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Human Resources
GCSE Business Human Resources
| Term | Definition |
|---|---|
| Job applicant | A person who shows they would like to be considered for appointment to a particular job with a business. |
| Job description | Document that describes the duties of a worker and his or her status in the organisation. |
| Person specification | A profile of the type of person needed for a job - their skills and qualities. |
| Application form | Document to be filed in with personal details. |
| Curriculum vitae | A brief list of the main details about a person, including name, address, qualifications and experience. |
| Motivation | In work, the desire to complete a task and meet the needs of the business consistently. |
| On the job training | Workers train in the workplace while they work. |
| Off the job training | Workers taken away from their work to train. |
| Shortlisting | Eliminating people from the selection process. |
| Organisation | The way in which a business is structures for it to achieve its objectives |
| Organisation Chart | A diagram which shows the internal structure of an organisation |
| Hierarchy | Structure of different levels of authority in a business, one on top of the other. |
| Line Manager | Employee who is responsible for overseeing the work of others further down the hierarchy of an organisation. |
| Function | Tasks of jobs. Organisation by function means that a business is organised according to tasks that have to be completed, such as production and finance. |
| Authority | The right to decide what to do in a situation and take command of it. |
| Subordinate | Workers in the hierarchy who work under the control of a more senior worker. |
| Chain of command | the path down which orders are passed. From boards of directors to workers. |
| Delayering | Removing layers of management and workers in a hierarchy so they are fewer workers in the chain of command. |
| Empowerment | Giving more responsibility to workers further down the chain of command in a hierarchy, |
| Downsizing | When a business employs fewer workers to produce the same amount through increases in productivity which can be achieved through delayering. |
| Span of Control | The number of people who report directly to another worker in an organisation. |
| Delegation | Passing down of authority for work to another worker further down the hierarchy of the organisation. |
| Centralisation | A type if business organisation where decisions are made at the centre or core of the organisation and then passed down the chain of command. |
| Decentralisation | A type of business organisation where decision making is pushed down the hierarchy and away from the centre of the organisation. |
| Hierarchy of needs | Placing needs in an order of importance, starting with basic needs. |
| Communication | Messages passed between a sender and a received through a medium such as a letter. |
| Feedback | Response to a message by its receiver. |
| Internal communication | Communication within the business |
| External communication | Communication between the business and an outside individual or organisation like a customer. |
| Channels of communication | The path taken by a message, such as horizontal, vertical or grapevine communication. |
| Formal channels of communication | Channels of communication recognised by the business e.g. trade unions |
| Informal channels of communication | Channels of communication not recognised by the business. |
| Remuneration | Compensation your received in return for work e g wage, company car. |
| Manual workers/Blue collar workers | Workers who mainly do physical work |
| Wage | Paid to manual workers, usually for working a set number of hours per week. |
| Overtime | Time worked over and above the basic working week. |
| Basic Pay | Pay earned for working the basic working week. |
| Non manual/ White collar workers | Workers who do non physical work |
| Salary | Pay usually for non manual workers. Expressed as a yearly sum but paid monthly. |
| Commission | Payment system usually for sales staff where their earnings are determined by how much they sell. |
| Bonus | Addison to basic wage or salary, e.g. for achieving a target. |
| Part Time workers | Employees who work only for a fraction of the working week |
| Full Time workers | Employees who work the whole of the working week. |
| Temporary workers | Workers who have no permanent contract of employment with a business and so tend to work only for a short period of time. |
| Freelance workers | Workers who tend to be self employed and do particular pieces of work for a business as a supplier. |
| Fringe benefits | Payments in kind over and above the wage or salary eg company car. |
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