HUMAN RESOURCE MANAGEMENT DICTIONARY PDF
PDF | An Appendix in Human Resource Management: Personnel by HHDNP Opatha (). Preface. This dictionary provides the user with a comprehensive vocabulary of terms used in human resource management. It covers all aspects of the subject. Taken from: Strategic Human Resource Management, Second Edition by Charles R. Greer An Investment Human Resource Management.
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The human resources glossary: the complete desk reference for HR executives, managers . for Training and Development, Society of Human Resource Management, Phi Delta Kappa, Cape. Cod Writers' myavr.info pdf). The Dictionary of Human Resource Management is ideal both as a quick reference guide and as an accompaniment to existing HRM myavr.info authoritative. Glossary of HR Terms. For the benefit of students of management and human resources management and those new to the HR profession. Jump to: A,B,C,D,E, F.
Employee retention Organisational policies and practices designed to meet the diverse needs of employees, and create an environment that encourages employees to remain employed. Empowerment The process of enabling or authorising an individual to think, behave, take action, and control work and decision-making in autonomous ways.
Ergonomics The measurement of physical characteristics of the human body and the development of equipment to fit them, so that strain on the body is reduced. Equity theory Based on the notion that people are motivated by a desire for fairness, that is, to be treated fairly and will compare their own efforts and the rewards of others in the organisation with a view to judging the fairness of their treatment.
Exit Interview An interview between a member of staff of the organisation that an employee is leaving to ascertain the reasons for the employee leaving the organisation.
Used for possible changes. Extrinsic rewards Two forms : Money and non-money rewards. Examples : job enrichment, job enlargement, personal and working relationships with colleagues and supervisors and managers.
Fixed Term Employment An employee and an employer may agree that the employment of the employee will end at the close of a specified date or period or on the occurrence of a specified event or at the conclusion of a specified project. See Section 56 of the Employment Relations Act Freedom of association The right to belong to a union. As protected by the Human Rights Act Functional job analysis The preparation required for the construction of a job description.
It is necessary to collect data on the job to be advertised. Generations Baby Boomers —The term used to describe those individuals born between and Generation X - The term used to describe individuals born between and Generation Y - The term used to describe individuals born between and the present.
Generation I - The term used to describe children born after that are growing up in the Internet age.
Goal Setting The process of setting and assigning a set of specific and attainable goals to be met by an individual, group or organisation. Good faith bargaining A duty under Section 4 of the Employment Relations Act to conduct negotiations where two parties meet and confer at reasonable times with open minds and the intention of reaching an agreement.
Grievance A complaint brought by one party to an employment contract against another party.
Group dynamics The social manner in which people interact with each other within a group. Gross misconduct An act committed by any personnel likely to lead to Summary Dismissal. HR Audit A method by which human resources effectiveness can be assessed. Can be carried out internally or HR audit systems are available. Hawthorne Effect A term produced as a result of an experiment conducted by Elton Mayo whereby he concluded that expressing concern for employees and treating them in a manner which fulfills their basic human needs and wants will ultimately result in better performance.
Hierarchy of needs A psychology theory ascribed to Abraham H. Maslow in which he proposed that people will constantly seek to have their basic needs sleep, food, water, shelter, etc. HR information systems A discrete computerised information system for HR purposes. HR Management The management of human resources within an organisation.
HR planning The activity of planning human resources usually in connection with the overall strategic planning of the organisation. Incentive pay Additional compensation used to motivate and to reward employees for exceeding performance or productivity goals. Individual employment agreement The legal relationship between an employee and employer. See Part 6 of the Employment Relations Act Induction The process of introducing a new employee into the organisation.
Industrial relations The study of theories and practices in the workplace relationship. Intangible rewards Non-monetary re-enforcers such as praise given to an employee in recognition of a job well done, or a particular achievement.
International Labour Organisation An organisation set up by the United Nations to establish, amongst other matters, conventions on practices in the workplace. Intrinsic reward A reward given to an employee for achievement of a particular goal, objective or project.
ISO Developed by the International Organisation for Standardisation ISO , it is a set of standards for quality management systems that is accepted around the world. Organisations that conform to these standards can receive ISO certification. The standard intended for quality management system assessment and registration is ISO The standards apply uniformly to organisations of any size or description.
Job analysis The preparatory stage for writing job descriptions. Job Description A written description of a job which includes information regarding the general nature of the work to be performed, specific responsibilities and duties, and the employee characteristics required to perform the job.
Job evaluation Used for compensation planning purposes, it is the process of comparing a job with other jobs in an organisation to determine an appropriate pay rate for the job. Key Result areas Used to establish standards and objectives, key result areas are the chief tasks of a job identified during the job evaluation process. KSAs Knowledge, skills and abilities — the personal attributes that a person has to have to perform the job requirements.
Labour Market A geographical or occupational area in which factors of supply and demand interact. Labour force mobility The willingness of potential employees to travel or move to where work is offered. Labour force participation A rate at which the number of people in the labour force is divided by the number of people of working age x Leadership The process, by which an individual determines direction, influences a group and directs them toward a specific goal or organisational mission.
Dictionary of Human Resources and Personnel Management
Leadership Development Formal and informal training and professional development programmes designed for all management and executive level employees to assist them in developing the leadership skills and styles required to deal with a variety of situations.
Legislation Law emanating from Parliament in the form of Acts.
Often times given in lieu of pay increases. Matrix organisation An organisational structure where employees report to more then one manager or supervisor. Mediation Services The process of intervention by a specialist in an employment dispute. Provided under the Employment Relations Act See also Coaching. Minimum wages The lowest level of earnings of employees set by Government.
Mission Statement A statement illustrating who the company is, what the company does, and where the company is headed. Motivation The reason s why a person works at a particular job and for a particular organisation. Subject to various theories relating to the way they do things. Motivational theories An attempt to explain how people are motivated, in the form of work behaviour and performance. Mutuality of interests Relating to Performance Management. Both employer and employee have a mutual interest in achieving organisational objectives.
Myers-Briggs Type Indicator A psychological test used to assess an individuals personality type. Negotiation The process of discussion with a view to mutual settlement usually by the means of a conference.
Observation interview The process of observing employees while performing their respective jobs or tasks used to collect data regarding specific jobs or tasks. Americans with Disabilities Act ADA : Prohibits discrimination against persons with disabilities in employment, government programs, public accommodation, telecommunications, and transportation.
Applicant flow log: A chronological compilation of applicants for employment or promotion, showing the persons categorized by race, sex, and ethnic group, who applied for each job title or group of job titles requiring similar qualifications during a specific period. Architectural barrier: Any non-job related consideration that excludes from employment individuals otherwise capable of doing the work at issue.
Availability standard: A percentage figure depicting the availability in the relevant labor market of a group who are qualified under valid, job-related criteria. Back pay: Compensation for past economic losses such as lost wages, fringe benefits, etc. Barrier: Any obstacle to the realization of a person's full potential.
The Human Resources Institute of New Zealand
Black Not of Hispanic Origins : All persons having origins in any of the black racial groups of Africa. Bona fide occupational qualification BFOQ : Any prerequisite that has been demonstrated to be valid as a qualification for employment.
Burden of proof: In discrimination cases, the plaintiff must show that an action, practice, or policy used by the employer has an adverse impact.
Once adverse effect is shown, the burden of proof shifts to the employer, who must show that the action, practice, or policy is job related. Business necessity: Under the Uniform Guidelines on Employee Selection Procedures, necessary to the safe and efficient operation of the business, that it effectively carries out the purpose it is supposed to serve, and that there are no alternative policies or practices which would better or equally well serve the same purpose with less discriminatory impact.
Chilling effect: Maintenance by an employer of a work environment or system of employment practices, the effect of which is to discourage minorities, women, or persons with disabilities from seeking employment or advancement. Civil rights: Rights protected by the U. Constitution and various statutes that prohibit discrimination in employment, education, housing, voting, public accommodations, and other matters.
Human Capital Management (HCM)
Civilian labor force: Persons 16 years of age or over, excluding those in the armed forces, who are employed or seeking employment. Community outreach: Activities designed to contact appropriate community groups and persons for the purpose of recruitment. Compliance: Adherence to laws, court decisions, regulations, executive orders, and other legal mandates governing affirmative action and equal employment opportunity.
Concentration: A higher representation of a group of persons in a job category than would reasonably be expected by their presence in the civilian labor force.
Conditions of employment: Includes, but is not limited to, salaries, wages, hours of work, vacation allowances, sick and injury leave, number of holidays, retirement benefits, insurance benefits, prepaid legal service benefits, wearing apparel, premium pay for overtime, shift differential pay, jury duty, and grievance procedures.
Congenital disability: Describes a disability that has existed since birth but is not necessarily hereditary. Constructive discharge: An employee's involuntary resignation resulting from the employer making working conditions for the employee so intolerable that a reasonable person would have felt compelled to resign.Selection ratio The ratio of the number of people hired to the number of suitably qualified candidates obtained.
Availability standard: A percentage figure depicting the availability in the relevant labor market of a group who are qualified under valid, job-related criteria.
Where the parties to an employment agreement agree as part of the agreement that an employee will serve a period of probation or trial after the commencement of the employment. A method of avoiding the subjective judgements which are the feature of most ranking and rating systems.
Six Sigma is a disciplined, data-driven methodology used to eliminate defects and improve processes and cut costs from manufacturing to transactional and from product to service. Request for proposal RFP A document an organisation sends to a vendor inviting the vendor to submit a bid for a product or, service.
Induction The process of introducing a new employee into the organisation. Bona fide occupational qualification BFOQ : Any prerequisite that has been demonstrated to be valid as a qualification for employment.
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