and to learn how and where one’s management expertise, knowledge, and skills can best be utilized
  90. Compensation
    The amount of money and other items of value given in exchange for work performed
  91. Compensation package
    The sum total of the money and other valuable items given in exchange for work performed
  92. Extrinsic rewards
    Financial, as well as non-financial, compensation granted to a worker by others (usually the employer).
  93. Intrinsic rewards
    Self-initiated compensation
  94. Compensation management
    process of administrating an organization’s extrinsic and intrinsic reward system
  95. Local wage rate
    The prevailing pay range for distinct job categories in a specific community or labor market
  96. Merit pay system
    compensation program that links increases in pay to measurable job performance. Under such a system, those workers who perform better receive proportionally larger percentage pay increases
  97. Living wage
    minimum hourly wage necessary for a person to achieve some subjectively-defined standard of living
  98. Minimum wage
    The least amount of wages that employees covered by the FSLA or state law
  99. Salary
    Pay calculated on a weekly, monthly or annual basis rather than at an hourly rate
  100. Exempt
    An employee who is not subject to the minimum wage or overtime provisions of the Fair Labor Standards
  101. Non-exempt
    An employee who is subject to the minimum wage or overtime provisions of the Fair Labor Standards
  102. Incentive
    Motivational plan provided to employees based upon their work efforts.
  103. Bonus
    Financial reward paid to employees for achieving pre-determined performance goals
  104. Performance-based pay
    compensation system that rewards workers for their on-the-job accomplishments rather than for time spent on the job
  105. Tip
    gift of money given directly to someone for performing a service or task. Also known as a gratuity
  106. Tip credit
    The amount of tips employers are allowed to count (credit) toward the wage payments they make to employees
  107. Tip pooling
    arrangement in which service providers share their tips with each other on a predetermined basis
  108. Service charge
    amount added to a guest’s bill in exchange for services provided.
  109. AD&D insurance
    Short for “Accidental Death and Disability;” a form of life and income replacement insurance
  110. Appraisal (employee)
    An objective and comprehensive rating or evaluation of employees
  111. Absolute standard
    Measuring an employee’s performance against an established standard
  112. Relative standard
    Measuring one employee’s performance against another employee’s performance
  113. Targeted outcome
    Measuring the extent to which specified goals were achieved
  114. Management by objectives
    A plan developed by an employee and his/her supervisor that defines goals, tactics to achieve them, and corrective actions
  115. Peer evaluation
    appraisal system that utilizes the opinions of co-workers to evaluate an employee’s performance
  116. Upward assessments
    An appraisal system that utilizes input from those staff members who are directly supervised by the staff member being evaluated
  117. 360◦ appraisal
    method of performance appraisal that utilizes input from supervisors, peers, subordinates, and even guests and others to provide an comprehensive evaluation of a staff member’s performance
  118. Reliability
    The ability of a measuring tool to yield consistent results
  119. Validity
    The ability of a measuring to evaluate what it is supposed to evaluate
  120. Halo effect
    The tendency to let the positive assess-ment of one individual trait influence the evaluation of other, non-related traits
  121. Pitchfork effect
    The tendency to let the negative assessment of one individual trait influence the evaluation of other, non-related traits
  122. Discipline (management action)
    Any effort designed to influence an employee’s behavior
  123. Disciplined (work force description)
    The situation in which employees conduct themselves according to accepted rules and standards of conduct
  124. Progressive discipline
    A program designed to modify employee behavior through a series of increasingly severe punishments for unacceptable behavior
  125. OSHA
    Short for the Occupational Safety and Health Administration, the agency responsible for enforcing the Occupational Safety and Health Act
  126. Wellness programs
    An employer sponsored initiative designed to promote the good health of employees
  127. Quid Pro Quo (sexual harassment):
    Literally “something for something.”
  128. Workplace violence
    Any act in which a person is abused, threatened, intimidated or assaulted in his or her place of employment.
  129. Implicit
    A threatening act that is implied rather than expressly stated
  130. Explicit
    A threatening act that is fully and clearly expressed or demonstrated; leaving nothing merely implied
  131. Traditionalists
    Persons with birthdates between approximately 1922-1945
  132. Baby boomers
  133. Generation X
  134. Generation Y
  135. Sarbanes-Oxley Act
    The federal government’s public company accounting reform and investor protection act that contains numerous provisions focused on improving the accuracy and reliability of corporate disclosures to investors
  136. Cross-cultural adaptability
    The extent to which a person can be comfortable in a different culture
  137. Reverse culture shock
    Emotional and physiological re-adjustments that can occur as one returns from an international assignment
Card Set:
2015-09-24 00:11:06
HumanResource Vocabulary

Chapters Vocabulary
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