Definition of Terms Flashcards
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.
360-degree Feedback
Refers to assessments designed to measure an individual’s knowledge, skills, or competencies in specific areas that are relevant to their job performance.
Achievement Testing
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.
Advanced Interviewing
The performance appraisal method for employees where assessor selects the best and worst employees based on certain trait/criterion and ranks them accordingly.
Alternation Ranking
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.
Applicant Personality Test
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.
Apprenticeship Training
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.
Background Check
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.
Behaviorally Anchored Rating Scale (BARS) Method
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.
Benchmarking Jobs
additional monetary rewards given to employees on top of
their base salary, typically based on individual, team, or organizational
performance.
Bonuses
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.
Buddy System
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.
Candidates
an external source of recruitment,
where the educational institutions such as, colleges and universities make provision
of information to the students regarding employment opportunities.
Campus Recruiment
a formal approach used by the
organization to ensure that people with the proper qualifications and experiences
are available when needed.
Career Development
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.
Case Studies
an evaluation appraisal error
that occurs when employees are incorrectly rated near the average or middle of a
scale.
Central Tendency Error
In this method, a superior gives training to a
subordinate as his understudy like an assistant to a manager or director.
Coaching (Understudy Method)
It measures the candidate’s ability to solve problems and
think critically.
Cognitive Ability Test
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.
Compensation Manager
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.
Competency Model
someone who performs tasks for
an organization without being formally hired as the organization’s permanent employee
Contingent Personnel
units managing HR strategy and policy across the organization.
Corporate HR teams
a performance appraisal
method that requires keeping written records of highly favorable and unfavorable
employee work actions.
Critical Incident Method
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.
Depth Interview
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.
Direct recruitment
HR units integrated into specific departments to provide
localized HR support.
Embedded HR teams
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.
Employee Benefits Program
a process of improving
employees’ existing competencies and skills and developing newer ones to support
the organization’s goals.
Employee Development
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.
Employee Engagement
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).
Employee Matrix
the process of introducing new
hires to their jobs, co-workers, responsibilities, and workplace.
Employee Orientation
It is the process of hiring new capitals through the references
of the employees, who are currently employed within the organization.
Employee Referrals
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.
Employee Selection
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.
Employee Testing
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.
Employment Agencies
is a government entity, where the
details of the job seekers are deposited and given to the employers for filling the
vacant positions.
Employment Exchanges
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.
Equal Employment Opportunity Commission
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.
Essay method
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.
Exit Interview
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”.
Forced distribution method of performance appraisal
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.
Formal Interview
All the candidates or a group of candidates are interviewed together.
Group Interview
occurs when a manager generalizes one positive performance
feature or incident to all aspects of employee performance, resulting in a higher
rating.
Halo
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.
Human Capital
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.
HR Generalist
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.
Human Resource Planning (HRP)
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.
Human Resources Forecasting
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.
Human Resources Management (HRM)
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.
In-basket Exercises
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.
Individual Interview
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.
Induction
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.
Informal Interview
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.
Internal Recruiting
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.
Interviews
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.
Intranet Job Postings
a procedure through which you determine the duties
of the positions and the characteristics of the people to hire them.
Job Analysis
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.
Job Analyst
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.
Job Compensation and Salary
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.
Job Context
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.
Job Description
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
Job Enlargement
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.
Job Enrichment
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.
Job Instruction Training
refers to the practice of publishing and displaying
advertisements of an open job to the employees.
Job Posting
involves moving employees through a variety of
positions within an organization or department.
Job Rotation
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.
Job Specification
An open position within an organization or company that requires a
qualified individual to fill it.
Job Vacancy
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.
Legal Hiring Practices
Giving undeserved high ratings to an employee.
Leniency
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.
Management Assessment Center
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.
Miniature Job Training
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.
Outsourcing
the process of moving a new hire from applicant to
employee status, ensuring that paperwork is done and orientation is completed.
Onboarding
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.
Online Job Boards
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.
Panel Interview
A temporary team, often consisting of people
from different areas or functions, that works on real projects.
Project Teams (Action Learning)
a performance appraisal method in which the
rater ranks all employees from a group in order of overall performance.
Ranking Method
a performance appraisal
method that rates employees according to defined factors.
Rating Scales Method
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.
Rewards and incentives
An HR professional responsible for finding and hiring qualified
candidates.
Recruiter
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.
Recruiment
the process of evaluating job applications, scanning
resumes and selecting suitable candidates that match with the job description.
Screening
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.
Sensitivity Training (T-groups)
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.
Skill Inventories
Occurs when managers allow individual differences to affect the
ratings they give. These differences are gender, race, or age.
Stereotyping
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.
Stress Interview
Being unduly critical of an employee’s work performance.
Strictness
In this type, the interview is planned, designed and detailed
in advance. It is pre-planned, precise, and reliable in hiring the candidates.
Structured Interview
the goal-oriented
and integrated process of planning, recruiting, developing, managing and
compensating employees
Talent Management Process
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.
Talent Specialist
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.
Performance Appraisal
is a structured process used by organizations
to assess and evaluate employees’ job performance, contributions, and
achievements within a specific period.
Performance Appraisal System
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.
Performance Management
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.
Promotion
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.
Salary
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.
Self-Appraisal
the process of hiring eligible candidates in the organization or
company for specific positions.
Staffing
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.
Situational Judgement Test (SJT)
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.
Succession Planning
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.
Training
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.
Training and Development
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.
Training Specialist
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.
Transfer
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).
Understudy
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.
Unstructured Interview
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.
Upward Feedback
a type of training that involves creating a
simulated work environment for employees to practice job-related tasks and skills.
Vestibule Training
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.
Work Sampling Event
a performance appraisal
method that compares each employee’s performance to a predetermined
standard or expected level of output.
Work Standards Method
