| Balance-sheet approach: An approach to international compensation that provides international employees with a compensation package that equalizes cost differences between the international assignment and the same assignment in the home country of the individual or the corporation. |
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| Bargaining unit: All employees eligible to select a single union to represent and bargain collectively for them. |
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| Base pay: The basic compensation an employee receives, usually as a wage or salary. |
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| Behavior modeling: Copying someone else’s behavior. |
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| Behavioral description interview: Interview in which applicants give specific examples of how they have performed or handled problems in the past. |
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| Behavioral rating approach: Assesses an employee’s behaviors instead of other characteristics. |
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| Behaviorally experienced training: Training methods that deal less with physical skills than with attitudes, perceptions, and interpersonal issues. |
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| Benchmark job: Job found in many organizations and performed by several individuals who have similar duties that are relatively stable and require similar KSAs. |
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| Benchmarking: Comparing specific measures of performance against data on those measures in other “best practices” organizations. |
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| Benefit: An indirect reward given to an employee or group of employees as a part of organizational membership. |
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| Bona fide occupational qualification (BFOQ): A characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration. |
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| Bonus: A one-time payment that does not become part of the employee’s base pay. |
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| Broadbanding: Practice of using fewer pay grades having broader ranges than traditional compensation systems. |
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| Business agent: A full-time union official employed by the union to operate the union office and assist union members. |
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| Business necessity: A practice necessary for safe and efficient organizational operations. |
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