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Chapter 9
Unit 4: Definitions
| Term | Definition |
|---|---|
| Human Resource Management | The recruitment, training and retention of motivated staff an includes maintaining good industrial relations. |
| HR Planning | The planning of future staffing needs of the business and plans to have the right amount of staff with the right skills at all times. Ir can be referred to as man power planning. |
| HR resource audit | A survey of the skills present in the existing workforce. |
| Natural Wastage | When staff leave naturally due to retirement or to take up a new job elsewhere. The company must plan for this as to forecast future HR needs of the business. |
| Labour Turnover | The rate at which employees leave a business. While a certain level of turnover is healthy for a business, too much is undesirable. |
| Downsizing | The process of reducing the number of employees in a business. This happens through natural wastage or redundancies. |
| Job Description | Document which describes the vacancy that needs to be filled, including the title,conditions, duties and responsibilities involved, the place of work and the supervision and assessment arrangements. |
| Person Specification | Document which describes the qualities or characteristics required by the person who will fill out the job description. EG: qualifications, work experience etc |
| Covering letter | A short letter which highlights why you think you are suitable for the job and requests an interview. |
| CV | A short document summarising the applicants education, qualifications, work experience and training. (Curriculum Vitae) |
| Application form | A form that may need to be completed when applying for a job. It will ask questions about the applicant's name, addresss, education, work experience and other things relevant to the job. |
| Selection Test | A test to measure and compare applicant's aptitude, intellignece or personality for the job. |
| Induction / Orientation | The general introduction of new staff into a job and an organisation. |
| Staff Training | Ensuring that employess have the up to date skills and knowledge needed to do their present work. It can be on the job or off the job training. |
| Staff Develpoment | Teaching an employee multiple skills that they can use in many different jobs. It enables them to be more flexible as to the work they do and more suitable for promotion. |
| Performance Appraisal | The process of setting performance standards for each employess and regularly assessing their performance over a period of time. |
| Productivity | The measure of the efficiency in a business. It is most commonly measured by output per worker or labour productivity. |
| Flat rate pay | Where emplpyees receive an agreed set rate of pay per week of month based on a standard number of hours worked. |
| Time rate pay | Where employees get paid a set amount for each hour they work. |
| Piece rate pay | Where employess get paid for each item produced that meets the desired quality standard. |
| Bonus payments | Where employees are given a share of the profits resulting from their increased effort or productivity. |
| Commission | An extra payment based on a percentage of the value of sales achieved. |
| Job Satisfaction | The degree to which employees feel positive about their job, enjoy doing it and want to continue working with the company. |
| Harassment | Behaviour such as unwelcome comments, looks, jokes, suggestions or physical contact that causes stress or intimidation for staff. |
| Job Sharing | When two people share one job. |
| Job Rotation | The regular movement of staff from one job to another. |
| Flexitime | Allowing employees to choose their own start and finish time providing that they work a minimum number of hours. |
| Job enlargement | The reducing of employee boredom by increasing the variety of tasks the employee undertakes. |
| Job enrichment | Providing employees with work requiring greater responsibility, control and input into decision making. |
| Industrial Relations | The quality of the relations that exist between the owners and the employees in an organisation. |
| Worker Directors | Representatives of the employees elected to sit on the board of directors of their companies. |
Created by:
paulsutton97
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