DEFINITION OF TERMS 3 Flashcards
- 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 duties within their current role to enhance job satisfaction and skill development.
Job Enlargement
- involves redesigning jobs to incorporate higher levels of responsibility, autonomy, decision-making authority, and complexity. The goal of is to enhance the intrinsic motivation and satisfaction of employees by providing opportunities for growth, challenge, and achievement within their current roles.
Job Enrichment
- is 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
- in human resource management, or HRM, 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
is 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
- as the name indicates, 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)
- is 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.
Recruitment
is 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)
This 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 interviews
- Being unduly critical of an employee’s work performance.
Strictness
- In this type, the interview is planned, designed and detailed in advance. A pre-planned, precise, and reliable in hiring the candidates.
Structured Interview
is the the goal-oriented and integrated process of planning, recruiting, developing, managing and compensating employees
Talent Management Process
