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360-degree feedback

An appraisal process whereby an individual is rated on his or her performance by people who know something about the individual’s work. This can include direct reports, peers, managers, customers or clients; in fact, anybody who is credible to the individual and is familiar with his or her work can be included in the feedback process. The individual usually completes a self-assessment exercise on his or her performance, which is also used in the process.

Talent Management

Broadly defined as the implementation of an integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs.

Talent Mindset

The deep-seated belief that talent differentiates organizational culture and breeds competitive advantage, with benefits for both the individual and for the organization, now and in the future. Talent Mindset is embedded in the entire organization - led by the CEO, modeled by management, supported by a range of initiatives developed by HR and implemented by HR and line managers.

   

Tangible rewards

Rewards that can be physically touched or held (i.e., a gift certificate, gifts in the form of merchandise or a savings bond.)

   

Task analysis

Involves defining standards and conditions of a particular task and identifying the distinguishing factors between tasks.

   

Task competencies

The specific activities and tasks that make up a particular job.

   

Team building

A training program designed to assist a group of people to work together as a team while they are learning.

   

Teamwork

Described as the practice of individuals working together in order to bring a variety of talents and experiences to achieve a common goal.

   

Telecommuting

Working from a remote location (often one’s home workstation) using computers, telephones, facsimile machines and other remote capabilities, rather than commuting via automobile or other mode of transportation to and from an employer's work site to perform equivalent work.

   

Teleconferencing

A conference established between two or more people or groups of people who are in different locations; made possible by the use of such telecommunications equipment as closed-circuit television

   

Temporary employee

An individual who works on either short- or long-term assignments with an employer without being treated as a regular employee and lacking the benefits of regular employees. Normally utilized by employers to meet seasonal or other demands that they do not have the internal resources to meet.

   

Temporary restraining order

Restraining and/or protective orders are examples of orders issued by a court restraining the conduct of an individual and protecting a victim from the activities of an abusive person.

   

Temp-to-perm

The process of hiring employees on a temporary basis, usually through a temporary staffing agency, with the understanding that if the individual’s performance meets or exceeds expectations, he or she will be offered a permanent position within the organization.

   

Termination

Separation from employment due to a voluntary resignation, layoff, retirement or dismissal.

   

Termination-at-will

A rule allowing an employee or employer to terminate the employment relationship at any time for any or no reason at all.

   

Termination Date

Normally the last date actually worked by an employee; however, for employers with accrued leave programs, paid leave programs, benefit continuation programs or severance pay programs which go beyond the last day worked, the termination date would be the date at which accruals, paid leave, benefit continuation or severance continuation ceases.

   

Test security

An individual’s right to privacy, as it relates to information regarding test results, providing for informed consent of how test results are used.

   

Theory X

States that some people have an inherent dislike for work and will avoid it whenever possible. These people need to be controlled and coerced by their managers to achieve production.

   

Theory Y

Assumes that people have a psychological need to work and want achievement and responsibility. A manager's role with these people is to help them achieve their potential.

   

Think tank

A group organized for the purpose of intensive research and problem solving, especially in the areas of technology, social or political strategy, or demographics.

   

Third-party sexual harassment

Harassment of an employee by someone other than another employee, such as a client, customer, vendor or service provider.

   

Time management

The discipline of utilizing time efficiently and well in order to achieve professional, personal or organizational objectives.

   
Time Span of Work The amount of time a worker plans for their efforts to impact the business.

Title VII of the Civil Rights Act of 1964

Title VII is a provision of the Civil Rights Act of 1964 that prohibits discrimination in virtually every employment circumstance on the basis of race, color, religion, gender, pregnancy or national origin. In general, Title VII applies to employers with 15 or more employees. The purpose of Title VII's protections is to "level the playing field" by forcing employers to consider only objective, job-related criteria in making employment decisions. Title VII must be considered when reviewing applications or resumes, when interviewing candidates, when testing job applicants and when considering employees for promotions, transfers or any other employment-related benefit or condition.

   

Total compensation

The complete pay package awarded employees on an annual basis, including all forms of money, benefits, services and in-kind payments.

   

Total quality management

A structured system that satisfies internal and external customers and suppliers by integrating the business environment, continuous improvement and breakthroughs with development, improvement and maintenance cycles.

   

Total remuneration

The amount of monetary and nonmonetary value to an employee of all the elements in the employment package, as well as any other intrinsic or extrinsic rewards of value to the employee.

   

Trade secret

A trade secret consists of any formula, pattern, device or compilation of information used in one's business, which gives the business an opportunity to obtain an advantage over competitors who do not know or use it.

   

Trailing spouse

A term used to describe the spouse of an employee who has been transferred or relocated.

   

Training aids

Any form of audio or visual materials used for training purposes.

   

Training and development

A process dealing primarily with transferring or obtaining knowledge, attitudes and skills needed to carry out a specific activity or task.

   

Training needs analysis

A method used to determine what people need to learn and which training programs may be beneficial. The result of the analysis is a training needs report identifying training needs and the interventions needed to reduce key performance gaps.

   

Transfer

Moving an employee from one position, shift or department to another within the organization.

   

Transformational leadership

A systematic form of leadership focusing on change and innovation. According to Bernard Bass, it is a form of leadership occurring when leaders “broaden and elevate the interests of their employees, when they generate awareness and acceptance of the purposes and the mission of the group and when they stir their employees to look beyond their own self-interest for the good of the group”

   

Transitional employment

Provides alternative work arrangements, such as temporary light or modified duty, for employees who have been absent from the workplace as a result of illness or injury and who have been released by their medical provider to return to work.

   

Transsexual

An older term that originated in the medical and psychological communities. Many transgender people prefer the term "transgender" to "transsexual."

   

Transgender

An umbrella term for people whose gender identity and/or gender expression differs from the sex they were assigned at birth. The term may include, but is not limited to, transsexuals, cross-dressers, and other gender-variant people. Transgender people may identify as female-to-male (FTM) or male-to-female (MTF). They may be heterosexual, lesbian, gay, or bisexual. For example, a man who becomes a woman and is attracted to other women would be identified as a lesbian. Transgender people may or may not decide to alter their bodies hormonally and/or surgically.

Transition

A complex process altering one's birth sex that occurs over a long period of time. Transition includes some or all of the following cultural, legal, and medical adjustments:

Telling one's family, friends and/or co-workers; Changing one's name and/or sex on legal documents; Hormone therapy; and possibly (though not always) some form of surgical alteration.

   

Trend analysis

The process of forecasting an organization’s staffing needs by analyzing past employment patterns in order to identify trends that may be expected to continue.

   

Tuition assistance

A program designed to provide financial assistance to employees taking educational courses at an accredited college or university.

   

Turkey trot

A term used to describe the practice of transferring problem or performance-challenged employees from one position or department to another with the expectation that the employee may improve under a new supervisor or in a different work atmosphere.

   

Turnover

Describes changes in the work force resulting from voluntary or involuntary resignations.

   

Turnover costs

Costs associated with a separation of employment, including items such as unemployment compensation, COBRA benefits continuation costs, the cost of conducting exit interviews, as well as costs associated with replacing an employee, such as advertising, pre-employment testing, time and materials for new hire orientation, training and lost productivity.

   

Turnover rate

The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100.

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