Hint
|
Answer
|
The skills and qualities that contribute to effective job performance.
|
Behavioral competency
|
Consolidating multiple job levels into broader pay ranges.
|
Broadbanding
|
The “personality” of a company, encompassing the work environment as well as values, ethics, expectations, models of communication and recognition, and more.
|
Company culture
|
A description of where an organization envisions itself in the future when it achieves its mission.
|
Company vision
|
An agreement that employees sign that prevents them from using the sensitive information they handle as part of their job outside of their responsibilities.
|
Confidentiality agreement
|
The guiding principles of an organization that help shape what work a company does and how they do it. These principles can also act as a guiding light for the business in ambiguous or difficult situations.
|
Core values
|
Policies or practices designed to make people of various backgrounds feel welcome and ensure they have support to perform to the fullest of their abilities in the workplace.
|
Diversity, equity and inclusion (DEI)
|
A program which, under certain conditions, allows people to retire before the legal retirement age.
|
Early retirement
|
The act of praising and rewarding positive employee accomplishments or behaviors, either publicly or privately.
|
Employee recognition
|
How happy or fulfilled an employee is with their job. This encompasses attitudes toward the company as a whole, their team and manager, and their day-to-day work.
|
Employee satisfaction
|
A conversation held when an employee is leaving to gather feedback and insights.
|
Exit interview
|
Unwelcome workplace conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
|
Harassment
|
A work environment created when harassing or discriminatory conduct is so severe and pervasive it interferes with an individual's ability to perform their job; creates an intimidating, offensive, threatening or humiliating work environment; or causes a situation where a person's psychological well-being is adversely affected.
|
Hostile work environment
|
A list of duties required of an employee in a specific position.
|
Job description
|
An organization’s purpose and reason for being: its ultimate goal.
|
Mission statement
|
The process of integrating new employees into the organization.
|
Onboarding
|
The process of introducing new employees to their jobs, co-workers and the organization by providing them with information regarding such items as policies, procedures, company history, goals, culture and work rules.
|
Orientation
|
A tool to give an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to mitigate behavior-related concerns.
|
Performance Improvement Plan
|
The achievement by an employee of a higher pay grade or more responsible position.
|
Promotion
|
A group of individuals specified in anti-discrimination laws, such as women, older workers, people with disabilities, minorities and others.
|
Protected class
|
Under the Americans with Disabilities Act (ADA), a modification or adjustment of a job process or work environment that will better enable a qualified individual with a disability to perform the essential functions of a job.
|
Reasonable accommodation
|
The process of finding new employees to work at a company.Identifying and preparing potential candidates for key roles in the future.
|
Recruitment
|
A sum of money that might be paid to an employee who is terminated through no fault of their own.
|
Severance pay
|
Skills related to behavioral and interpersonal abilities, such as the ability to effectively communicate, problem-solve, collaborate and organize (as opposed to technical skills).
|
Soft skills
|
The process used to anticipate the future needs of the organization and to assist in finding, assessing and developing the human capital necessary to realize the strategy of the organization.
|
Succession planning
|