Human resource management Flashcards
Definitions
Human resource management
The strategic approach to the effective management of employees so that they help the business gain a competitive advantage.
Workforce planning
Forecasting the numbers of workers and the skills that will be required by the organisation to achieve its objectives.
Workforce audit
A check on the skills and qualifications of all existing workers/managers.
Labour turnover
Measures the rate at which employees are leaving an organisation.
Recruitment
The process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, and attracting suitable candidates for the job.
Selection
The series of steps by which candidates are interviewed, tested and screened to choose the most suitable person for a vacant post.
Recruitment agency
A business that offers the service of recruiting applicants for vacant posts.
Job description
A detailed list of the key points about the job to be filled, stating all its key tasks and responsibilities.
Person specification
A detailed list of the qualities, skills and qualifications that a successful applicant will need to have.
Applicant form
A set of questions answered by a job applicant to give a potential employer information about the applicant, such as educational background and work experience.
Curriculum vitae (CV)
A detailed document highlighting all of a person’s professional and academic achievements, work experience and awards.
Resume
A less detailed document than a CV, which itemises work experience, educational background and special skills relevant to the job being applied for.
Reference
Comment from a trusted person about an applicant’s character or previous work performance.
Assessment centre
A place where a range of tests is used to judge job applicants on their potential ability to perform a particular.
Internal recruitment
When a business aims to fill a vacancy from within its existing workforce.
External recruitment
When a business aims to fill a vacancy with a suitable applicant from outside of the business, such as an employee of another organisation.
Employment contract
A legal document that sets out the terms and conditions governing a worker’s job.
Redundancy
When a job is no longer required, the employee doing this job becomes unnecessary through no fault of their own.
Dismissal
Being fired from a job due to incompetence or breach of discipline.
Unfair dismissal
Ending a worker’s employment contract for a reason that the law regards as being unfair.
Employee morale
Overall outlook, attitude and level of satisfaction of employees when at work.
Employee welfare
Employees’ health, safety and level of morale when at work.
Work-life balance
A situation in which employees are able to allocate the right amount of time and effort to work and to their personal life outside work.
Equality policy
Practices and processes aimed at achieving a fair organisation where everyone is treated in the same way without prejudice and has the opportunity to fulfil their potential.
Diversity policy
Practices and processes aimed at creating a mixed workforce and placing a positive value on diversity in the workplace.
Training
Work-related education to increase workforce skills and efficiency.
Induction training
Introductory training programme to familiarise new recruits with the systems used in the business and the layout of the business site.
On-the-job training
Instruction at the place of work on how a job should be carried out.
Off-the-job training
Instructing undertaken away from the place of work.
Multi-skilling
The training of an employee in several skills to allow for greater flexibility within the business.
Employee appraisal
The process of assessing the effectiveness of an employee judged against pre-set objectives.
Industrial action
Measures taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favour of employees.
Collective bargaining
The process of negotiating terms of employment between an employer and a group of workers who are usually represented by a trade union official.
Trade union recognition
When an employer formally agrees to conduct negotiations on pay and working conditions with a trade union rather than bargain individually with each worker.
