DEFINITION OF TERMS 2 Flashcards
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
is 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
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.
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
- 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”.
Forced Distribution Method
- 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.
Formal Interview
- In this type of interview, all the candidates or a group of candidates are interviewed together.
Group Interview
- error 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. includes assets like education, training, intelligence, skills, health, and other things employers value such as loyalty and punctuality.
Human Capital
- 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.
HR Generalist
- 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.
Human Resource Planning
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.
Human Resources Forecasting
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.
Human Resources Management
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, involves considering current employees for open positions, whether they are within the same department or elsewhere in the organization.
Internal Recruiting
