Human Resource Management Terminology

Submitted by:Inderjeet KaurMBA(Previous)2013007

1. Human Resource: a set of individuals who make up the workforce of an organization, business sector or an economy.2. Human resource management: The professional discipline and business function that oversees an organization's human resources.3. Manpower planning: Manpower planning is the process of estimating or projecting the number of personnel required for a project (with different skill sets) over a predefined period of time.4. Recruitment: The discovering of potential applicants for actual or anticipated organizational vacancies.5. Selection: The process of picking individuals who have relevant qualifications to fill jobs in an organization.6. Placement: Actual posting of an employee to a specific job, with rank and responsibilities attached to it.7. Transfer: Employee movement that occurs when an employee is moved from one job to another that is relatively equal in pay, responsibilities or organizational level.8. Promotion: Employee movement from current job to another that is higher in pay, responsibilities or organizational level. 9. Training: A planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behavior of employees.10. Development: A specified state of growth or advancement, an increase in skills.11. Layoff: A layoff entails the separation of an employee from the organization temporarily for economic or business reasons.12. Retrenchment: A permanent layoff for reasons other than punishment but not retirement or termination owing to ill health.13. Remuneration: Reward for employment in the form of salary, wage, pay including allowances and bonus.14. Incentives: Inducement or supplemental reward that serves as motivational devices for desired action or behavior. 15. Skills: The individual abilities of human beings to perform a piece of work.16. Core competencies: Activities that the firm performs especially well when compared to its competitors and through which firm adds value to its goods and services over a long period if time.17. System: A system is a set if interrelated but separate elements or parts working towards a common goal.18. Productivity: The ratio of an organizations outputs to its inputs.19. Empowerment: Allowing employees more control over what they do on the job.20. HRD: A planned way of developing individual employees, groups and the total organization to achieve organizational goals, in an atmosphere of mutual trust and cooperation.21. Job analysis: The systematic collection, evaluation and organization of information about jobs.22. HR Planning: Process of identifying human resource needs and formulating plans to meet those needs.23. Employee development: A kind of future oriented training, focusing on the individual growth of the employee.24. Strategic HRM: The linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that fosters innovation and flexibility.25. Mission: The reason and justification for the existence of the firm, it tells about what a company does to meet customers expectations.26. Structure: Framework of an organization.27. Policy: Standing answer to recurring problems.28. Total Quality Management: A way of creating an organizational culture committed to continuous improvement of skills, teamwork, processes, and product and service quality and customer satisfaction.29. Job: A group of positions similar in their significant duties such as technical assistance.30. Task: An identifiable work activity carried out for a specific purpose.31. Duty: Several tasks which are related by some sequence of events.32. Position: A collection of tasks and duties which are performed by one person.33. Job families: Groups of different jobs that need similar skills.34. Job code: A job code uses numbers, letters or both to provide a quick summary of job and its contents.35. Job classification: The grouping of jobs on some basis such as nature of work or the level of pay.36. Position Analysis Questionnaire: PAQ is a standardized form used to collect specific information about job tasks and worker traits.37. Functional Job Analysis: It is a systematic process of finding what is done on a job by examining and analyzing the fundamental components of a data, people and things.38. Job Specification: A profile of human characteristics (knowledge, skills and abilities) needed by a person doing a job.39. Human Resource Planning: The process of getting the right number of qualified people into the right job at the right time, so that an organization can meet its objectives.40. Human Resource forecast: An attempt to predict an organizations future demand for employees.41. Staffing Table: A chart showing future employment needs for each type of job.42. Skills inventories: Summaries of skills and abilities of non managerial employees used in forecasting supply.43. Replacement charts: A portrayal of who will replace whom in the event of job opening.44. Succession Planning: An executive inventory report showing which individuals are ready to move into higher positions in the company.45. Human Resource Inventory: Describes the skills that are available within the company.46. Outplacement: The processes of helping unwanted present employees find new jobs with other firms.47. HR Audits: It summarizes each employees skills, knowledge and abilities.48. Human Resource Informations System: A computerized system that helps in the processing of HRM information.49. Executive Search: Hiring search firm/ head hunter to track candidates.50. Employee referral: A recommendation from current employee regarding a job applicant.51. College placements: An external search process focusing recruiting efforts on a college campus.52. Campus recruiting: Visiting specific skill institutes to hire graduates.53. Internet Advertising: Informing employees of vacancies through internet.54. Media Advertising: Inviting applications by placing ads in media.55. Inducements: Positive features and benefits offered by an organization to attract job applicants.56. Yield Ratio: Indicates the number of contracts required to generate a given number of hire at a point of time.57. Employee leasing: Hiring permanent employees of another company on lease basis for a specific period as per the terms of agreement.58. Temporary Employees: Employees hired for a limited time to perform a specific job.59. Outsourcing: Letting outside vendors provides services.60. Job posting: It is a method of publicizing job openings on bulletin boards, electronics media and similar outlets by a company.61. Application Blank: It is a printed form completed by job aspirants detailing their educational background, previous work history and certain personal data.62. Test: A test is a standardized objective measure of a sample of behavior.63. Reliability: The ability of the selection tool to measure an attribute consistently.64. Validity: The relationship between scores on a selection tool and a relevant criterion.65. Work Sampling: A selection device that requires the job applicant to actually perform a small segment of job.66. Assessment Centre: It is a standardized form of employee appraisal that uses multiple assessment exercises.67. Interview: It is an oral examination of candidates for employment.68. Realistic Job preview: It is a process of providing a job applicant with an accurate picture of the job.69. Halo error: This occurs when one aspect of the subordinate performance affects the rates evaluation of other performance dimensions.70. Structured Interview: Interview that uses a set of standardized questions that are clearly related, asked of all job applicants.71. Panel Interview: An interview during the course of which several interviewers take turns in interviewing the candidate.72. Socialization: The process through which new recruit begins to understand and accept the values, norms and beliefs held by others in the organization.73. Buddy System: An orientation programme where an experienced employee is asked to show the new workers around, conduct the introduction for the supervisor and answer the newcomers questions.74. Internal mobility: The lateral or vertical movement of an employee within an organization.75. Demotion: Employee movement that occurs when an employee is moved from one job to another that is lower in pay, responsibility or organizational level.76. Merit based promotion: An upward movement based on superior performance in the present job.77. Separation: A separation is a decision that an individual and organization should part.78. Resignation: A voluntary separation initiated by an employee himself.79. Retirement: Termination of service on reaching the age of superannuation.80. Suspension: Prohibiting an employee from attending work and to perform normal duties assigned to him.81. Attrition: The normal separation of people from an organization owing to resignation, retirement or death.82. Whistle Blowers: Employees who report employer violations of the law.83. Dismissal: The termination of the services of an employee as a punitive measure for some misconduct.84. Education: Conceptual learning that improves understanding of a subject.85. Modeling: Copying someone elses behavior.86. Diversity: Difference among people.87. Reinforcement: A concept that people tend to repeat responses that give them some type of positive reward and avoid actions with negative responses.88. Mentoring: An experienced employee offering guidance and support to a junior employee so that latter learns and advances in the organization.89. Job instruction training: Training received directly on a job.90. Feedback: The process of providing trainees with information about their performance.91. Job Rotation: Moving a trainee from job to job so as to provide cross training.92. Role playing: A development technique requiring the trainee to assume a role in a given situation and act out behaviors associated with that role.93. Vestibule training: A training method involving the creation of training facilities separate from the regular production area but with same equipment.94. On the job training: Any training technique that involves allowing the person to learn the job by actually performing it on the job.95. Punishment: Reinforcement that is aimed at reducing undesirable behavior with a painful consequence.96. Counseling: The discussions of an employees problem with the general objective of helping the employee cope with it.97. Simulations: Any artificial environment that tries to closely mirror an actual condition. 98. Apprenticeship: A training method that puts trainees under the guidance of a master worker typically for 2 to 5 years.99. Case: An in depth description of a particular situation an employee might counter on the job.100. Task Analysis: Process of determining what the content of a training programme should be on the basis of a study of the tasks and duties involved on the job.101. Career: A career is all the jobs that are held during ones working life.102. Career goals: Future positions one tries to reach as a part of career.103. Career cycle: The stages through which a persons career evolves.104. Career paths: These are flexible lines of progression through which employees typically move.105. Career Anchors: They are distinct patterns of self-perceived talents, attitudes, motives and values that guide and stabilize a persons career after several years of real world experience and feedback.106. Career progression: Making progress in ones career through a series of right moves.107. Career planning: The process by which one selects career goals and path to these goals.108. Career development: The personal actions one undertakes to achieve a career plan.109. Career planning and development: Extending help to employees to form realistic career goals and the opportunities to realize them.110. Career counseling: The process of advising employees on setting career goals and assisting them find suitable career paths.111. Career management: It is a continuing process of setting career goals, formulating and implementing strategies for reaching the goals and monitoring the results.112. Mid-career crisis: The period occurring between the mid-thirties and the mid-forties during which people often make a major assessment of their progress relative to their original career goals and ambitions.113. Reality shock: A period that may occur at the initial career entry when the new employees high job expectations confront the reality of a boring, unchallenging job.114. Plateauing: A condition of stagnating in ones current job.115. Mentor: Someone who extends informal career advice and assistance.116. Career stages: An individuals career moves through five stages; exploration, establishment, mid-career, late-career and decline.117. Career development workshops: A training programme design to assist employees in managing their careers.118. Counseling: The discussions of an employees problem with a view to help the employee cope with it.119. Downsizing: A scaling back of an organizations employment level, usually through layoffs, attrition and voluntary retirement schemes.120. Leveraging: It refers to resigning to further ones career with another employer.121. Fast track programme: A program that encourages young managers with high potential to remain within an organization by enabling them to advance more rapidly than those with less potential.122. Job design: It is the process of defining job tasks and the work arrangements to accomplish them.123. Job specialization: The degree to which an overall task of the organization is broken down and divided into smaller component parts.124. Job Enrichment: Enhancing a job by adding more meaningful tasks and duties to make 5the work more rewarding or satisfying.125. Job characteristics model: Suggests that jobs should be diagnosed and improved along five core dimensions taking into account both the work system and employee preference.126. Socio-technical systems approach: Suggests that jobs are designed by taking a systems view of entire job situation including the physical and social environment.127. Work redesign: The altering of jobs to increase both the quality of employees work experience and their productivity.128. Job simplification: It is a job design the purpose of which is to improve task efficiency by reducing the number of tasks that a single person must perform.129. Job enlargement: It increases task variety, by adding new tasks of similar difficulty to a job.130. Quality Circle: A small group of employees who meet periodically to identify, analyze and solve quality and work related problems in their areas.131. Reengineering: Rethinking and redesigning work in a radical way to improve cost, service and speed.132. Motivation: It is a process of stimulating people to action to accomplish desired results.133. Morale: The capacity of a group of people to pull together persistently and consistently in pursuit of a common purpose.134. Job evaluation: It helps in finding the relative worth of a job, based on criteria such as degree of difficulty, type of work done.135. Essential attributes: Skills, knowledge and abilities, a person must possess.136. Desirable Attributes: Qualification a person ought to possess.137. Contra-indicators: Attributes that will become a handicap to successful job performance.138. Job title: Tells about the job title, code number and the department where it is done.139. Job summary: A brief write up about what the job is all about.140. Job activities: A description of the tasks done, facilities used, extent of supervisory help etc.141. Working conditions: The physical environment of a job in terms of heat, light, noise and other hazards.142. Social Environment: Size of work group and interpersonal interactions required to do a job.143. Redeployment plan: Will indicate the programmes for transferring or retraining existing employees for new jobs.144. Redundancy plan: Will indicate who is redundant, when and where, the plans for retraining, where this is possible and plans for golden handshake, retrenchment, layoff etc.145. JIT: It is four step instructional process involving preparation, presentation, performance try out and follow up.146. In-basket: A method where the trainee is required to examine a basket full of papers and files relating to his area and make recommendations on problems contained therein.147. Person Analysis: Assessment of employees performance and the knowledge and skills necessary to reach that level of performance.148. Internal Mobility: The movement of employees from one job to another through transfers and promotions is called internal mobility.149. Resource: The stock of assets and skills that belong to a firm at any point of time.150. Value: Sum total of benefits received and costs paid by a customer in a given situation.