Definition of Terms Flashcards
1
Q
It is a performance appraisal method involving evaluation input from multiple levels within the firm as well as external sources, including senior managers, the employee, supervisors, subordinates, peers, team members, and customers.
A
360-degree Feedback
2
Q
It measures an individual’s knowledge, skills, or competencies in specific areas relevant to job performance.
A
Achievement Testing
3
Q
A strategic approach used by organizations to assess candidates for employment beyond the traditional interview process.
A
Advanced Interviewing
4
Q
A performance appraisal method where the assessor selects the best and worst employees based on certain traits and ranks them accordingly.
A
Alternation Ranking
5
Q
A test used to evaluate the personality traits, characteristics, and preferences of job applicants to predict their fit within a role or organizational culture.
A
Applicant Personality Test
6
Q
A formal discussion process between an employee and their manager regarding performance and areas for improvement.
A
Appraisal Interview
7
Q
It combines on-the-job training with classroom instruction, typically used in skilled trades.
A
Apprenticeship Training
8
Q
To investigate a potential employee’s background based on criteria such as education, criminal records, and past work experiences.
A
Background Check
9
Q
A performance appraisal method that combines elements of traditional rating scales and critical incident methods, showing various performance levels with specific job behaviors.
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Behaviorally Anchored Rating Scale (BARS) Method
10
Q
Comparing job roles and responsibilities within or across organizations to determine relative value and pay structure.
A
Benchmarking Jobs
11
Q
Additional monetary rewards given to employees based on individual, team, or organizational performance.
A
Bonuses
12
Q
A part of the employee onboarding process where a new hire is assigned a buddy to help them acclimate to the job and environment.
A
Buddy System
13
Q
Individuals seeking employment or appointment to a job, usually submitting an application and resume.
A
Candidates
14
Q
An external recruitment source where educational institutions provide information about employment opportunities to students.
A
Campus Recruitment
15
Q
A formal approach by organizations to ensure qualified and experienced individuals are available when needed.
A
Career Development
16
Q
In-depth descriptions of disguised organizations’ experiences, allowing trainees to learn from various managers’ experiences.
A
Case Studies
17
Q
An evaluation error that occurs when employees are incorrectly rated near the average of a scale.
A
Central Tendency Error
18
Q
A method where a superior trains a subordinate as their understudy.
A
Coaching (Understudy Method)
19
Q
Measures the candidate’s ability to solve problems and think critically.
A
Cognitive Ability Test
20
Q
Designs, implements, and manages the organization’s compensation and benefits programs.
A
Compensation Manager
21
Q
A framework for defining the skill and knowledge requirements of a job.
A
Competency Model
22
Q
Individuals who perform tasks for an organization without being formally hired as permanent employees.
A
Contingent Personnel
23
Q
Centralized HR units managing HR strategy and policy across the organization.
A
Corporate HR teams
24
Q
A performance appraisal method requiring written records of highly favorable and unfavorable employee work actions.
A
Critical Incident Method
25
A semi-structured interview where candidates provide detailed information about their qualifications and experiences.
Depth Interview
26
An external recruitment process where job vacancies are announced on the organization's notice board.
Direct Recruitment
27
HR units integrated into specific departments to provide localized HR support.
Embedded HR teams
28
Non-wage compensations such as insurance, retirement plans, and wellness programs.
Employee Benefits Program
29
The process of improving existing competencies and skills of employees.
Employee Development
30
The level of commitment workers make to their employer, reflected in their willingness to stay and exceed job expectations.
Employee Engagement
31
A management structure where employees are grouped by two different operational dimensions.
Employee Matrix
32
The process of introducing new hires to their jobs and workplace.
Employee Orientation
33
The process of hiring new candidates through current employees' references.
Employee Referrals
34
The process of choosing individuals from a pool of job applicants to fill vacancies.
Employee Selection
35
Assessing job applicants or employees through various types of tests.
Employee Testing
36
Firms that assist employers in finding suitable candidates for job openings.
Employment Agencies
37
A government entity where job seekers' details are deposited and given to employers.
Employment Exchange
38
Enforces federal laws prohibiting discrimination against employees.
Equal Employment Opportunity Commission
39
A method where the rater writes a narrative describing the employee’s performance.
Essay Method
40
Conducted with employees leaving the organization to ascertain their reasons for leaving.
Exit Interview
41
A performance appraisal method requiring raters to assign individuals to a limited number of categories.
Forced Distribution Method
42
An organized interview where candidates are aware of dates and prepared questions.
Formal Interview
43
An interview where a group of candidates is interviewed together.
Group Interview
44
An evaluation error where one positive performance feature generalizes to all aspects of performance.
Halo error
45
The economic value of a worker's experience and skills.
Human Capital
46
An HR employee handling core HR functions, reporting to an HR manager.
HR Generalist
47
The continuous process of planning to achieve optimum use of quality employees.
Human Resource Planning (HRP)
48
The process of predicting staffing needs over time.
HR Forecasting
49
Coordinating, managing, and allocating human capital to meet organizational goals.
Human Resources Management (HRM)
50
Used to assess a candidate's adaptive thinking and problem-solving abilities under pressure.
In-basket Exercises
51
What is an Individual Interview?
An interview conducted on a one-to-one basis.
52
What is Induction in HR?
The process of welcoming and training new employees after selection.
53
What is an Informal Interview?
An interview conducted without structured communication and can occur anywhere.
54
What is Internal Recruiting?
Filling job vacancies within an organization from its existing workforce.
55
What do Interviews in HR involve?
Discussions between a job analyst and employees to gather information about job roles.
56
What are Intranet Job Postings?
Posting job openings on the organization's internal network.
57
What is Job Analysis?
A procedure to determine the duties of positions and the characteristics needed for hiring.
58
What does a Job Analyst do?
Conducts research about occupations and job descriptions in HR.
59
What does Job Compensation and Salary refer to?
Monetary and non-monetary benefits offered to employees for their work.
60
What is Job Context?
The broader environment or conditions in which a job is performed.
61
Define Job Description.
A written statement outlining the duties, responsibilities, and requirements of a job.
62
What is Job Enlargement?
Expanding a job's scope by adding more tasks of similar complexity.
63
What does Job Enrichment involve?
Redesigning jobs to incorporate higher levels of responsibility and complexity.
64
What is Job Instruction Training (JIT)?
A structured training method for jobs with clear sequences of steps.
65
What is Job Posting?
The practice of advertising open jobs to employees.
66
What is Job Rotation?
Moving employees through various positions within an organization.
67
What does Job Specification outline?
The qualifications, skills, and attributes required to perform a job effectively.
68
What is a Job Vacancy?
An open position within an organization that requires a qualified individual.
69
What are Legal Hiring Practices?
Rules and regulations organizations must follow during recruitment and selection.
70
What does Leniency refer to in performance appraisal?
Giving undeserved high ratings to an employee.
71
What is a Management Assessment Center?
A structured evaluation method to assess managerial potential through simulations and exercises.
72
What is Miniature Job Training?
A training approach providing condensed versions of job tasks for practice.
73
What does Outsourcing in HRM refer to?
Hiring an external firm to handle part or all human resource needs.
74
What is Onboarding?
75
What is Miniature Job Training?
A training approach where employees learn and practice abbreviated job tasks in a controlled setting.
## Footnote
This allows individuals to gain practical experience relevant to their roles before performing tasks independently.
76
Define Outsourcing in HRM.
The act of hiring an external firm to handle part or all of human resource needs instead of relying on an internal HR department.
## Footnote
This can include recruitment, payroll, and employee benefits.
77
What does onboarding refer to?
The process of moving a new hire from applicant to employee status, ensuring completion of paperwork and orientation.
## Footnote
It is a critical step in integrating new employees into the organization.
78
What are Online Job Boards?
Websites or platforms where employers post job openings to reach potential candidates.
## Footnote
Job seekers can search and apply for positions based on their skills and preferences.
79
What is a Panel Interview?
An interview conducted by a group of people, typically three to five members of the selection committee.
## Footnote
They ask questions to candidates on various concepts.
80
Define Project Teams (Action Learning).
A temporary team composed of individuals from different areas that works on real projects.
## Footnote
This approach fosters collaboration and practical problem-solving.
81
What is the Ranking Method?
A performance appraisal method where the rater ranks all employees in order of overall performance.
## Footnote
It provides a comparative analysis of employee performance.
82
Describe the Rating Scales Method.
A performance appraisal method that rates employees according to defined factors.
## Footnote
This method allows for a more structured evaluation.
83
What are Rewards and Incentives?
Mechanisms used to recognize, motivate, and reward employees for contributions that align with organizational goals.
## Footnote
They can include bonuses, promotions, and recognition programs.
84
Who is a Recruiter?
An HR professional responsible for finding and hiring qualified candidates.
## Footnote
They play a key role in the recruitment process.
85
What does Recruitment involve?
The process of identifying, attracting, interviewing, selecting, hiring, and onboarding employees.
## Footnote
It encompasses the entire staffing lifecycle.
86
Define Screening in the recruitment process.
The process of evaluating job applications and resumes to select suitable candidates.
## Footnote
It ensures candidates meet the job description requirements.
87
What is Sensitivity Training (T-groups)?
A psychological technique using intensive group discussions to increase awareness of self and others.
## Footnote
It is practiced in various forms, including T-groups and encounter groups.
88
What are Skill Inventories?
Structured databases used to catalog and manage information about employees' skills and qualifications.
## Footnote
They assist in talent management and workforce planning.
89
What is Stereotyping in performance appraisal?
When managers allow individual differences like gender, race, or age to affect performance ratings.
## Footnote
This can lead to biased evaluations.
90
What is a Stress Interview?
An interview conducted to assess how a candidate reacts to stress and copes with problems.
## Footnote
It evaluates a candidate's ability to handle job-related demands.
91
Define Strictness in performance appraisal.
Being unduly critical of an employee’s work performance.
## Footnote
This can negatively impact employee morale.
92
What is a Structured Interview?
An interview that is pre-planned, designed, and detailed in advance.
## Footnote
It provides consistency and reliability in the hiring process.
93
What is the Talent Management Process?
The goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees.
## Footnote
It aims to align talent with organizational needs.
94
Who is a Talent Specialist?
An HR professional who sources and screens candidates that fit the company's future goals.
## Footnote
They establish hiring criteria and understand recruiting needs.
95
What is Performance Appraisal?
A systematic process used to assess and evaluate the job performance of employees.
## Footnote
It involves gathering and analyzing performance-related information.
96
What is a Performance Appraisal System?
A structured process used to assess and evaluate employees' job performance over a specific period.
## Footnote
It helps organizations manage employee performance effectively.
97
Define Performance Management.
The continuous process of setting objectives, assessing progress, and providing feedback to employees.
## Footnote
It ensures that organizational goals are met efficiently.
98
What does Promotion refer to?
Advancement of employees by evaluating their job performance, shifting them to higher positions.
## Footnote
It typically includes increased responsibilities and remuneration.
99
What is Salary?
The fixed amount of money paid to an employee for performing a job role over a specific period.
## Footnote
Salaries are usually paid monthly or annually.
100
What is Self-Appraisal?
The process where an employee evaluates their own performance.
## Footnote
It allows employees to identify their strengths and areas for improvement.
101
Define Staffing.
The process of hiring eligible candidates for specific positions within an organization.
## Footnote
It is a crucial function of human resource management.
102
What is a Situational Judgment Test (SJT)?
A psychological test presenting hypothetical job-related scenarios for candidates to assess decision-making skills.
## Footnote
SJTs evaluate problem-solving abilities in specific contexts.
103
What is Succession Planning?
A proactive process of identifying and developing potential future leaders within an organization.
## Footnote
Its goal is to ensure smooth transitions in leadership.
104
What does Training refer to?
The process of teaching specific skills and knowledge to employees to improve their performance.
## Footnote
It often involves structured programs or on-the-job training.
105
Define Training and Development (T&D).
The process of equipping employees with necessary knowledge and skills for effective job performance.
## Footnote
T&D is critical for enhancing employee engagement and productivity.
106
What is a Training Specialist?
An HR professional who specializes in planning, implementing, and evaluating training programs.
## Footnote
They ensure training aligns with organizational goals.
107
What is Transfer in HR context?
The process of interchanging from one job to another without changing designation or responsibilities.
## Footnote
This can include moving between departments or locations.
108
Define Understudy.
An individual trained to take over the responsibilities of a specific position when needed.
## Footnote
They are prepared to step in if the job holder is unavailable.
109
What is an Unstructured Interview?
An unexpected interview where the questions are not pre-prepared.
## Footnote
This can lead to varied responses and less reliable outcomes.
110
A process where subordinates provide anonymous feedback on their supervisor's performance.
Upward Feedback
111
A type of training that creates a simulated work environment for practicing job-related tasks.
Vestibule Training
112
A method used to assess how employees spend their time on various tasks.
Work Sampling Event.
113
A performance appraisal method that compares each employee’s performance to predetermined standards.
Work Standards Method
114
This method sets clear expectations for employee output.
Work Standards Method
115
It helps identify work patterns and productivity levels.
Work Sampling Event.
116
This helps employees gain hands-on experience without affecting actual operations.
Vestibule Training
117
It allows for insights into leadership and management effectiveness.
Upward Feedback
