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en
CR
Human Resources
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Attrition : Loss of employees due to their voluntary departures from the firm through resignation, retirement, or death.
Benchmarking : Comparing one's own quality and production standards with those of industry leaders.
Canadian Human Rights Commission : Supervises the implementation and adjudication of the Canadian Human Rights Act.
Corrective Discipline : Discipline that follows a rule infraction.
Delphi Technique : The soliciting of predictions about specified future events from a panel of experts, using repeated surveys until convergence in opinions occurs.
Diversity Management : Recognition of differences among employees belonging to heterogeneous groups and creating a work environment in which members of diverse groups feel comfortable.
Downsizing : Reducing employment to improve efficiency, productivity, and competitiveness.
Due Process : In a disciplinary situation, the following of proper, established rules and procedures, and giving employees the opportunity to respond to allegations.
Equal Pay for Equal Work : The principle or policy of equal rates of pay for all employees in an establishment performing the same kind and amount of work, regardless of sex, race, or other characteristics of individual workers not related to ability or performance.
Glass Ceiling : Invisible, but real obstructions to career advancement of women and people of visible minorities, resulting in frustration, career dissatisfaction, and increased turnover.
Halo Effect : A bias that occurs when an evaluation allows some information to disproportionately affect the final evaluation.
Job Description : A recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job.
Mediation : Use of a neutral third part to help settle a labour-management dispute.
National Occupational Classification : An occupational classification created by federal government, using skill level and skill types of jobs.
Pay Equity : A policy to eliminate the gap between income of men and women, ensuring salary ranges correspond to value of work performed.
Recruitment : The process of finding and attracting capable applicants to apply for employment.
Selection Process : A series of specific steps used by an employer to decide which recruits should be hired.
Sexual Harassment : Unsolicited or unwelcome sex or gender-based conduct that has adverse employment consequences for the complainant.
Succession Planning : The process of making long-range management development plans to fill human resource needs.
Unstructured Interviews : Interviews using few if any planned questions to enable the interviewer to pursue, in depth, the applicant's responses.
Human Resources
Across:3. | A bias that occurs when an evaluation allows some information to disproportionately affect the final evaluation. | 6. | Comparing one's own quality and production standards with those of industry leaders. | 10. | Discipline that follows a rule infraction. | 12. | Interviews using few if any planned questions to enable the interviewer to pursue, in depth, the applicant's responses. | 13. | Invisible, but real obstructions to career advancement of women and people of visible minorities, resulting in frustration, career dissatisfaction, and increased turnover. |
| 14. | A policy to eliminate the gap between income of men and women, ensuring salary ranges correspond to value of work performed. | 16. | The process of finding and attracting capable applicants to apply for employment. | 17. | The principle or policy of equal rates of pay for all employees in an establishment performing the same kind and amount of work, regardless of sex, race, or other characteristics of individual workers not related to ability or performance. | 18. | The process of making long-range management development plans to fill human resource needs. | 19. | Supervises the implementation and adjudication of the Canadian Human Rights Act. |
| | Down:1. | Reducing employment to improve efficiency, productivity, and competitiveness. | 2. | Unsolicited or unwelcome sex or gender-based conduct that has adverse employment consequences for the complainant. | 4. | A recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job. | 5. | In a disciplinary situation, the following of proper, established rules and procedures, and giving employees the opportunity to respond to allegations. | 7. | Loss of employees due to their voluntary departures from the firm through resignation, retirement, or death. |
| 8. | Recognition of differences among employees belonging to heterogeneous groups and creating a work environment in which members of diverse groups feel comfortable. | 9. | The soliciting of predictions about specified future events from a panel of experts, using repeated surveys until convergence in opinions occurs. | 11. | A series of specific steps used by an employer to decide which recruits should be hired. | 15. | Use of a neutral third part to help settle a labour-management dispute. |
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© 2013
PuzzleFast.com, Noncommercial Use Only
Human Resources
Across:3. | A bias that occurs when an evaluation allows some information to disproportionately affect the final evaluation. | 6. | Comparing one's own quality and production standards with those of industry leaders. | 10. | Discipline that follows a rule infraction. | 12. | Interviews using few if any planned questions to enable the interviewer to pursue, in depth, the applicant's responses. | 13. | Invisible, but real obstructions to career advancement of women and people of visible minorities, resulting in frustration, career dissatisfaction, and increased turnover. |
| 14. | A policy to eliminate the gap between income of men and women, ensuring salary ranges correspond to value of work performed. | 16. | The process of finding and attracting capable applicants to apply for employment. | 17. | The principle or policy of equal rates of pay for all employees in an establishment performing the same kind and amount of work, regardless of sex, race, or other characteristics of individual workers not related to ability or performance. | 18. | The process of making long-range management development plans to fill human resource needs. | 19. | Supervises the implementation and adjudication of the Canadian Human Rights Act. |
| | Down:1. | Reducing employment to improve efficiency, productivity, and competitiveness. | 2. | Unsolicited or unwelcome sex or gender-based conduct that has adverse employment consequences for the complainant. | 4. | A recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job. | 5. | In a disciplinary situation, the following of proper, established rules and procedures, and giving employees the opportunity to respond to allegations. | 7. | Loss of employees due to their voluntary departures from the firm through resignation, retirement, or death. |
| 8. | Recognition of differences among employees belonging to heterogeneous groups and creating a work environment in which members of diverse groups feel comfortable. | 9. | The soliciting of predictions about specified future events from a panel of experts, using repeated surveys until convergence in opinions occurs. | 11. | A series of specific steps used by an employer to decide which recruits should be hired. | 15. | Use of a neutral third part to help settle a labour-management dispute. |
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© 2013
PuzzleFast.com, Noncommercial Use Only