Comprehensive Vocabulary for Human Resource Management & Related Topics

These vocabulary flashcards cover foundational terms, laws, processes and concepts from Chapters 1, 3, 5, 6 and 10 of the lecture notes, ensuring broad review of HRM, HR planning, training & development, performance appraisal and Malaysian labour legislation.

Human Resource Management (HRM)

A strategic approach to planning, organizing, directing and controlling people-related activities to achieve organizational objectives.

Human Capital

The collective knowledge, skills, abilities and attitudes that employees bring to an organization.

Industrial Revolution (HRM context)

The late-19th/early-20th-century period that sparked formal personnel practices focused on factory labor issues.

Human Relation Approach

1930s–1950s movement emphasizing employee welfare, motivation and group dynamics in the workplace.

Recent Development Era (HRM)

1950s–present period where HRM evolved into a strategic partner driving competitive advantage.

Recruitment

The process of attracting and generating a pool of qualified job applicants.

Training

A systematic effort to impart job-related technical knowledge and skills to employees.

Performance Appraisal

A formal system of reviewing and evaluating individual or team job performance against set standards.

Compensation Management

Designing and administering pay, incentives and benefits to reward employees fairly and competitively.

Industrial Relations

The field that studies and manages employment relationships, unions, collective bargaining and dispute resolution.

Malaysian Ministry of Human Resources

Government body that drafts and enforces labor policies, laws and standards in Malaysia.

Staffing

HR function covering job analysis, human-resource planning, recruitment and selection.

Job Analysis

Systematic study of a job’s tasks, duties and responsibilities to define specifications.

Human Resource Planning (HRP)

Forecasting future people needs and determining how to meet them through staffing movements.

Forecasting HR Requirements

Estimating the number and types of employees an organization will need in the future.

Markov Analysis

Statistical technique that predicts internal labor supply by modeling employee movement between job states.

Replacement Chart

Visual tool listing key positions and potential internal replacements with readiness timelines.

Succession Planning

Identifying and developing employees to fill key leadership positions over time.

Hiring Freeze

Managerial decision to halt new recruitment temporarily to control labor surpluses.

Buyouts and Early Retirement

Financial incentives offered to encourage employees to leave voluntarily before normal retirement age.

Layoffs

Involuntary terminations for economic or restructuring reasons, not related to employee misconduct.

Job Sharing

Arrangement in which two part-time employees jointly fill one full-time position.

Attrition

Natural reduction of workforce through resignations, retirements or deaths without filling the vacancies.

Human Resource Information System (HRIS)

Computerized system for collecting, storing and analyzing employee data to aid HR decision-making.

Personal Data (HRIS)

Employee demographic information such as age, gender, dependents and marital status stored within HRIS.

Skill Inventory

Database that captures employees’ education, experience, languages and certifications for talent deployment.

Minimum Wages Order 2022

Malaysian regulation setting a RM1,500 monthly floor wage effective 1 May 2022.

Employment Act 1955

Principal Malaysian law governing minimum employment standards in Peninsular Malaysia and Labuan.

Sabah Labour Ordinance

Regional legislation applying Employment-Act-like protections to private-sector workers in Sabah.

Sarawak Labour Ordinance

Parallel labor law providing Employment-Act-type standards for employees in Sarawak.

National Wages Consultative Council Act 2011

Act that establishes the body responsible for recommending and enforcing Malaysia’s minimum wages.

Industrial Relations Act 1967

Legislation regulating collective bargaining, trade disputes, strikes and lockouts in Malaysia.

Trade Unions Act 1959

Law governing registration, rights and obligations of Malaysian trade unions.

Occupational Safety and Health Act 1994

Malaysian statute ensuring workplace safety, health and welfare for employees in most industries.

Employees Social Security Act 1969 (SOCSO)

Provides employment-injury and invalidity protection via the Social Security Organisation.

Employees Provident Fund Act 1991

Mandates retirement savings contributions for private-sector employees in Malaysia.

Workmen Compensation Act 1952

Law compensating certain non-manual public-sector workers for workplace injuries or diseases.

Pembangunan Sumber Manusia Berhad Act 2001

Establishes HRDF and training levy for Malaysian employers with ≥10 local employees.

Factories and Machinery Act 1967

Sets safety standards for factories with ≥5 workers using machinery, including construction sites.

Children and Young Persons (Employment) Act 1966

Regulates permissible work and protects Malaysian workers under 18 from hazardous employment.

Minimum Retirement Age Act 2012

Fixes private-sector minimum retirement age in Malaysia at 60 years.

Employment Insurance System Act 2017

Introduces unemployment benefits and active labour-market services for retrenched Malaysian workers.

Orientation (Employee)

Process of introducing new hires to their roles, coworkers, policies and workplace culture.

Purpose of Employee Orientation

To ease anxiety, build commitment, lower turnover and clarify performance expectations for newcomers.

Formal Orientation

Structured, planned program that systematically acquaints new employees with the organization.

Training Needs Analysis (TNA)

First training-process step that identifies performance gaps requiring learning interventions.

Organizational Analysis

TNA level that reviews corporate strategy, values and environment to align training priorities.

Task Analysis

TNA level that determines the skills and knowledge required to perform specific job duties.

Individual (Person) Analysis

TNA level that pinpoints which employees need training and what kind.

Donald Kirkpatrick’s Evaluation Model

Four-level framework—Reaction, Learning, Behaviour, Results—for assessing training effectiveness.

On-the-Job Training

Learning method where employees acquire skills while performing actual work tasks.

Off-the-Job Training

Instruction that occurs away from the workstation, such as classes, simulations or lectures.

Coaching

One-to-one, short-term instruction by a supervisor to improve specific employee skills.

Mentoring

Long-term developmental relationship in which a senior employee guides a junior employee.

Job Rotation

Planned movement of employees through different jobs to broaden experience and flexibility.

Simulation (Training)

Replicating real-life job situations in a risk-free setting for practice and learning.

Graphic Rating Scale

Trait-based appraisal method that rates employees on linear scales for various characteristics.

Behaviourally Anchored Rating Scale (BARS)

Appraisal tool that links ratings to specific, observable behaviour examples at each performance level.

Management by Objectives (MBO)

Result-based appraisal method where managers and employees set and evaluate goal attainment.

360-Degree Appraisal

Performance feedback system using evaluations from supervisors, peers, subordinates, customers and self.

Halo Effect

Appraisal error where overall impression skews ratings of specific traits.

Central Tendency

Rater bias of avoiding high or low scores by evaluating most employees as average.

Leniency Tendency

Rating habit of consistently giving employees higher scores than merited.

Proactive HRM Activity

Forward-looking initiatives that plan and shape workforce needs before issues arise.

Reactive Personnel Management

Traditional approach that responds to employee matters after they occur, often administratively.

Diversity in Hospitality Workplace

Recognition and inclusion of varied cultures, ages, genders, abilities and beliefs among hotel staff.

Cultural Diversity

Presence of multiple racial, ethnic or national groups within the workforce.

Generational Diversity

Workplace composition of employees from different age cohorts (e.g., Baby Boomers, Gen Z).

Apprenticeship

Structured combination of on-the-job training and classroom instruction for skilled trades.

E-learning

Web-based training that allows self-paced, remote acquisition of knowledge and skills.

Competitive Advantage (HRM)

Edge gained by aligning HR policies to attract, develop and retain superior talent.

Compensation and Reward Systems

Integrated mechanism of base pay, incentives and benefits recognising employee contributions.

Health and Safety Management

HR responsibility for creating policies and programs that prevent workplace injuries and illnesses.

Employer–Trade Union Relationship

Ongoing interaction between management and organized labor concerning employment terms.

Compliance with Employment Laws

Ensuring organizational HR practices adhere to statutory labour regulations.

Employee Records

Comprehensive, confidential files maintained on each worker’s personal and employment data.

Planner (Manager Role)

Managerial function of setting objectives and designing actions to achieve goals.

Coordinator (Manager Role)

Role that aligns people, resources and schedules to ensure smooth workflow.

Facilitator (Manager Role)

Managerial task of enabling teams by removing obstacles and promoting collaboration.

Traits (Appraisal Standard)

Personal characteristics (e.g., reliability, initiative) used as criteria in some evaluation systems.

Competencies

Measurable clusters of knowledge, skills and behaviours critical for successful job performance.

Behaviours (Appraisal)

Observable actions by employees that can be assessed against performance standards.

Ratio Analysis

Quantitative HRP method comparing past relationships (e.g., employees to sales) to forecast needs.

Trend Analysis

Examining historical HR data to predict future staffing demands.

Delphi Technique

Qualitative forecasting method using rounds of expert questionnaires to reach HR consensus.

Management Forecasting

Bottom-up or zero-base approach where each unit estimates its own future staffing requirements.

Zero-Based Forecast

HRP technique that assumes no existing positions, requiring justification for every role.

Payroll Handling (HRIS Function)

Automated calculation and disbursement of employee wages, taxes and deductions.

Learning KPI

Key performance indicator used to track participation and outcomes of training initiatives.

Active Labour Market Policies

EIS strategies that provide placement, training and support to help job-seekers return to work.

Self-Employment Social Security Act 2017

Extends SOCSO employment-injury coverage to self-employed taxi, e-hailing and bus drivers.

Employment Injury Insurance Scheme

SOCSO program offering medical care and cash benefits for work-related accidents or diseases.

Invalidity Pension Scheme

SOCSO benefit providing lifelong income to employees permanently unable to work due to illness or injury.

Hazardous Work (Child Labour)

Employment that jeopardizes safety, health or morals of workers under 18 and is legally restricted.

Apprenticeship Contract

Written agreement approved by the Director-General allowing children/young persons to learn a trade.

RM1,500 Minimum Monthly Wage

Statutory lowest salary payable nationwide to most Malaysian private-sector workers from May 2022.

Small-Employer Wage Exemption

Temporary relief allowing companies with <5 staff to pay below new minimum until January 2023.