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HUMAN RESOURCE MANAGEMENT DICTIONARY PDF

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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.


Human Resource Management Dictionary Pdf

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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' resourceone.info pdf). The Dictionary of Human Resource Management is ideal both as a quick reference guide and as an accompaniment to existing HRM resourceone.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.

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.

Dictionary of Human Resources and Personnel Management

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. 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. Onboarding A relatively new term, it is more far reaching than historical orientation programmes. OSH Occupational health and safety — the law relating to the health and safety of personnel at work. Organisational Culture A pattern that emerges from the interlocking system of the beliefs, values and behavioural expectations of all the members of an organisation.

Organisational theories The scientific management movement and human relations school were two early organisational theories. Orientation The introduction of employees to their jobs, co-workers, and the organisation by providing them with information regarding such items as policies, procedures, company history, goals, culture, and work rules.

Outplacement A benefit offered by the employer to displaced employees which may consist of such services as job counselling, training, and job-finding assistance. Outsourcing A contractual agreement between an employer and an external third party provider whereby the employer transfers responsibility and management for certain HR, benefit or training related functions or services to the external provider.

Paid Parental Leave Supported by legislation allowing [possibly later in ] 12 weeks paid leave which a new mother may share with her partner, funded by a payroll levy. Pareto chart A bar graph used to rank in order of importance information such as causes or reasons for specific problems so that measures for process improvement can be established. Peripheral Labour Force Employees less critical to organisational success and can be expendable.

Performance Management This is a process of identifying, evaluating and developing the work performance of employees in an organisation, in order that organisational objectives are more effectively achieved and understood by employees.

Performance planning A total approach to managing people and performance. Personal grievance A complaint brought by one party to an employment contract against another party.

Positive discrimination See Affirmative action. Precedent See Common law. Probationary Arrangements 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.

Quality management The process or system of ensuring that a product or service should do what the user needs or wants and has a right to expect.

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Random Testing Drug and alcohol tests administered by an employer which selects employees to be tested on a random basis. Recruitment The process of bringing into an organisation personnel who will possess the appropriate education, qualifications, skills and experience for the post offered. Redundancy The act of dismissing an employee when that employee is surplus to the requirements of the organisation. Replacement charts A summarisation in visual form the numbers of incumbents in each job or family of jobs, the number of current vacancies per job and the projected future vacancies.

Remuneration Remuneration includes any payment made under a contract for services. Request for proposal RFP A document an organisation sends to a vendor inviting the vendor to submit a bid for a product or, service.

Restrictive covenant A contract clause requiring executives or other highly skilled employees to refrain from seeking and obtaining employment with competitor organisations in a specific geographical region and for a specified period of time. Return on investment ROI A ratio of the benefit or profit derived from a specific investment compared to the cost of the investment itself. Salary Is a term used most commonly to describe a base pay which is set at an annual rate and remains unchanged from one pay period to the next, regardless of the number of hours an employee may work.

Selection ratio The ratio of the number of people hired to the number of suitably qualified candidates obtained. Six Sigma 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. Stakeholders The term given to the situation whereby firms have a number of groups, each having their own set of interests, possibly conflicting with each other.

Strategic architecture The core competencies that an organisation has. Strategic HRM The process of aligning human resources more closely to the strategic and operating objectives of the organisation. Strategic Planning The process of identifying an organisation's long-term goals and objectives and then determining the best approach for achieving those goals and objectives.

Structural capital The databases, customer files, manuals, trademarks etc that remain in a firm once employees go home.

Summary dismissal The act of dismissing personnel immediately, usually because the person has committed some act of Gross Misconduct. Suspension A form of disciplinary action resulting in an employee being sent home without pay for a specified period of time. Tangible rewards Rewards which can be physically touched or held i. This can include direct reports, peers, managers, customers or clients; in fact anybody who is credible to the individual and is familiar with their work can be included in the feedback process.

The individual usually completes a self-assessment exercise on their performance, which is also used in the process. Total Remuneration The complete pay package awarded employees on an annual basis, including all forms of money, benefits, services, and in-kind payments. Training and development A process dealing primarily with transferring or obtaining knowledge, attitudes and skills needed to carry out a specific activity or task. Turnover Describes changes in the work force resulting from voluntary or involuntary resignations.

Unions Groups of workers who have formed incorporated associations relating to the type of work that they perform.

Wage curve Depicts pay rates currently being paid for each job within a pay grade in relation with the rankings awarded to each job during the job evaluation process. Wages Wages — is a term used most commonly to describe a base pay which is calculated on a hourly, daily or weekly basis. Wage drift The gap between the Collective Agreement rate and the rate actually paid.

Whistleblower Whistle blower protection is contained in the Protected Disclosures Act The Act provides protection to employees against retaliation for reporting illegal acts of employers. An employer may not rightfully retaliate in any way, such as discharging, demoting, suspending or harassing the whistle blower.

Employer retaliation of any kind may result in the whistle blower bringing a personal grievance against the employer. Work-life Balance Having a measure of control over when, where and how an individuals works, leading to their being able to enjoy an optimal quality of life. Workplace Bullying Persistent, offensive, abusive, intimidating or insulting behaviour or unfair actions directed at another individual, causing the recipient to feel threatened, abused, humiliated or vulnerable.

Home Contact Search. A term used to describe voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer's physical workforce. A popular strategic management concept developed in the early 's by Drs.

An appraisal that requires raters list important dimensions of a particular job and collect information regarding the critical behaviors that distinguish between successful and unsuccessful performance. A technique using quantitative or qualitative data to make comparisons between different organisations or different sections of the organisations.

The practice of allowing more senior level employees whose positions have been slotted for elimination or downsizing the option of accepting an alternative position within the organisation, for which they may be qualified to perform and which is currently occupied by another employee with less seniority.

The deliberate effort of an organisation to anticipate change and to manage its introduction, implementation, and consequences.

The Criminal Records Clean Slate Act establishes a clean slate scheme to limit the effect of an individual's convictions in most circumstances subject to certain exceptions set out in Section 19 if the individual satisfies the relevant eligibility criteria. The process by which [an] employer[s] will negotiate employment contracts with [a] union[s].

Decisions of the Courts also known as Precedent. Compensation for injury to an employee arising out of and in the course of employment that is paid to the worker or dependents by an employer whose strict liability for such compensation is established by statute.

An agreement restricting an employee from disclosing confidential or proprietary information.

Employees who may be: The skills, knowledge and abilities which employees must possess in order to successfully perform job functions which are essential to business operations. A small group of permanent workers, for example, strategists, planners. A method of avoiding the subjective judgements which are the feature of most ranking and rating systems. A form of unemployment — rises in times of economic recession and falls in times of prosperity.

One of the Contingency theories of leadership — developed by Vroom and Yettor The removal of entities such as financial markets, road and transport from governmental control. A strategy of being unique in an industry on dimensions customers value.

The Human Resources Institute of New Zealand

The process of delivering educational or instructional programmes to locations away from a classroom or site to another location by varying technology such as video or audio-conferencing, computers, web-based applications or other multimedia communications.

The authoritative source of precise and easy to understand definitions of words, terms, and phrases, this new edition of the Dictionary of Human Resource Management has been thoroughly revised and updated to reflect changes in vocabulary and usage. All the previous editions' entries have been reviewed, around new entries have been added, and the existing entries thoroughly edited to reflect changes in the usage of terms, changes in institutions and official bodies, and keeps pace with the evolving HRM vocabulary.

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The information and examples provided is accurate and unbiased. Some of the practical aspects of HRM are justified using theories. It provides an opportunity for the participants to know about the theoretical underpinnings as well. Some of the examples are dated. The text is simple, hence incorporating updates will not be an issue.

Clarity rating: 5 The content is simple and well structured. The examples provided for the concepts would help students to learn the concepts clearly and grasp it quickly. The cases provided at the end of every chapter is also very helpful. Consistency rating: 5 I found the textbook to be consistent.Now shows signs of being able to withstand increased prosperity.

Paid Parental Leave Supported by legislation allowing [possibly later in ] 12 weeks paid leave which a new mother may share with her partner, funded by a payroll levy.

A ratio of the benefit or profit derived from a specific investment compared to the cost of the investment itself. Some of the examples are dated. Myers-Briggs Type Indicator A psychological test used to assess an individuals personality type.

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Rewards which can be physically touched or held i. Generation I - The term used to describe children born after that are growing up in the Internet age.

An act committed by any personnel likely to lead to Summary Dismissal. A rating method where the rater assigns a specific value on a fixed scale to the behavior or performance of an individual instead of assigning ratings based on comparisons between other individuals.