Human Resource Management Dictionary Pdf
Mutuality of interests Relating to Performance Management. Tangible rewards Rewards which can be physically touched or held i.
Beyond Hiring and Firing What Is Human Resource Management
Generation Y - The term used to describe individuals born between and the present. See also Structural capital. Also known as skill based and knowledge based pay. Public users are able to search the site and view the abstracts and keywords for each book and chapter without a subscription. Performance planning A total approach to managing people and performance.
Maslow in which he proposed that people will constantly seek to have their basic needs sleep, food, water, shelter, etc. Mission Statement A statement illustrating who the company is, what the company does, and where the company is headed. Minimum wages The lowest level of earnings of employees set by Government. Employees less critical to organisational success and can be expendable. Attrition A term used to describe voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer's physical workforce.
An appraisal process whereby an individual is rated on their performance by people who know something about their work. Onboarding A relatively new term, it is more far reaching than historical orientation programmes.
The Human Resources Institute of New Zealand
Cost leadership A strategy of becoming the lowest-cost producer in its industry. An organisational structure where employees report to more then one manager or supervisor. The willingness of potential employees to travel or move to where work is offered.
The deliberate effort of an organisation to anticipate change and to manage its introduction, implementation, and consequences. Training and development A process dealing primarily with transferring or obtaining knowledge, attitudes and skills needed to carry out a specific activity or task. It is necessary to collect data on the job to be advertised. Observation interview The process of observing employees while performing their respective jobs or tasks used to collect data regarding specific jobs or tasks.
These elements are inspirational and help employees feel as if they are part of something that is bigger than themselves. The social manner in which people interact with each other within a group. The databases, customer files, manuals, trademarks etc that remain in a firm once employees go home.
Motivational theories An attempt to explain how people are motivated, in the form of work behaviour and performance. Positive discrimination See Affirmative action. Labour force mobility The willingness of potential employees to travel or move to where work is offered. 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. The process, by which an individual determines direction, influences a group and directs them toward a specific goal or organisational mission.
Structural capital The databases, customer files, manuals, trademarks etc that remain in a firm once employees go home. The amount of wages will vary usually according to the number of hours the employee works. Random Testing Drug and alcohol tests administered by an employer which selects employees to be tested on a random basis. These critical behaviours are then categorised and appointed a numerical value which is used as the basis for rating performance.
Human Resources Job Prospects and Earnings. Robert Kaplan and David Norton, best books on psychology pdf the balanced scorecard is a management and measurement system which enables organisations to clarify their vision and strategy and translate them into action.
Common law Decisions of the Courts also known as Precedent. Decisions of the Courts also known as Precedent. The process of aligning human resources more closely to the strategic and operating objectives of the organisation. Wage drift The gap between the Collective Agreement rate and the rate actually paid. Competency based pay is a compensation system that recognises employees for the depth, breadth, and types of skills they obtain and apply in their work.
Intangible rewards Non-monetary re-enforcers such as praise given to an employee in recognition of a job well done, or a particular achievement. Appraisal See Performance planning.
Matrix organisation An organisational structure where employees report to more then one manager or supervisor. The lowest level of earnings of employees set by Government. The legal relationship between an employee and employer. If the act is regarded as Gross Misconduct this may lead to Summary Dismissal.
Two conflicting assumptions which are behind thinking on human nature and human behaviour as related to the employee and the workplace. The activity of planning human resources usually in connection with the overall strategic planning of the organisation. Human Resources Management Careers.
The study of theories and practices in the workplace relationship. An agreement restricting an employee from disclosing confidential or proprietary information. Selection ratio The ratio of the number of people hired to the number of suitably qualified candidates obtained. 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. Labour Market A geographical or occupational area in which factors of supply and demand interact.
Redundancy The act of dismissing an employee when that employee is surplus to the requirements of the organisation. Related to the process of Negotiation.
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. Empowerment The process of enabling or authorising an individual to think, behave, take action, and control work and decision-making in autonomous ways. Employer retaliation of any kind may result in the whistle blower bringing a personal grievance against the employer.
Carried out on behalf of women and disadvantaged groups and members of such groups are placed in dominant positions. Drug and alcohol tests administered by an employer which selects employees to be tested on a random basis. Organisational Culture A pattern that emerges from the interlocking system of the beliefs, values and behavioural expectations of all the members of an organisation. Individual employment agreement The legal relationship between an employee and employer.
Suspension A form of disciplinary action resulting in an employee being sent home without pay for a specified period of time. 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. Critical incidents A method of avoiding the subjective judgements which are the feature of most ranking and rating systems. Involving setting performance aims and expectations for the organisation, departments and individuals employees. 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.
International Labour Organisation An organisation set up by the United Nations to establish, amongst other matters, conventions on practices in the workplace. The right to belong to a union. Subject to various theories relating to the way they do things. The process of observing employees while performing their respective jobs or tasks used to collect data regarding specific jobs or tasks. Strategic architecture The core competencies that an organisation has.
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