Definition of Terms

Question 1

It a popular performance appraisal method that involves evaluation input from multiple levels within the firm as well as external sources. In this method, people all around the rated employee may provide ratings, including senior managers, the employee himself or herself, supervisors, subordinates, peers, team members, and internal or external customers.

Answer 1

360-degree Feedback

Question 2

Refers to assessments designed to measure an individual’s knowledge, skills, or competencies in specific areas that are relevant to their job performance.

Answer 2

Achievement Testing

Question 3

Refers to a strategic approach used by organizations to thoroughly assess candidates for employment beyond the traditional interview process. This method aims to gather comprehensive insights into candidates’ skills, competencies, experiences, and potential contributions to the organization.

Answer 3

Advanced Interviewing

Question 4

The performance appraisal method for employees where assessor selects the best and worst employees based on certain trait/criterion and ranks them accordingly.

Answer 4

Alternation Ranking

Question 5

This test is used to evaluate the personality traits, characteristics, and preferences of job applicants. It aims to predict how well an individual might fit into a specific role or organizational culture based on their personality profile.

Answer 5

Applicant Personality Test

Question 6

a formalized program
combining on-the-job training (OJT) with classroom instruction. It is typically used
in skilled trades and professions, where apprentices (learners) work under the
guidance of experienced mentors or journeymen to develop practical skills and
theoretical knowledge necessary for the job.

Answer 6

Apprenticeship Training

Question 7

It is a part of the hiring process in which an investigation is
carried out to check a potential employee’s background, based on criteria such as
education, criminal records, past work experiences, etc. This verification is done
because organizations often need to confirm if the information provided by the
candidate is true or not.

Answer 7

Background Check

Question 8

a performance appraisal method that combines
elements of the traditional rating scales and critical incident methods; various
performance levels are shown along a scale with each described in terms of an
employee’s specific job behavior.

Answer 8

Behaviorally Anchored Rating Scale (BARS) Method

Question 9

involve comparing job roles and
responsibilities within an organization or across different organizations to
determine the relative value and pay structure for similar jobs in the job market. It
helps in establishing competitive compensation and benefits packages.

Answer 9

Benchmarking Jobs

Question 10

additional monetary rewards given to employees on top of
their base salary, typically based on individual, team, or organizational
performance.

Answer 10

Bonuses

Question 11

It is part of the employee onboarding process in which a new hire is
assigned a buddy who guides the new hire on the different aspects of the job. It
may include making him/her familiar with the office environment and other
members of the team.

Answer 11

Buddy System

Question 12

An individual seeking employment or appointment to a particular job,
role, or office. They manifest interest by submitting an application, usually
accompanied by a resume or curriculum vitae.

Answer 12

Candidates

Question 13

an external source of recruitment,
where the educational institutions such as, colleges and universities make provision
of information to the students regarding employment opportunities.

Answer 13

Campus Recruiment

Question 14

a formal approach used by the
organization to ensure that people with the proper qualifications and experiences
are available when needed.

Answer 14

Career Development

Question 15

Trainees are given in-depth descriptions (5 to 30 pages) of the
experiences of disguised organizations. This allows them to see the experiences of
numerous managers in a short period of time.

Answer 15

Case Studies

Question 16

an evaluation appraisal error
that occurs when employees are incorrectly rated near the average or middle of a
scale.

Answer 16

Central Tendency Error

Question 17

In this method, a superior gives training to a
subordinate as his understudy like an assistant to a manager or director.

Answer 17

Coaching (Understudy Method)

Question 18

It measures the candidate’s ability to solve problems and
think critically.

Answer 18

Cognitive Ability Test

Question 19

a specialized role within the
Human Resources (HR) function of an organization. Their primary responsibility is to
design, implement, and manage the organization’s compensation and benefits
programs.

Answer 19

Compensation Manager

Question 20

a framework for defining the skill and
knowledge requirements of a job. It is a collection of competencies that define the
skills and abilities that enable successful job performance.

Answer 20

Competency Model

Question 21

someone who performs tasks for
an organization without being formally hired as the organization’s permanent employee

Answer 21

Contingent Personnel

Question 22

units managing HR strategy and policy across the organization.

Answer 22

Corporate HR teams

Question 23

a performance appraisal
method that requires keeping written records of highly favorable and unfavorable
employee work actions.

Answer 23

Critical Incident Method

Question 24

a semi-structured interview, where the
candidates have to give detailed information about their educational qualifications,
work experience, special interests, skills, aptitude and so forth.

Answer 24

Depth Interview

Question 25

refers to the external source of
recruitment, where the recruitment of qualified candidates are carried out by
putting a notice regarding job vacancy on the notice board of the organization.

Answer 25

Direct recruitment

Question 26

HR units integrated into specific departments to provide
localized HR support.

Answer 26

Embedded HR teams

Question 27

often referred to
simply as benefits or perks, is a set of non-wage compensations provided to
employees in addition to their regular wages or salaries. These benefits are
designed to enhance the overall compensation package offered by employers and
typically include various forms of insurance, retirement plans, wellness programs,
and other fringe benefits.

Answer 27

Employee Benefits Program

Question 28

a process of improving
employees’ existing competencies and skills and developing newer ones to support
the organization’s goals.

Answer 28

Employee Development

Question 29

refers to the level of commitment
workers make to their employer, seen in their willingness to stay at the firm and to
go beyond the call of duty.

Answer 29

Employee Engagement

Question 30

often referred to as a matrix organizational
structure, is a management structure where employees are grouped
simultaneously by two different operational dimensions. Typically, this involves
employees reporting to both a functional manager (based on their expertise or
specialization) and a project manager (based on the specific project they are
working on).

Answer 30

Employee Matrix

Question 31

the process of introducing new
hires to their jobs, co-workers, responsibilities, and workplace.

Answer 31

Employee Orientation

Question 32

It is the process of hiring new capitals through the references
of the employees, who are currently employed within the organization.

Answer 32

Employee Referrals

Question 33

refers to the process by which
organizations choose individuals from a pool of job applicants to fill job vacancies. It
is a critical aspect of human resource management aimed at identifying and hiring
candidates who are most likely to succeed in the job and contribute effectively to
the organization’s goals.

Answer 33

Employee Selection

Question 34

refers to the process of assessing job
applicants or current employees through various types of tests and assessments.
These tests are designed to evaluate specific skills, abilities, knowledge, personality
traits, or other attributes relevant to the job or organizational requirements.

Answer 34

Employee Testing

Question 35

These are firms or organizations that assist employers in
finding suitable candidates for job openings. They often have access to a pool of
pre-screened candidates and can help with various aspects of the recruitment
process.

Answer 35

Employment Agencies

Question 36

is a government entity, where the
details of the job seekers are deposited and given to the employers for filling the
vacant positions.

Answer 36

Employment Exchanges

Question 37

It is an organization that is
responsible for the enforcement of federal laws that prohibit organizations from
discriminating against employees on the basis of multiple factors including race,
color, nationality, religion, gender, etc.

Answer 37

Equal Employment Opportunity Commission

Question 38

a performance appraisal method in which the
rater writes a brief narrative describing the employee’s performance. This method
tends to focus on extreme behavior in the employee’s work rather than on routine
day-to-day performance.

Answer 38

Essay method

Question 39

are conducted for those employees, who want to
leave the organization. The significance of the exit interview is to ascertain the
reasons behind leaving the job.

Answer 39

Exit Interview

Question 40

requires the rater to assign individuals in a work group to a limited
number of categories, similar to a normal frequency distribution. The purpose of
forced distribution is to keep managers from being excessively lenient and having a
disproportionate number of employees in the “superior”.

Answer 40

Forced distribution method of performance appraisal

Question 41

organized in an informal manner, i.e., the
candidate will be aware about the dates and timings of the interview well in
advance and the interviewer plans and prepares the questions for the interview.

Answer 41

Formal Interview

Question 42

All the candidates or a group of candidates are interviewed together.

Answer 42

Group Interview

Question 43

occurs when a manager generalizes one positive performance
feature or incident to all aspects of employee performance, resulting in a higher
rating.

Answer 43

Halo

Question 44

refers to the economic value of a worker’s
experience and skills. Human capital includes assets like education, training,
intelligence, skills, health, and other things employers value such as loyalty and
punctuality.

Answer 44

Human Capital

Question 45

an HR employee who typically reports to an HR
manager or director. HR generalists handle daily core HR functions, such as
recruitment, employee relations, compensation and compliance.

Answer 45

HR Generalist

Question 46

is the continuous
process of systematic planning to achieve optimum use of an organization’s most
valuable asset—quality employees. HR planning ensures the best fit between
employees and jobs while avoiding manpower shortages or surpluses.

Answer 46

Human Resource Planning (HRP)

Question 47

the process of predicting how a
company’s staffing needs change with time so that it can remain prepared to
operate successfully. HR forecasting ensures a company will have the right number
of employees on staff.

Answer 47

Human Resources Forecasting

Question 48

involves
coordinating, managing, and allocating human capital, or employees, in ways that
move an organization’s goals forward. HRM focuses on investing in employees,
ensuring their safety, and managing all aspects of staffing from hiring to
compensation and development.

Answer 48

Human Resources Management (HRM)

Question 49

designed to assess a candidate’s
adaptive thinking, problem-solving, judgement, administrative abilities, planning,
organizing, delegating, and integrative skills while dealing with memos, e-mails,
requests, messages, handwritten notes, and other items while under pressure.

Answer 49

In-basket Exercises

Question 50

the interview takes place on a one
to one basis. In this case, there will be a verbal and a visual interaction between two
people, an interviewer and a candidate.

Answer 50

Individual Interview

Question 51

It is the process of receiving and welcoming of the employees, after
they have been selected and providing them the required training needed to settle
down adequately.

Answer 51

Induction

Question 52

Such interviews are conducted in an informal way, i.e., the
interview will be stable without any written communication and can be arranged at
any place.

Answer 52

Informal Interview

Question 53

also known as internal promotion or
internal hiring, refers to the process of identifying and filling job vacancies within an
organization from its existing workforce. Instead of hiring external candidates,
internal recruiting involves considering current employees for open positions,
whether they are within the same department or elsewhere in the organization.

Answer 53

Internal Recruiting

Question 54

involve one-on-one or group discussions between a job
analyst (interviewer) and employees, supervisors, or subject matter experts. During
the interview, the analyst asks structured or semi-structured questions to gather
information about job duties, skills required, work conditions, and other aspects
relevant to job roles.

Answer 54

Interviews

Question 55

Involves posting job openings on the organization’s internal
network or intranet. It is used to inform current employees about job opportunities
within the company, encouraging internal mobility and career advancement.

Answer 55

Intranet Job Postings

Question 56

a procedure through which you determine the duties
of the positions and the characteristics of the people to hire them.

Answer 56

Job Analysis

Question 57

work in the human resources (HR) department of a
company or organization, conducting in-depth research about occupations and job
descriptions. They focus on worker classification systems while studying the
effects of industry and occupational trends upon worker relationships.

Answer 57

Job Analyst

Question 58

Refers to the monetary and non-monetary benefits
offered to employees in exchange for their work. It includes base salary, bonuses,
incentives, benefits (like healthcare and retirement plans), and other perks that
contribute to the overall compensation package.

Answer 58

Job Compensation and Salary

Question 59

refers to the broader environment or conditions in which
a job is performed. It includes factors such as the physical work environment,
organizational culture, relationships with coworkers and supervisors, tools and
equipment used, and any other relevant contextual information.

Answer 59

Job Context

Question 60

a written statement that outlines the duties,
responsibilities, tasks, and requirements of a particular job. It typically includes
information such as job title, job summary, essential functions, qualifications, and
reporting relationships.

Answer 60

Job Description

Question 61

refers to expanding a job’s scope by adding
more tasks or responsibilities of a similar level of complexity. It aims to provide
employees with a broader range of

Answer 61

Job Enlargement

Question 62

involves redesigning jobs to incorporate higher
levels of responsibility, autonomy, decision-making authority, and complexity. The
goal of job enrichment is to enhance the intrinsic motivation and satisfaction of
employees by providing opportunities for growth, challenge, and achievement
within their current roles.

Answer 62

Job Enrichment

Question 63

a structured training
method suitable for jobs with clear and logical sequences of steps. It involves
breaking down tasks into smaller components, teaching each step sequentially, and
ensuring the trainee can perform each task correctly before moving on to the next.
This method is effective for quickly teaching specific job skills and procedures.

Answer 63

Job Instruction Training

Question 64

refers to the practice of publishing and displaying
advertisements of an open job to the employees.

Answer 64

Job Posting

Question 65

involves moving employees through a variety of
positions within an organization or department.

Answer 65

Job Rotation

Question 66

refers to a statement that outlines the
qualifications, skills, knowledge, abilities, and personal attributes required to
perform a specific job effectively. It details the qualifications and characteristics
that an ideal candidate should possess to succeed in the role.

Answer 66

Job Specification

Question 67

An open position within an organization or company that requires a
qualified individual to fill it.

Answer 67

Job Vacancy

Question 68

refer to the rules, regulations, and
ethical standards that organizations must adhere to when recruiting and selecting
employees. These practices are designed to ensure fairness, equality, and
compliance with applicable laws throughout the hiring process.

Answer 68

Legal Hiring Practices

Question 69

Giving undeserved high ratings to an employee.

Answer 69

Leniency

Question 70

This is a structured evaluation method used to
assess managerial potential or leadership qualities in individuals. It typically involves
a series of simulations, exercises, and interviews designed to evaluate skills such as
leadership, decision-making, communication, and problem-solving in a controlled
setting.

Answer 70

Management Assessment Center

Question 71

This refers to a training approach where employees are
provided with condensed or abbreviated versions of job tasks or responsibilities to
learn and practice. It allows individuals to gain practical experience and skills
relevant to their roles in a controlled and manageable setting before performing
the tasks independently or in a real work environment.

Answer 71

Miniature Job Training

Question 72

is the act of
hiring an external firm to handle part or all of your human resource needs instead of
relying on a dedicated internal HR department or employee.

Answer 72

Outsourcing

Question 73

the process of moving a new hire from applicant to
employee status, ensuring that paperwork is done and orientation is completed.

Answer 73

Onboarding

Question 74

Websites or platforms where employers can post job openings
to reach a wide audience of potential candidates on the internet. Job seekers can
search and apply for positions based on their skills and preferences.

Answer 74

Online Job Boards

Question 75

is being conducted by a
group of people. In this type of interview, three to five members of the selection
committee will be asking questions to the candidates on various concepts.

Answer 75

Panel Interview

Question 76

A temporary team, often consisting of people
from different areas or functions, that works on real projects.

Answer 76

Project Teams (Action Learning)

Question 77

a performance appraisal method in which the
rater ranks all employees from a group in order of overall performance.

Answer 77

Ranking Method

Question 78

a performance appraisal
method that rates employees according to defined factors.

Answer 78

Rating Scales Method

Question 79

are mechanisms used by
organizations to recognize, motivate, and reward employees for their contributions,
efforts, achievements, and behaviors that align with organizational goals and
values.

Answer 79

Rewards and incentives

Question 80

An HR professional responsible for finding and hiring qualified
candidates.

Answer 80

Recruiter

Question 81

refers to the process of identifying, attracting,
interviewing, selecting, hiring and onboarding employees. In other words, it involves
everything from the identification of a staffing need to filling it.

Answer 81

Recruiment

Question 82

the process of evaluating job applications, scanning
resumes and selecting suitable candidates that match with the job description.

Answer 82

Screening

Question 83

A psychological technique in which intensive
group discussion and interaction are used to increase individual awareness of self
and others; it is practiced in a variety of forms under such names as T-group,
encounter group, human relations, and group-dynamics training.

Answer 83

Sensitivity Training (T-groups)

Question 84

are structured databases or systems used by
organizations to catalog and manage information about the skills, competencies,
qualifications, and experiences of their employees. These inventories are valuable
tools for human resources (HR) departments and organizational leaders to
understand the capabilities of their workforce and make informed decisions related
to talent management, workforce planning, training and development, and
succession planning.

Answer 84

Skill Inventories

Question 85

Occurs when managers allow individual differences to affect the
ratings they give. These differences are gender, race, or age.

Answer 85

Stereotyping

Question 86

are conducted to ascertain how a candidate
would react during the time of stress and cope up with problems. In this type of
interview, the interviewer will come to know whether the candidate can deal in an
effective manner with the demands and needs of a complicated job.

Answer 86

Stress Interview

Question 87

Being unduly critical of an employee’s work performance.

Answer 87

Strictness

Question 88

In this type, the interview is planned, designed and detailed
in advance. It is pre-planned, precise, and reliable in hiring the candidates.

Answer 88

Structured Interview

Question 89

the goal-oriented
and integrated process of planning, recruiting, developing, managing and
compensating employees

Answer 89

Talent Management Process

Question 90

is an HR professional who sources and screens
candidates that best fit the company’s future goals. Their duties include
establishing hiring criteria, understanding recruiting needs and finding the right
candidates.

Answer 90

Talent Specialist

Question 91

also known as performance
evaluation or performance review, is a systematic process used by organizations to
assess and evaluate the job performance of employees. It involves gathering and
analyzing information about employees’ performance, accomplishments,
strengths, weaknesses, and areas for improvement.

Answer 91

Performance Appraisal

Question 92

is a structured process used by organizations
to assess and evaluate employees’ job performance, contributions, and
achievements within a specific period.

Answer 92

Performance Appraisal System

Question 93

refers to the continuous
process of setting objectives, assessing progress, and providing feedback to
employees to ensure that organizational goals are met effectively and efficiently.

Answer 93

Performance Management

Question 94

refers to advancement of the employees by evaluating their
job performance. It is the process of shifting an employee from a lower position to a
higher position with more responsibilities, remuneration, facilities, and status.

Answer 94

Promotion

Question 95

refers to the fixed amount of money paid to an employee for
performing a job role over a specific period, typically on a monthly or annual basis.

Answer 95

Salary

Question 96

the process when an employee evaluates their
performance. Employees are given a chance to examine their performance and
determine their strengths and flaws during this process.

Answer 96

Self-Appraisal

Question 97

the process of hiring eligible candidates in the organization or
company for specific positions.

Answer 97

Staffing

Question 98

This is a type of psychological test used in the
assessment of candidates or employees. It presents hypothetical scenarios
relevant to the job and asks respondents to choose the most appropriate action or
decision from a set of options. SJTs assess judgment, problem-solving abilities, and
decision-making skills in specific contexts.

Answer 98

Situational Judgement Test (SJT)

Question 99

is a proactive process of identifying and
developing potential future leaders or key employees within an organization to fill
key roles when they become vacant. The primary goal of succession planning is to
ensure a smooth transition of leadership and critical positions to minimize
disruptions and maintain organizational stability.

Answer 99

Succession Planning

Question 100

refers to the process of teaching specific skills and knowledge
to employees to improve their performance in current roles. It typically involves
structured programs, workshops, seminars, or on-the-job training aimed at
developing technical, operational, or job-specific competencies.

Answer 100

Training

Question 101

refers to the process
of equipping employees with the knowledge, skills, and competencies required to
perform their job effectively and to contribute to organizational success. It is a
critical function within Human Resources (HR) that focuses on enhancing employee
performance, productivity, and engagement through structured learning experiences.

Answer 101

Training and Development

Question 102

also known as a Training Coordinator or
Training and Development Specialist, is a professional within the Human Resources
(HR) function who specializes in planning, implementing, and evaluating training
programs for employees.

Answer 102

Training Specialist

Question 103

refers to the process of interchanging from one job to another
without any change in the designation and responsibilities. It can also be the
shifting of the employees from one department to another department or from one
location to another, depending upon the requirement of the position.

Answer 103

Transfer

Question 104

an individual who is trained to take over the
responsibilities of a specific position if the current job holder is unable to perform
their duties (e.g., due to illness, vacation, or promotion).

Answer 104

Understudy

Question 105

This type of interview is an unexpected one, where the
interview questionnaire is not prepared. The interviewers are not well prepared
regarding the questions that are to be asked and in obtaining accurate answers.

Answer 105

Unstructured Interview

Question 106

a process where subordinates or
employees provide anonymous feedback on their supervisor’s performance. This
feedback mechanism allows employees to share their perspectives on their
supervisor’s leadership, communication, management style, and other relevant
aspects of their role.

Answer 106

Upward Feedback

Question 107

a type of training that involves creating a
simulated work environment for employees to practice job-related tasks and skills.

Answer 107

Vestibule Training

Question 108

refers to a method used in industrial and organizational
psychology to assess how employees spend their time on various tasks. It involves
taking random samples of work activities to gain insights into work patterns,
efficiency, and productivity.

Answer 108

Work Sampling Event

Question 109

a performance appraisal
method that compares each employee’s performance to a predetermined
standard or expected level of output.

Answer 109

Work Standards Method