Terminologies are the vocabulary of technical terms used in a particular field, subject, science, or art. Sometime they are deceiving if face problem to understand the exact meaning meant by those terms. There are lots of terminologies but here I will state some common terminologies from Human Resources discipline. I Hope it would help to read and understand HR articles, books and magazines smoothly. Please feel free to leave your reply in the comment box. Thanks.
Affirmative Action Plan is a detailed plans developed by employers to undo the results of past employment discrimination or to ensure equal employment opportunity in future.
Applied research is a study of practical problems, the solutions to which leads to improved performance
Arbitration is the submission of a dispute to a natural third party
Attrition is the loss of employees who leave an organization’s employment.
Behavior modeling It relies on the initiation or emulation of a desired behavior.
Brainstorming is a process by which participants provide their ideas on a stated problem during a freewheeling group session.
Career consists of all the jobs held during one’s working life.
Career planning is the process by which one selects career goals and paths to those goals
Change agents are people who stimulate and coordinate change within a group
Coaching: Is designed to help new and average employees to develop themselves professionally and become more effective in their jobs.
Counseling: Is concerned with helping troubled or troublesome employees.
Mentoring: Is designed to help one’s best performing employees (“high potentials”) utilize their abilities to their benefit and that of the organization.
Cognitive dissonance results from a gap between what one expects and what one experiences.
Comparable worth is the idea that a job should be evaluated in regards of its value to the organization and then paid accordingly. Thus jobs of comparable worth would be paid equally. Suppose, two people with widely different jobs would both receive the same pay if the two jobs were of equal value to the employer.
Compensation is what employees receive in exchange of their work, including pay and benefits.
Craft unions are labor organizations that seek to include all workers who have similar/common skill, such as drivers or plumbers.
COLA: Abbreviation of Cost of Living Adjustment. This is actually one type of compensation benefit package offered by organizations.
Delphi technique solicits predictions from a panel of experts about specified future developments. The collective estimates are then reported back to the panel so that he members may adjust their opinions. This process is repeated until a general agreement on future trends emerges.
Delegation is the process of getting others to share a manager’s work. It requires the manager to assign duties, grant authority and create a sense of responsibility.
Dismissal is the ultimate disciplinary action because it separates the employee from the employer for a cause
Downsizing means a scaling back of an organization’s employment level, usually through attrition, early retirement program or layoffs
Employment freeze occurs when an organization curtails future hiring. That is they stop appointing people in their organization. When there is a surplus of employees while making manpower planning this strategy could be recommended by HR department.
Ergonomics is the study of biotechnical relationships between the physical attributes of workers and physical demands of this job. The object of this study is to reduce physical and mental stress in order to increase productivity and the quality of work life.
Expatriate is a person who lives and works in a foreign country.
Expectancy theory states that motivation is the result of the out seeks and one’s estimate that action will lead to the desired outcome
Feedback is information that helps evaluate the success and failure of an action or system
Gainsharing matches an improvement (gain) in company performance with some distribution (sharing) of the benefits to employees.
Halo effect is a bias that a raters allows some information to disproportionately discriminate the final evolution.
Human resource audit assesses/evaluates the human resource activities used in an organization.
Human resource planning systematically forecasts an organizations future supply and demand for employees
Human resources are people who are ready, willing and able to contribute to organizational goals.
Job analysis systemically collects, evaluates and organizes information about jobs.
Job description is a written statement that explains the duties working conditions and other aspects of specified job.
Job enrichment mean adding more responsibilities, autonomy and control to a job. It extend the job vertically making it more responsible position.
Job enlargement means adding more tasks to a job to increase the job cycle. It extends the job horizontally and makes the job longer time to complete.
Job families are groups of different jobs that require similar skills.
Job-flo is a monthly report of frequently listed openings from job banks throughout the country.
Job rotation is the process of moving employees from one job to another to allow them verity in their jobs and provide the opportunity to learn new skills.
Job satisfaction is the favorableness of unfavorablness with which employees view their work.
Job sharingis a scheduling innovation that allows two or more worker to share the same jobs, usually by having each working part-time.
Job specification describes the qualifications and skills required for a specific job
Layoffs are separations of employees from an organization for economic or business reasons.
Management by Objective (MBO) requires an employee and a superior to jointly establish performance goals for the future. Employees are subsequently evaluated on how well they have attained these agreed-upon objectives.
Need assessment diagnoses current problem and future challenges that can be met through training and development
Personnel management is the study of how employers obtain, develop, utilize, evaluate, maintain and retain the right numbers and types of workers. Its purpose is to provide organization win an effective workforce.
Performance standards are the benchmarks against which performance is measured.
Peter principal states that in a hierarchy, people tend to rise to their level of incompetence.
Replacement chart are visual presentation of who will replace whom in an organization when a job opening occurs.
Recruitment is the process of finding and attracting capable applicants for employment.
Reengineering seeks to radically revise the way work is performed with the objective of restructuring work and work process to attain significantly batter performance.
Sandwich model of discipline suggests that a corrective comment should be sandwiched between two positive comments to make the corrective comments more acceptable.
Training represents activities that teach employees how to perform their current jobs
Walk-ins are job seekers who arrive at the human resource department in search of a job without any prior referrals and not in response to a specific ad or request.
Write-ins are people who send in a written inquiry, often seeking a job application.
Source: Internet and Book
- Putting the human back in human resources (theorganizedexecutiveblog.com)
- Modernizing Your Human Resource Strategies to Fit the Digital Age (bayintegratedmarketing.wordpress.com)
- Six Tips For Stress-Free Goal Setting & Performance Review Sessions (amsterdamprinting.com)
- Resumes, career fairs, networking: Fort Sam Houston offers the right tools to find the right job (dvidshub.net)
- Social Media Uses for the HR Professional (ashleylaurenperez.com)
- Three Best Practices Employees Crave – Talent Management magazine (lifesfocus.wordpress.com)
- Talent Management (hrlearnersguide.wordpress.com)
- Where HR Goes Wrong–and What To Do About It (danerwin.typepad.com)