chapter 10 human resource management HRM Flashcards
human resource management
the strategic approach to the effective management of employees so that they help the business gain a competitive advantage
workforce planning
forecasting the numbers of workers and the skills that will be required by the organisation to achieve its objectives
workforce audit
a check on the skills and qualifications of all existing workers/managers
labour turnover
measures the rate at which employees are leaving an organisation
recruitment
the process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it , and attracting suitable candidates for the job
selection
the series of steps by which candidates are interviewed, tested and screened to choose the most suitable person for a vacant post
recruitment agency
a business that offers the service of recruiting applicants for vacant posts
job description
a detailed list of the key points about the job to be filled, stating all its key tasks and resposibilities
person specification
a detailed list of qualities, skills and qualifications that a successful applicant will need to have
application form
a set of questions answered by a job applicant to give a potential employer information about the applicant , such as educational background and work experience
curriculum vitae CV
a detailed document highlighting all of a person’s professional and academic achievements, work experience and awards
resume
a less detailed document than a CV , which itemises work experience , educational background and specials skills relevant to the job being applied for
reference
comment from a trusted person about an applicant’s character or previous work performance
assessment centre
a place where a range of tests is used to judge job applicants on their potential ability to perform a particular role
internal recruitment
when a business aims to fill a vacancy from within its existing workforce
external recruitment
when a business aims to fill a vacancy with sustainable applicant from outside of the business , such as an employee of another organisation
employment contract
a legal document that sets out terms and conditions governing a worker’s job
redundancy
when a job is no longer required , the employee doing this job becomes unnecessary through no fault of their own
dismissal
being dismissed or fired from a job due to incompetence or breach of discipline
unfair dismissal
ending a worker’s employment contract for a reason that the law regards as being unfair
employee morale
overall outlook, attitude and level of satisfaction of employees when at work
employee welfare
employees’ health , safety and level of morale at work
work-life balance
a situation in which employees are able to allocate the right amount of time and effort to work and to their personal life outside work
equality policy
practices and processes aimed at achieving a fair organisation where everyone is treated in the same way without prejudice and has the opportunity to fulfil their potential
diversity policy
practices and processes aimed at creating a mixed workforce and placing a positive value on diversity in the workplace
training
work-related education to increase workforce skills and efficiency
induction training
introductory training programme to familiarise new recruits with the systems used in the business and layout of the business site
on-the-job training
instruction at the place of work on how a job should be carried out
off-the-job training
training undertaken away from the place of work
multi-skilling
the training of an employee in several skills to allow for greater flexibility within the business
employee appraisal
the process of assessing the effectiveness of an employee judged against pre-set objectives
industrial action
measures taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favor of employees
collective bargaining
the process of negotiating terms of employment between an employment between an employer and a group of workers who are usually represented by a trade union official
trade union recognition
when an employer formally agrees to conduct negotiations on pay and working conditions with a trade union rather than bargain individually with each worker
