HREAP review 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
Achievement testing 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
is 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
Also known as a personality assessment or personality
inventory, 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
is 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
is a formalized program
combining on-the-job training (OJT) with classroom instruction. It is typically used
in skilled trades and professions, where apprentices (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
is 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
are 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
is 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
is a 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
is a 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
is 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
is a performance appraisal
method that requires keeping written records of highly favorable and unfavorable
employee work actions.
Critical Incident Method
is a 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
is a 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
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 this is to ascertain the reasons behind leaving the job.
Exit Interview
method of 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
occurs when a manager generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating.
halo error
