recruitment

Process of identifying and hiring best-qualified candidate (from within or outside

of an organization) for a job vacancy, in a most timely and cost effective manner.

Selection
It is a procedure of matching organizational requirements with the skills and qualifications of
people. 

job description
  
Definition
Broad, general, and written statement of a specific job, based on the findings of
a job analysis. It generally includes duties, purpose, responsibilities, scope,
and working conditions of a job along with the job's title, and the name or
designation of the person to whom the employee reports. Job description
usually formsthe basis of job specification.

job specification
  
it is a statement of employee characteristics and qualifications required for
satisfactory performance of defined duties and tasks comprising a
specific job or function.

job analysis
  
(1) tasks (performance elements) that make up a job (employee role),
(2) conditions under which they are performed, and (3) what the job requires
in terms of aptitudes (potential for
achievement), attitudes (behavior characteristics), knowledge, skills, and the
physical condition of the employee

job design
  
Work arrangement (or rearrangement) aimed at reducing or
overcoming job dissatisfaction and employee alienation arising from repetitive
and mechanistic tasks
affirmative action
  
Employee hiring and promotion policy that takes a proactive approach to
removing prejudices against recruiting and promoting minorities, and other
under-represented groups of the society.

Protected Class

Protected class is a term used in United States anti-discrimination law. The term describes

characteristics or factors which can not be targeted for discrimination and harassment.

discrimination

Unequal treatment provided to one or more parties on the basis of

a mutual accord or some other logical or illogical reason.

disparate treatment
Intentional discriminatory dealing with individuals having a disability or belonging
to a particular group based on their age, ethnicity, race, or sex.

Adverse Impact

Measure of the tangible and intangible effects (consequences) of one thing's

or entity's action or influence upon another.

BFOQ
Employment practices that would constitute discrimination as to certain
individuals of a particular religion, gender, national origin, or age range (but not
race or color) when the otherwise illegal discrimination is a bona fide qualification
that is reasonably necessary for the normal performance of the duties of that
particular occupation. For example, a designer of womenÂ’s clothes by necessity
is permitted to hire only female models to show off new designs.
sexual harassment
  
Workplace harassment (employment discrimination) consisting of unwelcome and
repeated sexual advances, comments, looks, physical contact, stereotyping,
request for sexual favors.

quid pro quo

  
Something for something. Reciprocal mutual consideration whereby
one party gives a concession to another in exchange for an
equally valuable concession. Latin for, what for what.

Hostile Work Environment

A hostile work environment is primarily a legal term used to describe a workplace situation
where an employee cannot reasonably perform his work, due to certain behaviors by
management or co-workers that are deemed hostile.

MENTORING

refers to a personal developmental relationship in which a more experienced or more

knowledgeable person helps a less experienced or less knowledgeable person

Diversity

Similarities and differences among employees in terms of age, cultural

background, physical abilities and disabilities, race, religion, sex, and
sexual orientation.

Diversity Management
Usually initiated by Human Resources professionals and managed by department heads and
supervisors, aneffective diversity management program will promote recognition and respect
for the individual differences found among a group of employees.

HR Audit

The HR audit is the primary means of analyzing HR effectiveness & efficiency, and
objectively to find developmental recommendations from a best practice perspective.
Motivation

It is a zest and determination with a kind of excitement that leads one to

persevere to reach greater heights, in no matter what avenue of their life; be it –
personal or professional.

Empowerment
Management practice of sharing information, rewards,
and power with employees so that they can take initiative and make decisions to
solve problems and improve service and performance.

Brain Drain
It can be simply defined as the mass emigration of technically skilled people from one country
to another country. for example-political instability of a nation, lack of opportunities, health
risks, personal conflicts etc.

Quality Of work life

Extent to which employees can enhance their personal lives through
their work environment and experiences.

Strategy
"Strategy is the direction and scope of an organisation over the long-term: which
achievesadvantage for the organisation through its configuration of resources within a
challengingenvironment, to meet the needs of markets and to
fulfil stakeholder expectations".

Corporate Strategy
Approach to future that involves (1) examination of the current and
anticipated factors associated with customers and competitors (external
environment) and the firm itself (internal environment), (2) envisioning a new
or effective role for the firm in a creative manner, and (3)
aligning policies, practices, and resources to realize that vision.
Business unit strategy
It entails knowing what business you are in or you should be, understanding the current and future
sources of competitive advantage in that business,and then defining a plan to capture and sustain an
unassailable relative advantage over competitors.

Human Resources Strategy

The Human Resources (HR) Strategy plans to ensure the recruitment,

development and retention of the best quality staff in all staff groups, in order to
fulfill an organization’s Mission and thereby meet its strategic aims and
objectives.

Competitive Advantage
An advantage that a firm has over its competitors, allowing it to generate greater sales or
margins and/or retain more customers than its competition. There can be many types of
competitive advantages including the firm's cost structure, product offerings, distribution
network and customer support.

socialization,
 the process whereby an individual learns to adjust to a group (or society) and behave in a
manner approved by the group (or society). According to most social scientists, socialization
essentially represents the whole process of learning throughout the life course and is a
central influence on the behaviour, beliefs, and actions of adults as well as of children.

Orientation

It comprises

1) gain employee commitment, (2) reduce his or her anxiety, (3) help him or

her understand organization's expectations, and (4) convey what he or she
can expect from the job and the organization. 
KSA’S
KSAs...Knowledge, Skills and Abilities...a list of special qualifications and personal attributes that you
need to have for a particular job.  These are the unique requirements that the hiring agency wants to
find in the person selected to fill a particular job.

TNA
Training needs analysis process is a series of activities conducted to identify problems or
other issues in the workplace, and to determine whether training is an appropriate response.

Job Enrichment
It is a vertical restructuring method in that it gives the employee
additional authority, autonomy, and control over the way the job is accomplished.

Job rotation
Job design technique in which employees are moved between two or more jobs in
a planned manner.

Business Process Reengineering

Business process reengineering (often referred to by the acronym BPR) is the main way in
which organizations become more efficient and modernize. Business process reengineering
transforms an organization in ways that directly affect performance.

Workflow Analysis
Workflow analysis refers to observing how this process takes place. The analysis also
involves evaluating the process andimproving it for efficiency and effectiveness.

boundaryless organization
 An organization in which there has been a concerted attempt by managers to break down (1)
the internal barriers that separate different levels in the hierarchy, different functions (e.g.
manufacturing and marketing), and different departments; and (2) the external barriers
between the organization and its suppliers, customers, and even its competitors. 

Self managed teams

Self-organized semi-autonomous small group whose members determine, plan,
and manage their day-to-day activities and duties under reduced or no
supervision. Also called self directed team, self-managed natural work team, or
self managed team.

Problem Solving Teams

Team Problem Solving provides teams with the techniques and tools necessary to
achieve results that are both measurable and sustainable.

Purpose:  To provide teams with tools to identify and solve operational problems
in a way that improves organization effectiveness and profitability.

Organizational structure

An organizational structure is a description of the types of coordination used to organize

the actions of individuals and departments that contribute to achieving a common aim. Many
organizations have hierarchical structures, but not all.

Bureacratic Structure

It comprises of

1. a well-defined division of administrative labour among persons and offices,

2. a personnel system with consistent patterns of recruitment and stable linear careers,
3. a hierarchy among offices, such that the authority and status are differentially
distributed among actors

Flat Organizational Structure

A flat organization structure has few levels of management between the executive level and
the front-line employees. The premise behind a flat organization structure is to empower
employees by making them a larger part of the decision-making process.

Organizational Culure

A set of understandings or meanings shared by a group of people that are largely tacit among
members and are clearly relevant and distinctive to the particular group which are also
passed on to new members
Theory-X

Its assumptions are: (1) most people dislike work and will avoid it to the
extent possible, therefore (2) they must be continually coerced,
controlled, and threatened with punishment to get the work done, and
that (3) they have little or no ambition, prefer to avoid responsibility,
and choose security above everything else.

Theory-Y

Theory-Y assumptions are: (1) physical and mental effort are natural and most
people (depending on the work environment) find work to be a source
of satisfaction, (2) they generally, on their own motivation, exercise self-control,
self-direction, creativity, and ingenuity in pursuit of individual and collective
(company) goals, (3) they either seek responsibility or learn to accept it willingly,
and that (4) their full potential is not tapped in most organizations.

Theory Z
Japanese consensus management style based on the assumptions that
(1) employees want to build cooperative relationships with their employers,
peers, and other employees in the firm; for this they (2)
require high degree of support in
the form of secure employment and facilities for development of multiple skills thr
ough training and job rotation, (3) they value family life, culture and traditions,
and social institutions as much as material success, (4) they have well-developed
sense of dedication, moral obligations, and self-discipline, and (5) they can make
collective decisions through consensus.

Total Quality Management

Total Quality Management (TQM) is a management approach to long-term

success through customer satisfaction.

Downsizing

Downsizing is a commonly used euphemism which refers to reducing the overall size

and operating costs of a company, most directly through a reduction in the total number
of employees.

Outsourcing
Outsourcing refers to a company that contracts with another company to provide services that
might otherwise be performed by in-house employees

Productivity

productivity is a ratio to measure how well an organization (or individual, industry, country)
converts input resources (labor, materials, machines etc.) into goods and services..

Efficiency

Comparison of what is actually produced or performed with what can be achieved

with the same consumption of resources (money, time, labor, etc.). 

Effectiveness

Degree to which objectives are achieved and the extent to which

targeted problems are resolved.

OSHA

The Occupational Safety and Health Administration (OSHA), an agency of the U.S.
Department of Labor, has the responsibility of assuring the safety and health of America's
workers by setting and enforcing standards; providing training, outreach and education;
establishing partnerships; and encouraging continual improvement in workplace safety and
health.

Decentralization

Decentralization is a systematic delegation of authority at all levels of management and in all

of the organization

VISION

 avision statement takes into account the current status of the organization, and serves to

point the direction of where the organization wishes to go.

MISSION

Mission statements are formal written pronouncements of the core purpose of a business

or other type of organization.
Cost leadership
A firm pursuing a cost-leadership strategy attempts to gain a competitive advantage primarily by
reducing its economic costs below its competitors.

Differentiation
[1] Ensuring that products and services have a unique element to allow them to stand out from the rest
[2] Drawing attention to distinct, unique features, traits or aspects for the purpose of setting one apart from competitors.

Focus

The Human Resource Focus Category examines how your organization enables
employees to develop and utilize their full potential, aligned with the
organization’s objectives

Human Resources Information System (HRIS)

The Human Resource Information System (HRIS) is a software or online solution for the data entry, data
tracking, and data information needs of the Human Resources, payroll, management, and accounting functions
within a business.

National Culture

Firstly, national culture can be either individualistic or collectivist. Second, national culture variable is the gender variable
because some societies have masculine culture and some feminine culture. Third variable is the power distance, as
nations can be categorized on the basis of high power distance and low power distance. 

Job Stress

For acompany, theratioofannualsalestoinventory; or equivalently, thefractionof a year

that anaverageitem remains in inventory.

Organizaitonal Commitment

Strength of the feeling of responsibility that an employee has towards

the mission of the organization.

Job performance
Work performance in terms of quantity and quality expected from each employee. These standards for the basis
for performance reviews.
 Organizational Citizenship Behavior, Definition(s) of

“Organizational citizenship behavior (OCB), defined… as behavior that (a) goes beyond
the basic requirements of the job, (b) is to a large extent discretionary, and (c) is of benefit
to the organization” 
Performance management
Performance management, an analyst may view the performance of a company as a whole, and also evaluate the effectiveness
of the managers and heads of companies in reaching goals.

Compensation Management
Ihe field of compensation management provides management with the ideal combination of the different remunerationtypes.
The purpose of this type of program is to retain and motivate good employees.

collective bargaining agent

A bargaining agent intercedes on behalf of the employees interest collectively. 

job involvement
The degree to which an employee identifies with his job, actively participates in it, and
considers his job performance important to his self-worth.

TRAINING AND DEVELOPMENT 

is a subsystem of an organization. It ensures that randomness is reduced and learning or

behavioral change takes place in structured format.