【正文】 s relative worth to the organization. This technique is also called the job classification method.??Jobholder reports Jobholder reports are reports to employees about the? firm39。s future supply, and demand for, employees.?human resources Human resources are the people who are ready, willing, ?and able to contribute to organizational goals.??Immigration Reform and Control Act of 1986 Employers are required to ?screen out unauthorized aliens. The act requires an employment verification systems, a good faith effort, and specified recordkeeping? procedures.?imminent danger An imminent danger is a situation that is likely to lead to ?death or serious injury if allowed to continue.?incentive systems Incentive systems link pensation and performance by? paying employees for actual results, not for seniority or hours worked.?indexation Indexation is a method of estimating future employment needs ?by matching employment growth with some index, such as sales growth.?industrial democracy Industrial democracy refers to giving employees a ?larger voice in making the workrelated decisions that affect them.?industrial unions Industrial unions are labor organizations that seek to include all of an employer39。s sex, race, religion, age, or other protected classification.?health maintenance organizations (HMOs) HMOs are a form of health insurance whereby the insurer provides the professional staff and facilities? needed to treat their insured policyholders for a predetermined monthly ?fee.?hotstove rule The hotstove rule states that disciplinary actions should have ?the same characteristics as the penalty a person receives from touching? a hot stove. That is, the discipline should be with warning, immediate, ?consistent, and impersonal.?house organs A house organ is any regularly published organizational magazine, newspaper, or bulletin directed to employees.?human resource forecasts Human resource forecasts predict the organization39。s future needs.?fourfifths rule The fourfifths rule is a test used by the EEOC. When the ?election ratio of protectedclass applicants is less than 80 percent (or four?fifths) of the selection ratio for majority applicants, adverse impact is ?assumed .?fully insured workers Fully insured workers are employees who have contributed 40 quarters (10 years) to social security.?Functional authority Functional authority allows staff experts to make decisions in specified circumstances that are usually reserved for line? managers.??funded plan Funded plans require an employer to accumulate moneys in advance so that the organization39。s representative ?that actually fills out the evaluation form after interviewing the supervisor about employee performance.?Aextime Flextime is a scheduling innovation that abolishes rigid starting and ?ending times for each day39。s wage to key factors of the ?job. The result is a relative evaluation of the organization39。s unemployment pensation tax?? rate based on the employer39。s work performance. They are provided by past employers.?employment tests Employment tests are devices that assess the probable ?match between the applicants and the job requirements.?Equal Employment Act of 1972 This act strengthened the role of the Equal ?Employment Opportunity Commission by amending the Civil Rights Act? of 1964. The 1972 law empowered the EEOC to initiate court action ?against non plying organizations.?equal employment opportunity Equal employment opportunity means giving ?people a fair chance to succeed without discrimination based on factors? unrelated to job performancesuch as age, race, or national origin.?Equal Employment Opportunity Commission (EEOC) The EEOC is the ?federal agency responsible for enforcing Title VII of the Civil Rights Act, as amended and other laws such as the Age Discrimination in Employ?equal employment opportunity laws Equal employment opportunity laws area family of federal and state acts that seek to ensure equal employment? opportunities for members of protected groups.?Equal Pay Art of 1963 This act prohibits discrimination in pay because of a? person39。s standards.?dismissal Dismissal is the ultimate disciplinary action because it separates ?the employee from the employer for a cause.?disparate impact Disparate impact occurs when the results of an employer39。s ?work. It requires the manager to assign duties, grant authority, and create? a sense of responsibility.?Delphi technique The Delphi technique solicits predictions from a panel of? experts about some specified future development(s). The collective estimates are then reported back to the panel so that the members may adjust their opinions. This process is repeated until a general agreement on ?future trends emerges.?demographics Demographics is the study of population characteristics.?demotions Demotions occur when an employee is moved from one job to ?another that is lower in pay, responsibility, and organizational level.?development Development represents those activities that prepare an employee for future responsibilities.?Dictionary of Occupational Titles (DOT) The Dictionary of Occupational? Titles is a federal government publication that provides detailed job descriptions and job codes for most occupations in government and? industry.?differential validity Differential validity is used to demonstrate that tests or? other selection criteria are valid for different subgroups or protected ?classes.?directive counseling Directive counseling is the process of listening to an? employee39。s labor market. (See underutilization.)?concessionary bargaining Concessionary bargaining occurs when labor ?management negotiations result in fewer employerpaid fringe benefits or ?wage concessions, such as a freeze or wage cut.?conciliation agreement a conciliation agreement is a negotiated settlement? agreeable to the EEOC and to