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Human Resource Glossary

Human Resource Glossary

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HR Terms Glossary
HR Terms Glossary

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Categories:Types, Reviews
Published by: Ali Zain-ul-Abideen Chowhan on Mar 30, 2013
Copyright:Attribution Non-commercial


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Glossary of HR terms
 Absolute ratings A rating method where the rater assigns a specific value on afixed scale to the behavior or performance of an individualinstead of assigning ratings based on comparisons between otherindividuals.Accidentcompensation The Accident Compensation CorporationAffirmative action Also : Positive discrimination.Carried out on behalf of women and disadvantaged groups andmembers of such groups are placed in dominant positions.Appraisal See Performance planning.Attrition A term used to describe voluntary and involuntary terminations,deaths, and employee retirements that result in a reduction to theemployer's physical workforce.AutocraticleadershipLeader determines policy of the organisation, instructs memberswhat to do/make, subjective in approach, aloof and impersonal.Balanced Scorecard A popular strategic management concept developed in the early1990's by Drs. Robert Kaplan and David Norton, the balancedscorecard is a management and measurement system whichenables organisations to clarify their vision and strategy andtranslate them into action. The goal of the balanced scorecard isto tie business performance to organisational strategy bymeasuring results in four areas: financial performance, customerknowledge, internal business processes, and learning and growth.Behaviorallyanchored ratingscale (BARS)An appraisal that requires raters list important dimensions of aparticular job and collect information regarding the criticalbehaviors that distinguish between successful and unsuccessfulperformance. These critical behaviours are then categorised andappointed a numerical value which is used as the basis for ratingperformance.Behavioural based An interview technique which focuses on a candidates pastexperiences, behaviours, knowledge, skills and abilities by1
interviewasking the candidate to provide specific examples of when theyhave demonstrated certain behaviours or skills as a means of predicting future behaviour and performance.Behaviouralcompetency The behaviour of the employee which is the subject omeasurement and appraisal in terms of whether or not thebehaviours shown by an employee are those identified by jobanalysis/competency profiling as those contributing to teamand/or organisational success.Benchmarking A technique using quantitative or qualitative data to makecomparisons between different organisations or different sectionsof the organisations.Bereavement leaveSection 69 to 72 of the Holidays Act 2003 provides a specificnumber of paid days off following the death of an employeesspouse, parent, child grandparent or in-law so that the employeemay attend funeral proceedings, etc.Branding The process of identifying and differentiating an organization’sproducts, processes or services from another organization bygiving it a name, phrase or other mark.Broadbanding A pay structure that consolidates a large number of narrower paygrades into fewer broad bands with wider salary ranges.Bumping The practice of allowing more senior level employees whosepositions have been slotted for elimination or downsizing theoption of accepting an alternative position within theorganisation, for which they may be qualified to perform andwhich is currently occupied by another employee with lessseniority.Change management The deliberate effort of an organisation to anticipate change andto manage its introduction, implementation, and consequences.Clean Slate The Criminal Records (Clean Slate) Act 2004 establishes a cleanslate scheme to limit the effect of an individual's convictions inmost circumstances (subject to certain exceptions set out inSection 19) if the individual satisfies the relevant eligibility2
criteria.Coaching A one-to-one process between a manager and subordinate,whereby the former will train’ the latter. See also Mentoring.CollectiveBargaining The process by which [an] employer[s] will negotiateemployment contracts with [a] union[s].Common law Decisions of the Courts also known as Precedent. Distinguishedfrom Legislation.Competency-basedpayCompetency based pay is a compensation system that recognisesemployees for the depth, breadth, and types of skills they obtainand apply in their work. Also known as skill based andknowledge based pay.Competencies an underlying characteristic of a person’ motive, trait, skill,aspect of ones self-image or social role, or a body of knowledge.CompetitiveadvantagePeople are the source of competitive advantage. Other systemsin an organisation can be copied but not the people in theorganisation.ConfidentialityagreementAn agreement restricting an employee from disclosingconfidential or proprietary information.Constructivedismissal1. Coercion by threats to act or promises to refrain andincludes a resignation given as an alternative to be dismissed.2. A breach of duty by the employer leading a worker toresign.Contingent workers Employees who may be: casual labour, part-timers, freelancers,subcontractors, independent professionals and consultants.Contract for services An agreement with an independent contractor.Contract of service An employment agreement.Core competencies The skills, knowledge and abilities which employees mustpossess in order to successfully perform job functions which areessential to business operations.3

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