HR-D

Glossary of HR Terms starting with Alphabet D

Daily work records: A daily log of job tasks being performed by individual  employees over a certain period of time. Used often as a form of job analysis.

Deauthorization: Removes the authority of the bargaining representative to enter into and enforce a union security clause.

Decentralization: The process of assigning decision-making authority to lower levels within the organizational hierarchy.

Decertification: A voting process whereby a union is removed as the representative of a group of employees.

Defamation: A common-law tort; defined as injuring someone’s reputation either through verbal or written statements.

Defined-benefit plan: Pension plan in which an employee is promised a pension amount based on age and service.

Defined contribution plan: Pension plan in which the employer makes annual payment to an employee’s pension account.

De-layering: An organizational restructuring strategy meant to reduce the organization’s existing levels of managers or supervisors.

Delegation: The assignment of new or additional responsibilities to a subordinate, clearly dictating expected outcomes and time frame for completion.

Demographics: The physical characteristics of population, such as age, sex, martial status, family size, education, geographic location and occupation.

Demotion: A permanent reassignment to a position with a lower pay grade, skill requirement or level of responsibility than the employee’s current position.

Departmentation: The process of dividing an organization’s labor, functions, processes or units into separate groups.

Development: Efforts to improve employee’s ability to handle a variety of assignments.

Devil’s advocate: A person who has the job of criticizing ideas to ensure that different viewpoints are fully explored.

Differential piece-rate system: Pay system where the employee receives one piece rate up to a standard and then a higher rate once the standard is exceeded.

Direct compensation: Refers to pay that is received by an employee including base pay, differential pay, and incentive pay.

Direct evidence of discrimination: A method of proof in which evidence on its face establishes a discriminatory reason for an employment decision, without inference or presumption. Direct evidence is evidence that on its face shows an intent to discriminate.

Directive interview: Type of interview in which the interviewer poses specific questions to the candidate and keeps control.

Disabled person: Someone who has physical or mental impairment that substantially limits that person in some major life activities, who has a record of such an impairment, or who is regarded as having such an impairment.

Discipline: A form of training that enforces organizational rules.

Disparate impact: Situation that exists when there is a substantial under representation of protected class members as a result of employment decisions that work to their disadvantages.

Disparate treatment: Situation that exists when protected-class members are treated differently from others.

Distributive justice: Perceived fairness in the distribution of outcomes.

Diversity: Differences among people.

Division of labor: The assignment of different tasks to different people or groups.

Downsizing: Reducing the size of an organizational work force.

Draw: An amount advanced from and repaid to future commissions earned by the employee.

Due process: In employment settings, the opportunity for individuals to explain and defend their actions against charges of misconduct or other reasons.

Dues checkoff: Provision that union dues will be deducted automatically from payroll checks of union members.

Duty: A large work segment composed of several tasks that are performed by an individual.

 

 

 

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