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A Dictionary of Human Resource Management (2 rev. This dictionary comprises over 1, entries on human resource management, personnel, and industrial relations. The Dictionary of Human Resource Management is ideal both as a quick reference guide and as an accompaniment to existing. PDF | An Appendix in Human Resource Management: Personnel by HHDNP Opatha () provides advice to all the managers in respect of HRM. Discover more publications, questions and projects in Dictionary. Request PDF on ResearchGate | On Jan 1, , Edmund Heery and others published A Dictionary of Human Resource Management.

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Hrm Dictionary Pdf

Taken from: Strategic Human Resource Management, Second Edition by Charles R. Greer An Investment Human Resource Management. Preface. This dictionary provides the user with a comprehensive vocabulary of terms used in human resource management. It covers all aspects of the subject. 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' pdf). DOT. 1. Department of. Transportation. 2. Dictionary of Occupational Titles. DP.

Learn more about reviews. Diversity is vital for the success of organizations. A full fledged chapter covers the aspects of diversity and multiculturalism. The following topics could have been Employee engagement is emerging as an important area in HRM. A separate chapter about employee engagement would have added great value. Subject index at the end would be of great help. Accuracy rating: 5 I did not come across any inaccuracies in the textbook. 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.

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.

Dictionary of Human Resources and Personnel Management - PDF Drive

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.

The Human Resources Institute of New Zealand

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].

Dictionary of Human Resources and Personnel Management

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.

employee performance

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 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.

A procedure carried out in the workplace in the event of an employee committing some act contrary to terms of the employment agreement. Related to the process of Negotiation. A critical component of mergers and acquisitions, it is the process by investigation and evaluation is conducted to examine the details of a particular investment or download by obtaining sufficient and accurate information or documents which may influence the outcome of the transaction.

The use of the internet to market and sell goods and services. Organisational policies and practices designed to meet the diverse needs of employees, and create an environment that encourages employees to remain employed. The process of enabling or authorising an individual to think, behave, take action, and control work and decision-making in autonomous ways.

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. 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.

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. Two forms: 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. The right to belong to a union.

The preparation required for the construction of a job description. Baby Boomers —The term used to describe those individuals born between and The process of setting and assigning a set of specific and attainable goals to be met by an individual, group or organisation. 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.

The social manner in which people interact with each other within a group. An act committed by any personnel likely to lead to Summary Dismissal. A method by which human resources effectiveness can be assessed.


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.

A psychology theory ascribed to Abraham H. The activity of planning human resources usually in connection with the overall strategic planning of the organisation. Additional compensation used to motivate and to reward employees for exceeding performance or productivity goals. The legal relationship between an employee and employer.

The study of theories and practices in the workplace relationship. Non-monetary re-enforcers such as praise given to an employee in recognition of a job well done, or a particular achievement. An organisation set up by the United Nations to establish, amongst other matters, conventions on practices in the workplace. A reward given to an employee for achievement of a particular goal, objective or project. Developed by the International Organisation for Standardisation ISO , it is a set of standards for quality management systems that is accepted around the world.

The preparatory stage for writing job descriptions. 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.

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. Used to establish standards and objectives, key result areas are the chief tasks of a job identified during the job evaluation process. Knowledge, skills and abilities — the personal attributes that a person has to have to perform the job requirements.

A geographical or occupational area in which factors of supply and demand interact. The willingness of potential employees to travel or move to where work is offered. A rate at which the number of people in the labour force is divided by the number of people of working age x The process, by which an individual determines direction, influences a group and directs them toward a specific goal or organisational mission.

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. An organisational structure where employees report to more then one manager or supervisor. The process of intervention by a specialist in an employment dispute. The lowest level of earnings of employees set by Government.

A statement illustrating who the company is, what the company does, and where the company is headed. The reason s why a person works at a particular job and for a particular organisation. An attempt to explain how people are motivated, in the form of work behaviour and performance.

Relating to Performance Management. A psychological test used to assess an individuals personality type. The process of discussion with a view to mutual settlement usually by the means of a conference.

Occupational health and safety — the law relating to the health and safety of personnel at work. 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. Employees less critical to organisational success and can be expendable. Remuneration includes any payment made under a contract for services.

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.

The ratio of the number of people hired to the number of suitably qualified candidates obtained. Two conflicting assumptions which are behind thinking on human nature and human behaviour as related to the employee and the workplace.

An appraisal process whereby an individual is rated on their performance by people who know something about their work. By training, people can learn new information, new methodology and refresh their existing knowledge and skills. Due to this there is much improvement and adds up the effectiveness at work. The motive behind giving the training is to create an impact that lasts beyond the end time of the training itself and employee gets updated with the new phenomenon.

Training can be offered as skill development for individuals and groups. Relation between Training and Development There is a relation between training and development, and there is clear difference between the two based on goals to be achieved. Importance of Training and Development For companies to keep improving, it is important for organizations to have continuous training and development programs for their employees.

Competition and the business environment keeps changing, and hence it is critical to keep learning and pick up new skills. But it is essential that the company revises its goals and efficiencies with the changing environment. Here are a few critical reasons why the company endorses training and development sessions. However, since it is beneficial for companies in the long run, they ensure employees are trained regularly.

It is often predictable that decisions are driven by more easily measurable processes such as finance and accounting. Human Resources evolved from the term: personnel , as the functions of the field, moved beyond paying employees and managing employee benefits.

The evolution of the HR function gave credence to the fact that people are an organization's most important resource. People are an organization's most significant asset. As an organization's most significant asset, employees must be hired, satisfied, motivated, developed, and retained. Are you looking for information about human resources management, human resources development, how to manage and supervise people, or how to work with people at work? Here are the resources you need to start, manage and develop your human resources department and all of the people aspects of your business and work.

New to Human Resources? These fundamental human resource questions are answered in the FAQ. A management pro? Move on. Human Resources Management Content Guide Want more management, business, and human resources information?