HR Theories Flashcards
It is 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 / Personality Assessment / Personality Inventory
a formal discussion process between an employee and his/her manager regarding performance and other aspects of job role. In this interview, the employer and the employee discuss the performances of the individual and the key areas of improvement and how the employee can grow through a feedback mechanism.
Appraisal Interview
a formalized program combining on-the-job training (OJT) with classroom instruction. It is typically used in skilled trades and professions, where 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 Recruitment
is 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
is 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
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
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
Centralized HR units managing HR strategy and policy across the organization.
Corporate HR teams
performance appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions.
Critical Incident Method
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
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
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 / Matrix Organizational Structure
the process of introducing new hires to their jobs, co-workers, responsibilities, and workplace.
Employee Orientation
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
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
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
conducted for those employees, who want to leave the organization. The significance of this 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 this is to keep managers from being excessively lenient and having a disproportionate number of employees in the “superior”
Forced Distribution Method
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
occurs when a manager generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating.
Halo Error
