ABSENTEEISM POLICY: A policy that provides guidance within an organization about how to manage the state of chronic absence

from work. Absenteeism is usually addressed through progressively stricter disciplinary measures that can result in the termination of the individual's employment. This is generally governed by the organizations

AGILE ORGANISATION: An agile organization is able to quickly adapt to changing circumstances; it is ready for anything. It can respond instantaneously to changing customer demands. The agile organization innovates rapidly, and immediately tailors products and services to customer needs. Agility means nimble and quick.

ANTECEDENT VERIFICATION: A detailed procedure for verification of character and antecedents of candidates before appointment.

BABY BOOMERS: Baby Boomers is the name given to the generation of Americans who were born in a "baby boom" following World War II. Baby Boomers were born between 1944 and 1964

BEHAVIOURAL INTERVIEW: A behavioral interview attempts to determine if you have the behavioral characteristics that have been selected as necessary for success in a particular job. Behavioral interviews ask the candidate to pinpoint specific instances in which a specific behavior was exhibited in the past. In the best behaviorally-based interviews, the candidate is unaware of the behavior the interviewer is verifying.

BRAINSTORMING: A decision making technique in which the ideas are generated from the participants to derive the solution to the problem

BROADBANDING: Simply stated, broadbanding is the grouping of jobs with similar duties, responsibilities, and levels of accountability. Broadbands are created based upon the job analysis process of examining the body of work being performed at the University. Broadbands widen salary ranges in order to facilitate organizational flexibility, encourage individual career development, and market competitiveness. The use of broadbanding also reduces the number of job classifications

BUSINESS CASUAL DRESS CODE: The Company's objective, in establishing a business casual dress code, is to enable employees to project a professional, business-like image while experiencing the advantages of more casual and relaxed clothing.

BEHAVIOUR ANCHORED RATING SCALE: It is a personnel appraisal tool that assess the effectiveness of employees performance using good or bad behaviors at work. It combines the benefits of critical incident

methods and graphic rating scale by anchoring a scale with specific behavioural examples of good or bad performance. It is a time consuming and expensive method. The behaviors used are more activity oriented than result oriented. This technique is not biased by the experience and evaluation of the rater.

BALANCED SCORE CARD: The balanced scorecard is a management system (not only a measurement system) that enables organizations to clarify their vision and strategy and translate them into action. It provides feedback around both the internal business processes and external outcomes in order to continuously improve strategic performance and results. When fully deployed, the balanced scorecard transforms strategic planning from an academic exercise into the nerve center of an enterprise.

COACHING: Coaching (work coaching) is a method used by managers and supervisors to provide positive or constructive feedback to employees to help them continue excellent performance or identify ways to improve performance.

COUNSELLING Counseling is providing day-to-day feedback to employees about areas in which their performance at work can improve.

CULTURE Culture is made up of the values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people. Culture is the behavior that results when a group arrives at a set of - generally unspoken and unwritten rules for working together. An organizations culture is made up of all of the life experiences each employee brings to the organization

COMPETENCY MODEL It is a descriptive tool that identifies the skills, knowledge and attitude needed to effectively perform a role in the organization and to help the business to meet its strategic objectives.

CORPORATE GOVERNANCE. It is the system by which business corporations are directed and controlled. It specifies the distribution of rights and responsibilities among different participants in the corporation such as, the board, managers, shareholders and other stakeholders, and spells out the rules and procedures for making decisions on corporate affairs.

16.CANGE AGENT

A change agent is a person or organisation that acts as a representative while leading or making changes by researching, defining, planning, advocating and putting together a change team. COLLECTIVE BARGAINING It is a procedure in which compromise is reached through balancing of opposed strengths. It is a means through which employee problems relating to various issues including wages are settled.

DRUG FREE WORKPLACE In a drug-free workplace, the employer has taken steps and initiated policies to ensure that employees are not taking or using alcohol or drugs, selling drugs, or affected by the after effects of indulging in alcohol or drugs outside of the workplace. The goal of a drug-free workplace program is to encourage an employee with a substance abuse problem to seek treatment, recover, and return to work.

DOWNSIZING Downsizing means to reduce the number of employees in an organization. Downsizing or lay-offs reduce the size of a work force. Used sparingly, and with planning, downsizing can be an organizational lifesaver, but when layoffs are used repeatedly without a thoughtful strategy, downsizing can destroy an organization's effectiveness. Also known as reduction in force. 360 DEGREE PERFORMANCE APPRAISALS It is a systematic collection of performance data on an individual or group, derived from a number of stakeholders, team members, customers, peers, and self. It provides a broader perspective about an employees performance by facilitating self development of employees. This appraisal is effective in identifying and measuring interpersonal skills, customer satisfaction and team building skills.

DOUBLE- LOOP FEEDBACK In traditional industrial activity, "quality control" and "zero defects" were the watchwords. In order to shield the customer from receiving poor quality products, aggressive efforts were focused on inspection and testing at the end of the production line. The problem with this approach -- as pointed out by Deming -- is that the true causes of defects could never be identified, and there would always be inefficiencies due to the rejection of defects. What Deming saw was that variation is created at every step in a production process, and the causes of variation need to be identified and fixed. If this can be done, then there is a way to reduce the defects and improve product quality indefinitely. To establish such a process, Deming emphasized that all business processes should be part of a system with feedback loops. The feedback data should be examined by managers to determine the causes of variation, what are the processes with significant problems, and then they can focus attention on fixing that subset of processes.

The balanced scorecard incorporates feedback around internal business process outputs, as in TQM, but also adds a feedback loop around the outcomesof business strategies. This creates a "double-loop feedback" process in the balanced scorecard.

EMPLOYEE EMPOWERMENT Empowerment is the process of enabling or authorizing an individual to think, behave, take action, and control work and decision-making in autonomous ways. It is the state of feeling self-empowered to take control of one's own destiny. Empowerment rules as a development strategy.

EMPLOYEE INVOLVEMENT Employee involvement is creating an environment in which people have an impact on decisions and actions that affect their jobs. Employee involvement is not the goal nor is it a tool, as practiced in many organizations. Rather, employee involvement is a management and leadership philosophy about how people are most enabled to contribute.

EMPLOYEE ELIGIBILITY VERIFICATION ( 1-9) The Employment Eligibility Verification (I-9) is the form that is required by the Department of Homeland Security U.S. Citizenship and Immigration Services to document eligibility for employment in the United States. All employees, citizens and no citizens, hired after November 6, 1986, must complete Section 1 of this form at the time of hire, which is the actual beginning of employment. EGO-STRENGTH It denotes a persons emotional maturity, stability and growth of the individual in all respects. EMPLOYEE SPECIFICATION Employee specification describes physical qualifications, educational qualifications, experience requirements, etc which specify that the candidate with these qualities possess the minimum human qualities listed in the job specification. ETHICS It is a system of moral principles governing the conduct of individuals and groups

GARNISHMENT Wage garnishment is a legal procedure in which a persons earnings are required by court order to be withheld by an employer for the payment of a debt such as child support.

GENERATION X Generation Xers are people born between 1965 and 1976 1980, depending on the source. Gen Xers are independent, enjoy Informality, are entrepreneurial, and seek emotional maturity. They are the core of your current workforce

HUMAN RESOURCES JOB DESCRIPTION In the past, HR personnel have been associated with performing the administrative function of an organization, such as handling employee benefits or recruiting, interviewing, and hiring new personnel in accordance with policies and requirements that have been established. Today's human resources workers juggle these tasks and, increasingly, consult top executives regarding strategic planning

HUMAN RESOURCES DEVELOPMENT Human Resource Development is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, succession planning, key employee identification, and organization development.

HUMAN RESOURCE DEPARTMENT Departments are the entity organizations form to organize people, reporting relationships, and work in a way that best supports the accomplishment of the organization's goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales. But, a department can be organized in any way that makes sense for the customer.

HUMAN RESOURCE ACCOUNTING This method attaches money values to the values of a firms internal human recources and its external customer good will. Performance is judged in terms of costs and contributions of employees. Costs of human resources consists of expenditure on human resources planning, recruitment, selection, indication, training etc. Contribution of human resources is the money value of labour productivity or value added by human resources. Difference between cost and contribution will reflect the performance of employees.

INDEPENDENT CONTRACTOR An independent contractor is a person or a business that performs services, produces a particular outcome, or produces a product for a person or a business under a written or implied agreement or contract.

INTERVIEW ONE-STOP

The job interview is a powerful factor in the employee selection process in most organizations. While the job interview may not deserve all the attention that the job interview receives, it is still a powerful force in hiring. Other background checking and work history references provide much less personalized and more factual information

INTELLECTUAL CAPITAL Intellectual capital involves a company's employee expertise, unique organizational systems and intellectual property. More simply put, intellectual capital is knowledge. While the more familiar term intellectual property accounts for trademarks, patents and copyrights, intellectual capital is the information stored in our brains. Managing it means corporate executives must balance cold, hard numbers and performance measurements with more strategic concepts such as capturing knowledge in expert systems and quantifying its value to the company.

JOB OFFER LETTER A job offer letter is a document that confirms the details of an offer of employment. The job offer letter includes details such as job description, reporting relationship, salary, bonus potential, benefits, and more. The job offer letter generally confirms the terms.

JUST IN TIME (JIT) The Japanese concept is based on the objective that nothing will be produced until it is needed That is materials arrive when they are needed. For Ex. The basic features of JIT purchasing are High quality components that arrive just when needed Frequent shipments of small lots A reliable transporting system Closer buyer- seller relationship Commitment to zero defects Stable production schedule. JOB ROTATION Transferring the employees from one job to another job and from one department to another department in a coordinated and planned basis. So that the employee becomes an all-rounder. He gets trained to work in any department. It represents excellent method of broadening the manager or potential managers for turning specialists into generalists. JOB KNOWLEDGE

The practical or techinical skills and information used on the job Job knowledge can be gathered and collected through interviews, observations, activity sampling, questionnaires, critical incidents, dairies etc. JOB ANALYSIS A systematic investigation into the tasks, duties and responsibilities of a job. It can be used as a foundation and as a an essential ingredient for all the functions and areas of personnel management and industrial relations. JOB DESCRIPTION Job description provides the information relating to duties & responsibilities of a job, It is an important document which is basically descriptive in nature & contains a statements of job analysis.

JOB SPECIFICATION Job specification gives the information relating to minimum acceptable human qualities like knowledge and skill necessary to perform a job. It is a written statement of qualifications, traits, physical and mental characteristics that an individual must possess to perform the job duties and discharge responsibilities effectively. JOB EVALUATION Job evaluation may be defined as the process of determining the relative worth of jobs, ranking and grading them by comparing the duties responsibilities requirements, like skill, knowledge of a job with other jobs with a view to fix compensation payable to the concerned job holder. It determines the relative worth or money value of jobs. JOB DESIGN It is defined as the process of deciding on the content of a job in terms of its duties and responsibilities, on the methods to be used in carrying out the job, in terms of techniques, systems and procedures and on the relationships that should exist between the job holder and his superiors, subordinates, and colleges. JOB SIMPLIFICATIONS The purpose of the job design is to enable the effectiveness of work, speedy disposal of work without creating psychological friction and satisfy the social and psychological needs of the employees. Hence simplification of job design is suggested.

JOB ENLARGEMENT When job is enlarged, the tasks being performed are either enlarged or several short tasks are given to one worker. Thus, the scope of the job is increased because there are many tasks to be performed by the same worker. Although it actually changes the peace of the work and the operation by reallocating tasks and responsibilities, job enlargement does not increase the depth of a job. Enlarged jobs require longer training period because there are more tasks to be learned. Workers satisfaction should increase because boredom is reduced as the job scope is expanded. JOB ENRICHMENT Job enrichment, as is currently practices all over the world, is a direct out growth of Hertzbergs two factor theory of motivation. It is therefore based on the assumption that in order to motivate workers, the job itself must provide opportunities for achievement, recognition, responsibility, advancement and growth. The basic idea is to restore to jobs the elements of interest that were taken away. It is different from horizontal loading. Horizontal loading does not enrich the task. Washing dishes, then silverware, and then pots and pans does no more to satisfy and provide an opportunity to referred to grow than washing only dishes, Under job enrichment there is a conscious effort to build into jobs a higher sense of challenge and achievement. In a job enrichment program the worker himself decides how the job is performed, planned, and controlled and makes more decisions concerning the entire process. KSA ANALYSIS A more detailed list of specified tasks for each job including knowledge, skills, attitudes and abilities required of incumbents. KNOWLEDGE MANAGEMENT Knowledge Management is the engine that transforms ideas into business value. Knowledge management is the systematic process for acquiring, creating, synthesizing, sharing and using information, insights and experiences to achieve organizational goals

KAIZEN Kaizen is a Japanese concept. It means "change for the better" or "improvement", the English translation is "continuous improvement", or "continual improvement.") is an approach to productivity improvement originating in applications of the work of American experts such as Frederick Winslow Taylor, Frank Bunker Gilbreth, Walter Shewhart, W. Edwards Deming and of the War Department's Training Within Industry program by Japanese manufacturers after World War II. The development of Kaizen went hand-in-hand with that of quality control circles, but it was not limited to quality assurance

LEARNING ORGANISATION Peter Senge defined the learning organization. He said they were organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together.

MANAGEMENT BY FACT The goal of making measurements is to permit managers to see their company more clearly -- from many perspectives -- and hence to make wiser long-term decisions. The Baldrige Criteria (1997) booklet reiterates this concept of fact-based management:

"Modern businesses depend upon measurement and analysis of performance. Measurements must derive from the company's strategy and provide critical data and information about key processes, outputs and results. Data and information needed for performance measurement and improvement are of many types, including: customer, product and service performance, operations, market, competitive comparisons, supplier, employee-related, and cost and financial. Analysis entails using data to determine trends, projections, and cause and effect -- that might not be evident without analysis. Data and analysis support a variety of company purposes, such as planning, reviewing company performance, improving operations, and comparing company performance with competitors' or with 'best practices' benchmarks."
MANAGEMENT BUYOUTS It is a kind of takeover in which the managers of the target business make the bid

MILLENIALS The millennials joining your workforce now are employees born between 1980 and 2000, or 1981 and 1999. Unlike the Gen-Xers and the Boomers, the Millennials have developed work characteristics and tendencies from doting parents, structured lives, and contact with diverse people. Millennials are used to working in teams and want to make friends with people at work. Millennials work well with diverse coworkers. Millennials have a can-do attitude about tasks at work and look for feedback about how they are doing frequently even daily. Millennials want a variety of tasks and expect that they will accomplish every one of them. Positive and confident, millennials are ready to take on the world. They seek leadership, and even structure, from their older and managerial coworkers, but expect that you will draw out and respect their ideas.

Millennials seek a challenge and do not want to experience boredom. Used to balancing many activities such as teams, friends, and philanthropic activities, millennials want flexibility in scheduling and a life away from work. Millennials need to see where their career is going and they want to know exactly what they need to do to get there. Millennials await their next challenge there better be a next challenge. Millennials are the most connected generation in history and will network right out of their current workplace if these needs are not met. Computer experts, millennials are connected all over the world by email, instant messages, text messages, and the Internet. MULTIPLE MANAGEMENT It is a system in which permanent advisory committees of managers study problems of the company and makes recommendations to higher management. It is also called junior board of executives system. These committees discuss the actual problems and different alternatives solutions after which the decisions are taken.

MANAGEMENT BY OBJECTIVES It refers to a comprehensive, organizational-wise goal setting and appraisal program. It requires the managers to set specific measurable goals with each employee and then periodically discuss progress towards these goals. META ANALYSIS Provides one means of examining different organizations. It is merely a grand term to describe the conduct of a summery analysis of a large collection of previous studies. NETWORKING Networking is building a web of interpersonal relationships for mutually beneficial purposes such as business referrals, customer acquisition, complementary product offerings, and sharing information. Networking means establishing, maintaining and utilizing contacts made for purposes beyond the reason for the initial contact. NEGATIVITY Negativity is the feeling and expressing of unhappiness, anger, frustration, or upset to other employees in your workplace; it is often accompanied by resistance. According to Gary S. Topchik, author of Managing Workplace Negativity, negativity is often the result of a loss of confidence, control, or community. Knowing what people are negative about is the first step in solving the problem.

NEW EMPLOYEE ORIENTATION: New employee orientation is the process for welcoming a new employee into your organization. New employee orientation, often spearheaded by a meeting with the Human Resources department, generally contains information about safety, the work environment, the new job description, benefits and eligibility, company culture, company history, and anything else relevant to working in the new company. OPEN DOOR POLICY: An open door policy means, literally, that every manager's door is open to every employee. The purpose of an open door policy is to encourage open communication, feedback, and discussion about any matter of importance to an employee. OCCUPATIONAL OUTLOOK HANDBOOK The Occupational Outlook Handbook is a nationally recognized source of career and job information, designed to provide valuable assistance to individuals making decisions about their future work lives. OPTIMISAM Optimism is the propensity to look at the bright side of any situation and expect the best possible outcome from any series of events. OUTSOURCING Outsourcing is paying a second party to perform one or more of your internal processes or functions. Business process outsourcing of certain functions is an increasingly popular way to improve basic services while allowing HR professionals time to play a more strategic role in their organizations. Frequently outsourced: payroll, 401(k) administration, employee assistance, and retirement planning.

OUTCOME METRICES You can't improve what you can't measure. So metrics must be developed based on the priorities of the strategic plan, which provides the key business drivers and criteria for metrics that managers most desire to watch. Processes are then designed to collect information relevant to these metrics and reduce it to numerical form for storage, display, and analysis. Decision makers examine the outcomes of various measured processes and strategies and track the results to guide the company and provide feedback. So the value of metrics is in their ability to provide a factual basis for defining: Strategic feedback to show the present status of the organization from many perspectives for decision makers

Diagnostic feedback into various processes to guide improvements on a continuous basis Trends in performance over time as the metrics are tracked Feedback around the measurement methods themselves, and which metrics should be tracked Quantitative inputs to forecasting methods and models for decision support systems OBSOLENCE PREVENTION Training and development program fosters the initiatives and creativity of employees and help to prevent manpower obsolesce, which may be dew to age, temperament or motivation, or the inability of a person to adapt him to technological changes. PROJECT MANAGEMENT According to the American Society for Quality (ASQ), project management is, "The application of knowledge, skills, tools and techniques to a broad range of activities to meet the requirements of the particular project." PROFIT SHARING Profit sharing is an example of a variable pay plan. Profit sharing is taking a percentage of a companys annual profits and then dividing the pool of money generated across all employees using a formula for distribution. Profit sharing payments are only made if the company has been profitable for the time period specified. Philip Morris Supplier Diversity Programe In 1981,Philips Morris established a Supplier Diversity Program to reach diverse vendors and contractors and to help them match their goods and services with buyers though their organization. PMSDP/ PMSD Task Force identifies diverse vendors who share the commitment of the company to the highest standards of quality and ethical practices PAID TIME OFF POLICY Paid Time Off (PTO) policy combines vacation, sick time and personal time into a single bank of days for employee paid time off. A PTO policy creates a pool of days that an employee may use at their discretion. When an employee needs to take time off from work, the PTO policy enables this time off. So, employees who may have had to lie about how they were using their time in the past, have the right to take PTO at their discretion to support work-life balance and flexibility.

To protect the company work load and customer service, you'll want to require that employees request PTO, with two days prior notice, unless the employee is truly sick. Establish other guidelines, as needed, before the adoption of PTO. PERSONAL FILE ACCESS POLICY All employees, former employees, and representatives of employees may view certain documents from their personnel file with advance notice to Human Resources staff. Documents that relate to the employee's qualifications for hire may be viewed. Documents that may not be reviewed are also described. PROJECT RISK MANAGEMENT A subset of project management that includes the process concerned with identifying, analyzing and responding to project risk. It consists of identification, risk quantification, risk response development, and risk response control PROGRAMMED LEARNING It is a method whereby the trainees learn himself by working through a series of steps, all leading to carefully defined goals or objectives.

PARTICIPATIVE STYLE Under this style, employees are treated on an equal footing with management. They are viewed as allies, friends, and above all, as partners in the joint endeavor of improving the efficiency and productivity of the enterprise. PERSONAL GOWTH Employees on a personal basis gain individually from their exposure to educational experience, training programs gives participants a wider awareness, an enlarged skill, and enlightened altruistic philosophy, and make enhanced personal growth possible. PROGRESIVE DISCIPLINE Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. QUALITY OF WORK LIFE

The value based process aimed towards meeting the goals of organizational effectiveness and improving quality of life at work for employees QUALITY CIRCLE A quality circle involves participation from a small group of employees doing the same type of work in a team to enhance their productivity and quality of work. RESOURCES PLANNING It is a process of identifying the nature and quality of physical resources required to perform the project activities. RECOGNITION Recognition is providing attention or favorable notice to another person. Recognition can be written, verbal, or monetary. In the workplace, the second purpose for employee recognition is to communicate and reinforce the behaviors and actions you'd like to see the employee do more often. 5S: 5S is a reference to five Japanese words that describe standardized cleanup: Seiri: tidiness, organization. Refers to the practice of sorting through all the tools, materials, etc., in the work area and keeping only essential items. Everything else is stored or discarded. This leads to fewer hazards and less clutter to interfere with productive work. Seiton: orderliness. Focuses on the need for an orderly workplace. Tools, equipment, and materials must be systematically arranged for the easiest and most efficient access. There must be a place for everything, and everything must be in its place. Seiso: cleanliness. Indicates the need to keep the workplace clean as well as neat. Cleaning in Japanese companies is a daily activity. At the end of each shift, the work area is cleaned up and everything is restored to its place. Seiketsu: standards. Allows for control and consistency. Basic housekeeping standards apply everywhere in the facility. Everyone knows exactly what his or her responsibilities are. Housekeeping duties are part of regular work routines. Shitsuke: sustaining discipline. Refers to maintaining standards and keeping the facility in safe and efficient order day after day, year after year SEVERENCE PAY

Severance pay is money that an employer might want to provide for an employee who is leaving their employ. Normal circumstances that might warrant severance pay include layoffs, job elimination, and mutual agreement to part ways for whatever reason. Severance pay usually amounts to a week or two of pay for each year of service to the company. In some instances, a severance package might include extended benefits and outplacement assistance SCREENING INTEVIEW Screening interviews are used to qualify a candidate before he or she meets with a hiring authority for possible selection. Screening interviews are usually quick, efficient and low cost strategies that result in a short list of qualified candidates. These interviews save time and money by eliminating unqualified candidates via phone or email. STRATEGY Strategies are the broadly defined four or five key approaches the organization will use to accomplish its mission and drive toward the vision. SIX SIGMA Six Sigma at many organizations simply means a measure of quality that strives for near perfection. Six Sigma is a disciplined, data-driven approach and methodology for eliminating defects (driving towards six standard deviations between the mean and the nearest specification limit) in any process -- from manufacturing to transactional and from product to service. The statistical representation of Six Sigma describes quantitatively how a process is performing. To achieve Six Sigma, a process must not produce more than 3.4 defects per million opportunities. A Six Sigma defect is defined as anything outside of customer specifications. A Six Sigma opportunity is then the total quantity of chances for a defect. Process sigma can easily be calculated using a Six Sigma calculator. The fundamental objective of the Six Sigma methodology is the implementation of a measurement-based strategy that focuses on process improvement and variation reduction through the application of Six Sigma improvement projects TUITION ASSITENCE Tuition assistance is an employer-provided employee benefit that is a win-win for your workplace. In a tuition assistance program, an employer pays all or part of an employee's cost to attend college or university classes. TALENT MANAGEMENT

Talent management describes the process through which employers of all kinds firms, government, nonprofits anticipate their human capital needs and set about meeting them. Getting the right people with the right skills into the right jobs, a common definition of talent management, is the basic people management challenge in organizations. While the focus of talent management tends to be on management and executive positions, the issues apply to all jobs that are hard to fill.

TQM ( TOTAL QUALITY MANAGEMENT) It is a management strategy aimed at embedding awareness of quality in all organizational processes. TQM has been widely used in manufacturing, education, government, and service industries, as well as NASA space and science programs. Total Quality provides an umbrella under which everyone in the organization can strive and create customer satisfaction is a people focused management system that aims at continual increase in customer satisfaction at continually lower real costs UNEMPLOYMENT COMPENSATION Unemployment compensation was created by the Social Security Act of 1935 to protect workers who became unemployed through no fault of their own. The federal government provides incentives and guidelines to the states about unemployment compensation, but each state is responsible for its own guidelines and program for unemployment compensation UDERSTUDY A person is specifically nominated as the heir apparent and his future depends upon what happens to his superior. VALUE STATEMENTS Value statements are grounded in values and define how people want to behave with each other in the organization. They are statements about how the organization will value customers, suppliers, and the internal community. Value statements describe actions which are the living enactment of the fundamental values held by most individuals within the organization. VARIABLE PAY Variable pay is used generally to recognize and reward employee contribution toward company productivity, profitability, team work, safety, quality, or some other metric deemed important. Variable pay changes depending upon the circumstances

VALUES Values are traits or qualities that are considered worthwhile; they represent an individuals highest priorities and deeply held driving forces. Values include qualities such as integrity, resourcefulness, achievement, and honesty VALUE CHAIN ANALYSIS It is a system of analysis breaking down into sequential series of activities to identify the value added to each activity WAGE GARNISHMENT Wage garnishment is a legal procedure in which a persons earnings are required by court order to be withheld by an employer for the payment of a debt such as child support. WORK COACHING Coaching (work coaching) is a method used by managers and supervisors to provide positive or constructive feedback to employees to help them continue excellent performance or identify ways to improve performance. WORK SAMPLE TEST In this method of performance appraisal employees are given, from time to time, work related tests which are then evaluated.

WORKFORCE DIVERSITY Workforce Diversity refers to policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the prevailing constituency. The seven predominant factors that motivate companies, large and small, to diversify their workforces are as i) Social responsibility

ii) Economic payback iii) Resource Imperative iv) Legal requirement v) Marketing strategy vi) Business communication strategy vii) Capacity building strategy

For whichever of these reasons that motivates them, it is clear that companies that diversify their workforces will have a distinct competitive advantage over those that dont. Further, it is clear that the greatest benefits of workforce diversity will be experienced, not by the companies that that have learned to employ people in spite of their differences, but by the companies that have learned to employ people because of them. YUPPIES: Yuppies are young, upwardly mobile, urban professionals. They are young, successful professionals focused on making money and buying expensive items such as cars, up-to-the- minute cooking gadgets, electronic gear, and chef toys.