| Panel interview: Interview in which several interviewers interview the candidate at the same time. |
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| Pay compression: Situation in which pay differences among individuals with different levels of experience and performance in the organization becomes small. |
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| Pay equity: Similarity in pay for jobs requiring comparable levels on knowledge, skills, and ability even where actual job duties differ significantly. |
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| Pay grade: A grouping of individual jobs having approximately the same job worth. |
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| Pay survey: A collection of data on existing compensation rates for workers performing similar jobs in the other organizations. |
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| Peer review panel: Alternative dispute resolution method in which a panel of employees hear appeals from disciplined employees and make recommendations or decisions. |
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| Pension plans: Retirement benefits established and funded by employers and employees. |
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| Performance appraisal (PA): The process of evaluating how well employees perform their jobs when compared to a set of standards, and then communicating that information. |
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| Performance management system: Processes used to identify, encourage, measure, evaluate, improve, and reward employee performance. |
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| Performance standards: Indicators of what the job accomplishes and how performance is measured; expected levels of performance. |
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| Permissive issues: Collective bargaining issues that are not mandatory but relate to certain jobs. |
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| Perquisites (perks): Special benefits—usually noncash items—for executives. |
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| Placement: Fitting a person to the right job. |
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| Policies: General guidelines that focus organizational actions. |
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| Portability: A pension plan feature that allows employees to move their pension benefits from one employer to another. |
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| Position: A job performed by one person. |
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| Positive reinforcement: A person receives a desired reward. |
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| Power distance: Dimension of culture that refers to the inequality among the people of a nation. |
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| Predictive validity: Validity measured when tests results of applicants are compared with subsequent job performance. |
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| Predictors: Measurable indicators of selection criteria. |
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| Preferred provider organization (PPO): A health-care provider that contracts with an employer group to provide health-care services to employees at a competitive rate. |
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| Primary research: Research method in which data is gathered firsthand for the specific project being conducted. |
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| Procedural justice: The perceived fairness of the process and procedures used to make decisions about employees. |
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| Procedures: Customary methods of handling activities. |
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| Production cells: Groupings of workers who produce entire products or components of products. |
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| Productivity: A measure of the quantity and quality of work done, considering the cost of the resources it took to do the work. |
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| Profit sharing: A system to distribute a portion of the profits of the organization to employees. |
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| Protected class: Those individuals who fall within a group identified for protection under equal employment laws and regulations. |
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| Psychological contract: The unwritten expectations that employees and employers have about the nature of their work relationships. |
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| Punishment: Action taken to repel a person from an undesired action. |
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