Human Resource Management Flashcards

1
Q

HRM

A

the strategic approach to the effective management of employees so that they help the business gain a competitive advantage

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2
Q

workforce planning

A

forecasting the numbers of workers and the skills that will be required by the organisation to achieve its objectives

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3
Q

workforce audit

A

a check on the skills and qualifications of all existing workers/managers

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4
Q

labour turnover

A

measures the rate at which employees are leaving an organisation

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5
Q

recruitment

A

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

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6
Q

selection

A

the series of steps by which candidates are interviewed, tested and screened to choose the most suitable person for a vacant post

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7
Q

recruitment agency

A

a business that offers the service of recruiting applicants for a vacant posts

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8
Q

job description

A

a detailed list of the key points about the job to be filled, stating all its key tasks and responsibilities

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9
Q

person specification

A

a detailed list of the qualities, skills and qualifications that a successful applicant will need to have

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10
Q

applicant form

A

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

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11
Q

CV

A

a detailed document highlighting all of a person’s professional and academic achievements, work experience and awards

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12
Q

resume

A

a less detailed document than a CV, which itemises work, experience, educational background and special skills relevant to the job being applied for

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13
Q

reference

A

comment from a trusted person about an applicant’s character or previous work performance

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14
Q

assessment centre

A

a place where a range of tests is used to judge job applicants on their potential ability to perform a particular role

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15
Q

internal recruitment

A

when a business aims to fill a vacancy from within its existing workforce

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16
Q

external recruitment

A

when a business aims to fill a vacancy with a suitable applicant from outside of the business, such as an employee of another organisation

17
Q

employee contract

A

a legal document that sets out the terms and conditions governing a worker’s job

18
Q

redundancy

A

when a job is no longer required, the employee doing this job becomes unnecessary through no fault of their own

19
Q

dismissal

A

being dismissed or fired from a job due to incompetence or breach of discipline

20
Q

unfair dismissal

A

ending a worker’s employment contract for a reason that law regards as being unfair

21
Q

work - life balance

A

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

22
Q

equality policy

A

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

23
Q

diversity policy

A

practices and processes aimed at creating a mixed workforce and placing a positive value on diversity in the workplace

24
Q

training

A

work - related education to increase workforce skills and efficiency

25
Q

induction training

A

introductory training programme to familiarise new recruits with the systems used in the business and the layout of the business site

26
Q

on - the - job training

A

instruction at the place of work on how a job should be carried out

27
Q

off - the - job

A

training undertaken away from the workplace

28
Q

employee appraisal

A

the process of assessing the effectiveness of an employee judged against pre - set objectives

29
Q

multi - skilling

A

the training of an employee in several skills to allow for greater flexibility within the business

30
Q

industrial action

A

measures taken by the workforce or trade union to put pressure on management to settle an industrial despite in favour of employees

31
Q

collective bargaining

A

the process of negotiating terms of employment between an employer and a group of workers who are usually represented by a trade union official

32
Q

trade union recognition

A

when an employer formally agrees a conduct negotiating on pay and working conditions with a trade union rather than bargain individually with each worker