DEFINITION OF TERMS 2

Question 1

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 1

Employee Matrix

Question 2

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

Answer 2

Employee Orientation

Question 3

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

Answer 3

Employee Referrals

Question 4

• 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 4

Employee Selection

Question 5

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 5

Employee Testing

Question 6

• 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 6

Employment Agencies

Question 7

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

Answer 7

Employment Exchanges

Question 8

• 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 8

Equal Employment Opportunity Commission

Question 9

is 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 9

Essay Method

Question 10

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 10

Exit Interview

Question 11

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

Answer 11

Forced Distribution Method

Question 12

• is 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 12

Formal Interview

Question 13

• In this type of interview, all the candidates or a group of candidates are interviewed together.

Answer 13

Group Interview

Question 14

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

Answer 14

Halo

Question 15

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

Answer 15

Human Capital

Question 16

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

Answer 16

HR Generalist

Question 17

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

Answer 17

Human Resource Planning

Question 18

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

Answer 18

Human Resources Forecasting

Question 19

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

Answer 19

Human Resources Management

Question 20

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 20

In-basket Exercises

Question 21

• 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 21

Individual Interview

Question 22

• 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 22

Induction

Question 23

• 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 23

Informal Interview

Question 24

• 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, involves considering current employees for open positions, whether they are within the same department or elsewhere in the organization.

Answer 24

Internal Recruiting

Question 25

• involve one-on-one or group discussions between a job analyst (interviewer) and employees, supervisors, or subject matter experts. 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 25

Interviews

Question 26

• 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 26

Intranet Job Postings

Question 27

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

Answer 27

Job
Analysis

Question 28

• 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 28

Job Analyst

Question 29

• 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 29

Job Compensation and Salary

Question 30

• 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 30

Job Context