Definition of Terms

reviewer and subjective understanding based

360 - degree feedback

a popular performance appraisal method that involves evaluation input from multiple levels within the firm as well as external sources. In this method, people all around the rated employee may provide ratings. (supervisors, subordinates, the employee themself, peers, team members, and internal or external clients)

Achievement Testing

refers to assessments designed to measure an individuals knowledge, skills and/or competencies in specific areas relevant to their job performance.

Advanced Interviewing

refers to a strategic approach used by organizations to thoroughly assess candidates for employment beyond traditional interview processes. It aims to gather comprehensive insights to candidates’ skills, competencies, experiences, and potential contributions to the organization. Evaluates, empathy, character, and culture.
e.g.
STAR Method (Situation, Task, Action, Result)
is often employed to evaluate a candidate's past experiences and how they handle specific situations.

Alternation Ranking

is the performance appraisal method for employees where assessor selects the best and worst employees based on certain trait/criterion and ranks them accordingly.

Employees are ranked by alternating between the best and worst performers. This method helps to identify relative performance within a group.
It addresses the common issue of managers avoiding extreme ratings, which can lead to everyone being rated as average. 

Applicant Personality Test

also known as a personality assessment or inventory, it is used to evaluate the personality traits, characteristics, and preferences or job applicants. It aims to predict how well an individual might fit into a specific role, or organizational culture based on their personality profile.

is designed to evaluate a candidate's personality traits, behaviors, and compatibility with the organizational culture to predict job performance and fit.

Appraisal Interview

is a formal discussion process between an employee and their manager regarding performance and other aspects of job role. In this interview, the employer and the employee discuss the performances of the individual and key areas of improvement and how the employee can grow through feedback mechanism.

discussion between an employee and their supervisor to review performance, set goals, and discuss future development opportunities.

Apprenticeship Training

is a formalized program combining on-the-job training (OJT) with classroom instruction. It is typically used in skilled trades and professions, where apprentices (learners) work under guidance to experienced mentors or journeymen to develop practical skills and theoretical knowledge necessary for the job. Allows individuals to gain practical experience while earning a wage.

Background Check

a part of the hiring process in which an investigation is carried out to check a potential employee’s background, based on criteria such as education, criminal records, past work experiences, and references to ensure their suitability for the position. This verification is done because organizations often need to confirm if the information provided by the candidate is true or not.

Behaviorally Anchored Rating Scale (BARS) Method

is a performance appraisal method that combines the elements of the traditional rating scales and critical incident methods; various performance levels are shown along a scale with each described in terms of an employee’s specific job behavior.

uses specific behavioral examples to rate employee performance on various competencies. It combines qualitative and quantitative assessments to provide a clearer evaluation of an employee's behaviors and contributions.

Benchmarking Jobs

involves comparing job roles and responsibilities within and/or across different organizations to determine the relevant value and pay structure for similar jobs in the job market. It helps in establishing competitive compensation and benefit packages.

is the process of comparing jobs and their associated functions, duties, and pay rates within an organization or industry against relevant standards or best practices to ensure competitiveness and equity in compensation.

Bonuses

are additional monetary rewards given to employees on top of their base salary, often as an incentive for achieving performance goals or company objectives. (individual, team, or organizational performance based)

Buddy System

a part of the employee onboarding process in which a new hire is assigned to a buddy who guides the new hire on the different aspects of the job. It may include making them familiar with the office environment and other members of the team.

Candidates

individuals who apply for a job position or role, typically going through a selection process to be considered for employment. They manifest interest by submitting an application, usually accompanied by a resume or curriculum vitae.

Campus Recruitment

is an external source of recruitment where the educational institutions such as colleges and universities make provision of information to the students regarding employment opportunities.

Career Development

is a formal approach used by organization to ensure that people with the proper qualifications and experiences are available when needed.

Case Studies

Trainees are given in-depth descriptions (5-30 pages) of the experiences of distinguished organizations. This allows them to see the experiences of numerous managers in a short period of time.

Central Tendency Error

is an evaluation appraisal error that occurs when employees are incorrectly rated near the average or middle of a scale. This can lead to a lack of differentiation among employee performance levels and may not accurately reflect each individual's capabilities or contributions. Occurs when there is lack of specific and clear performance standard. Is a type rater error. It often results in misleading feedback and can limit developmental opportunities for high and low performers.

Coaching (Understudy Method)

In this method, a superior gives training to subordinate as his understudy like an assistant to a manager or director. This method involves hands-on experience where the subordinate learns by observing and working closely with the superior, ultimately preparing them for future roles. Succession planning.

Cognitive Ability Test

A type of assessment used to evaluate an individual's mental capabilities, including reasoning, problem-solving, and comprehension, is often used in hiring processes to predict job performance. Measures the candidate’s ability to solve problems and think critically.

Compensation Manager

is a specialized role within the Human Resources (HR) function of an organization. Their primary responsibility is to design, implement, and manage the organization’s compensation and benefits programs.

Competency Model

is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that define skills and abilities that enable successful job performance. It guides recruitment, training, and development by providing a clear understanding of the necessary qualifications for roles within an organization. People focused. Modern competency models are more adept at showing leaders which employees have the right skills for the future of work, rather than simply showing how well an employee fits into the position currently assigned to them.

Contingent Personnel

Workers hired on a temporary or flexible basis, lacking full-time employment status, are often used for specific projects or to meet peak workloads. Not formally hired. They may include freelancers, contractors, and part-time workers, providing organizations with workforce flexibility.

Corporate HR Teams

Centralized HR units managing HR strategy and policy across the organization.

Critical Incident Method

A technique used in performance appraisal that focuses on identifying and analyzing significant events or behaviors that contribute to effective or ineffective job performance. Requires keeping written records of highly favorable and unfavorable employee work actions.

Depth Interview

is a semi-structured interview where the candidates have to give detailed information about their educational qualifications, work experience, special interests, skills, aptitude and so forth. It aims to explore a candidate's background, motivations, and fit for the role through in-depth discussion.

Direct Recruitment

Refers to the external source of recruitment of qualified candidates, which is carried out by putting a notice regarding the job vacancy on the notice board of other organizations. It is the process where an employer hires employees directly, bypassing third-party recruitment agencies or recruiters. This means the company handles the entire hiring process, from sourcing candidates to making job offers, and the hired employees become part of the company's payroll and benefits system. 

Embedded HR Teams

HR units integrated into specific departments to provide localized support. They collaborate closely with department leaders to address employee needs and align HR strategies with departmental goals.

Employee Benefits Program

Often referred to as benefits or perks, is a set of non-wage compensations provided to employees in addition to their regular wages or salaries. These benefits are designed to enhance the overall compensation package offered by employers and typically include various forms of insurance, retirement plans, wellness programs, and other fringe benefits.

A program providing various perks and services to employees, such as health insurance, retirement plans, and paid time off, aimed at improving job satisfaction and retention.

Employee Development

is a process of improving employees’ existing competencies and skills and developing newer ones to support the organization’s goals. It often includes training, workshops, mentoring, and career advancement opportunities.

Employee Engagement

refers to the level of commitment workers make to their employer, seen in their willingness to stay at the firm and to go beyond the call of duty. It is the emotional and psychological connection employees feel towards their organization, influencing their job performance and overall satisfaction.

Employee Matrix

often referred to as a matrix organizational structure, is a management structure where employees are grouped simultaneously by two different operational dimensions. Typically, this involves employees reporting to both a functional manager (based on their expertise or specialization) and a project manager (based on the specific project they are working on). This structure enhances flexibility and collaboration across different functions, allowing for efficient resource allocation and communication.

Employee Orientation

the process of introducing new hires to their jobs, co-workers, responsibilities, and workplace. It aims to help them acclimate to the company culture and understand their role within the organization.

Employee Referrals

The process of hiring new capital through the references of the employees, who are currently employed within the organization. This method leverages existing employees' networks to identify potential candidates, often leading to higher-quality hires and better retention rates.

Employee Selection

refers to the process by which organizations choose individuals from a pool of job applicants to fill job vacancies. It is a critical aspect of human resource management aimed at identifying and hiring candidates who are most likely to succeed in the job and contribute effectively to the organization’s goals. This process often includes screening resumes, conducting interviews, and assessing candidates' skills and fit within the company culture.

Employee Testing

refers to the process of assessing job applicants or current employees through various types of tests and assessments. These tests are designed to evaluate specific skills, abilities, knowledge, personality traits, or other attributes relevant to the job role and organizational fit. Employee testing can include cognitive ability tests, skills assessments, personality tests, and situational judgment tests.

Employment Agencies

These are firms or organizations that assist employers in finding suitable candidates for job openings. They often have access to a pool or pre-screened candidates and can help with various aspects of the recruitment process. Employment agencies act as intermediaries between employers and job seekers, streamlining the hiring process by providing access to qualified candidates and supporting recruitment efforts.

Employment Exchanges

is a government entity, where the details of the job seekers are deposited and given to the employers for filling the vacant positions.

e.g.
Public Employment Service Offices (PESOs):

Government-run agencies that provide free services to job seekers and employers, often specializing in specific sectors or demographics like youth. 

Online Job Boards

are digital platforms where employers post job vacancies and job seekers can search and apply for jobs. These websites facilitate the connection between candidates and potential employers by allowing users to upload resumes and customize job searches. (LinkedIn, Job Street)

Employment Agencies

Equal Employment Opportunity Comission

An organization that is responsible for the enforcement of federal laws that prohibit organizations from discriminating against employees based on multiple factors. It refers to the principle of providing all individuals with equal chances for employment and advancement, regardless of race, color, religion, sex, national origin, age, disability, or genetic information.

Essay Method

is a performance appraisal method in which the rater writes a brief narrative describing the employee’s performance. This method tends to focus on extreme behavior in the employee’s work rather than on routine day-to-day performance. The essay method allows for qualitative feedback and can highlight specific strengths or areas for improvement, offering a comprehensive view of employee performance.

Exit Interview

are conducted for those employees who want to leave the organization. The significance of the exit interview is to ascertain the reasons behind leaving the job.

Forced Distribution Method

A method of performance appraisal requires the rater to assign individuals in a work group to a limited number of categories, similar to a normal frequency distribution. The purpose of forced distribution is to keep managers from being excessively lenient and having a disproportionate number of employees in the “superior”. This method typically ranks employees and forces a distribution of ratings, ensuring only a certain percentage can score at the highest levels. The Forced Distribution Method ranks employees and mandates that their ratings fit a predetermined distribution curve, preventing leniency and ensuring that only a set percentage can achieve top ratings. Bell curve method.

Formal Interview

is organized in a formal manner, typically following a structured format with specific questions aimed at evaluating the candidate or employee. This type of interview is used to gather consistent information to aid in decision-making. The candidate is aware about the dates and timing of the interview well in advance and the interviewer plans and prepares the questions for the interview. It provides a standardized approach to assessing qualifications and fit for the role or position.

Group Interview

Interview format where multiple candidates are interviewed simultaneously, often by a panel of interviewers. This approach assesses group dynamics, communication skills, and suitability for collaborative roles.

Halo

An error that occurs when a manager generalizes one positive feature or incident to all aspects of employee performance, resulting in higher rating. This cognitive bias leads to an overall inflated evaluation based on a single positive trait, rather than an objective assessment of all performance areas.

Human Capital

refers to the economic value of a worker’s experience and skills. Human capital includes assets like education, training, intelligence, skills, health, and other things employers value such as loyalty and punctuality.

HR Generalist

A human resources professional who handles a variety of HR tasks, including recruitment, employee relations, compliance, and benefits administration. An HR employee who typically reports to an HR manager or director. HR generalists handle daily code HR functions, such as recruitment, employee relations, compensation and compliance. They serve as the first point of contact for employee inquiries and often work on policy implementation and organizational development.

Human Resource Planning

is the continuous process of systematic planning to achieve optimum use of an organization’s most valuable asset-quality employees. It ensures the best fit between employees and jobs while avoiding manpower shortages and surpluses. It involves forecasting future human resource needs and analyzing current workforce capabilities to align them effectively with the organization’s goals.

Human Resource Forecasting

the process of predicting how a company’s staffing needs change with time so that it can remain prepared to operate successfully. It ensures a company will have the right number of employees on staff.

Human Resources Management

involves coordinating, managing, and allocating human capital, or employees, in ways that move an organization’s goals forward. It focuses on investing in employees, ensuring their safety, and managing all aspects of staffing from hiring to compensation and development. It aims to optimize employee engagement and performance while aligning HR strategies with business objectives.

In-basket Exercises

designed to asses a candidate’s adaptive thinking, problem solving, judgement, administrative abilities, planning, organizing, delegating, and integrative skills while dealing with memos, emails, requests, messages, handwritten notes, and other items while under pressure. These exercises simulate real workplace scenarios to evaluate how candidates prioritize tasks and make decisions.

Individual Interview

this takes place on one to one basis. In this case, there will be a verbal and a visual interaction between two people, an interviewer and a candidate.

Induction

the process of receiving and welcoming of the employees, after they have been selected and providing them the required training needed to settle down adequately. It helps newcomers understand the company culture, policies, and their specific roles, facilitating a smooth transition into the organization.

Informal Interview

This type of interview are conducted in such an informal way, i.e., the interview will be stable without any written communication and can be arranged at any place. It focuses on a conversational approach to assess a candidate's fit within the company culture, personality traits, and general competencies.

Internal Recruiting

also known as internal promotion or internal hiring; it refers to the process of identifying and filling job vacancies within an organization from its existing workforce. Instead of hiring external candidates, internal recruiting involves considering current employees for open positions, whether they are within the same department or elsewhere in the organization.

Interview

Involves one-on-one of group discussions between a job analyst (interviewer) and employees, supervisors, or subject matter experts. During the interview, the analyst asks structured or semi-structured questions to gather information, about job duties, skills required, work conditions, and other aspects relevant to job roles. It's a key tool for job analysis.

Intranet Job Postings

Internal online advertisements for job openings within an organization, accessible to current employees. They provide details about the position, application process, and are designed to promote internal mobility.

Job Analysis

is a procedure through which you determine the duties of the positions and the characteristics of the people to hire them.

Job Analyst

works in the HR department of a company or organization, conducting in-depth research about occupations and job descriptions. They focus on worker classification systems while studying the effects of industry trends upon worker relationships.

Job Compensation and Salary

refers to the monetary and non-monetary benefits offered to employees in exchange for their work. It includes base salary, bonuses, incentives, benefits (like healthcare and retirement plans) and other perks that contribute to the overall compensation package.

Job Context

refers to the broader environment or conditions in which a job is performed. It includes factors such as the physical work environment, organizational culture, relationships with coworkers and supervisors, tools and equipment used, and any other relevant contextual information.

Job Description

is a written statement that outlines the duties, responsibilities, tasks, and requirements of a particular job. It typically includes information such as job title, job summary, essential functions, qualifications, and reporting relationships.

Job Enlargement

refers to expanding a job’s scope by adding more tasks or responsibilities of a similar level of complexity. It aims to provide employees with a broader range of duties within their current role to enhance job satisfaction and skill development. It enhances job satisfaction by increasing variety and skill development.

Job Enrichment

involves redesigning jobs to incorporate higher levels of responsibility, autonomy, decision-making authority, and complexity. The goal of job enrichment is to enhance the intrinsic motivation and satisfaction of employees by providing opportunities for growth, challenge, and achievement within their current roles.

Job Instruction Training

is a structured training method suitable for jobs with clear and logical sequences of steps. It involves breaking down tasks into smaller components, teaching each step sequentially, and ensuring the trainee can perform each task correctly before moving on to the next. This method is effective for quickly teaching specific job skills and procedures. It emphasizes hands-on learning and feedback to ensure competency in job-related tasks.

Job Posting

refers to the practice of publishing and displaying advertisements of an open job to the employees.

Job Rotation

involves moving employees through a variety of positions within an organization or department.

Job Specification

refers to a statement that outlines the qualifications, skills, knowledge, abilities, and personal attributes required to perform a specific job effectively. It details the qualifications and characteristics that an ideal candidate should possess to succeed in the role.

Job Vacancy

An open position within an organization or company that requires a qualified individual to fill it.

Legal Hiring Practices

refers to the rules, regulations, and ethical standards that organizations must adhere to when recruiting and selecting employees. These practices are designed to ensure fairness, equality, and compliance with applicable laws throughout the hiring process. They include anti-discrimination laws, proper advertising of job openings, and transparent interview processes.

Leniency

in hiring decisions, where organizations may overlook certain qualifications or standards for a candidate. It involves giving undeserved high ratings to an employee.

Management Assessment Center

is a structured evaluation method used to assess managerial potential or leadership qualities in individuals. It typically involves a series of simulations, exercises, and interviews designed to evaluate skills, such as leadership, decision-making, communication, and problem-solving in a controlled setting.

Miniature Job Training

refers to a training approach where employees are provided with condensed or abbreviated versions of job tasks or responsibilities to learn and practice. It allows individuals to gain practical experience and skills relevant to their roles in a controlled setting. This method emphasizes efficiency and focused learning, enabling quicker skill acquisition.

Outsourcing

is the act of hiring an external firm to handle part or all of your human resource needs instead of relying on dedicated internal HR department or employee. It can include functions such as recruitment, payroll, and training, often aimed at reducing costs and improving efficiency.

Onboarding

is the process of moving a new hire from applicant to employee status, ensuring that paperwork is done and orientation is completed.

Online Job Boards

Websites or platforms where employers can post job openings to reach a wide audience of potential candidates on the internet. Job seekers can search and apply for positions based on their skills and preferences. These platforms often include features for resume posting and networking.

Panel Interview

is being conducted by a group of people. In this type of interview, three to five members of the selection committee will be asking questions to the candidates on the candidates on various concepts. It involves several interviewers engaging with a candidate simultaneously, allowing for diverse perspectives in the evaluation process.

Project Teams (Action Learning)

a temporary team, often consisting of people from different areas or functions that works on real projects. These teams focus on solving specific problems or developing new initiatives, fostering collaboration and knowledge sharing across the organization.

Ranking Method

is a performance appraisal method in which the rater ranks all employees from a group in order of overall performance. This method helps identify the best and worst performers, facilitating decisions on promotions and compensations.

Rating Scales Method

is a performance appraisal method that rates employees according to defined factors. It typically uses a numeric scale to evaluate aspects like work quality, productivity, and behavior, providing a quantifiable measure of employee performance.

Rewards and Incentives

are mechanisms used by organizations to recognize, motivate, and reward employees for their contributions, efforts, achievements, and behaviors that align with organizational goals and values.

Recruiter

An HR professional responsible for finding and hiring qualified candidates.

Recruitment

refers to the process of identifying, attracting, interviewing, selecting, hiring, and onboarding employees. In other words, it involves everything from the identification of a staffing need to filling it. This process includes creating job descriptions, sourcing candidates, conducting interviews, and managing the selection process.

Screening

is the process of evaluating job applications, scanning resumes, and selecting suitable candidates that match with the job description. It often involves reviewing qualifications, experience, and skills to identify the most promising applicants.

Sensitivity Training (T-groups)

a psychological technique in which intensive group discussion and interaction are used to increase individual awareness of self and others; it is practiced in variety of forms under such names as T-group, encounter group, human relations, and group dynamics training.

Skill Inventories

Structured databases or systems used by organizations to catalog and manage information about the skills, competencies, qualifications, and experiences of their employees. These inventories are valuable tools for human resources departments and organizational leaders to understand the capabilities of their workforce planning, training, and development, and succession planning.

Stereotyping

occurs when managers allow individual differences to affect the ratings they give. These differences are gender, race, or age. It leads to unfair assumptions about individuals based on broad generalizations, which can negatively influence workplace dynamics and decision-making.

Stress Interview

are conducted to ascertain how a candidate would react during the time of stress and cope up with problems. In this type of interview, the interviewer will come to know whether the candidate can deal in an effective manner with the demands and needs of a complicated job.

Strictness

being unduly critical of an employee’s work performance.

Structured Interview

in this type, the interview is planned, designed, and detailed in advance. It is pre-planned, precise, and reliable in hiring the candidates. Structured interviews have predetermined questions that are asked in the same order for each candidate, ensuring consistency and comparability in the evaluation process.

Talent Management Process

is the goal-oriented and integrated process of planning, recruiting, developing, managing and compensating employees.

Talent Specialist

is an HR professional who sources and screens candidates that best fit the company’s future goals. Their duties include establishing hiring criteria, understanding recruiting needs, and finding the right candidates. They also collaborate with hiring managers to ensure alignment with organizational objectives.

Performance Appraisal

also known as performance evaluation or performance review, is a systematic process used by organizations to assess and evaluate the job performance of employees. It involves gathering and analyzing information about employee’s performance, accomplishments, strengths, weaknesses, and areas for improvement.

Performance Management

refers to the continuous process of setting objectives, assessing progress, and providing feedback to employees to ensure that organizational goals are met effectively and efficiently.

Promotion

refers to advancement of the employees by evaluating their job performance. It is the process of shifting an employee from a lower position to a higher position with more responsibilities, remuneration, facilities and status.

Salary

refers to the fixed amount of money paid to an employee for performing a job role over a specific period, typically on a monthly or annual basis.

Self-appraisal

is a process where employees evaluate their own job performance against predetermined goals and criteria, providing insight into their achievements (strengths) and areas for improvement (weaknesses).

Staffing

is the process of hiring eligible candidates in the organization for specific positions.

Situational Judgement Test (SJT)

this is a type of psychological test used in the assessment of candidates or employees. It presents hypothetical scenarios relevant to the job and asks respondents to choose the most appropriate response or action from a set of options. It assesses judgement, problem-solving abilities, and decision-making skills in specific contexts.

Succession Planning

is a proactive process of identifying and developing potential future leaders or key employees within an organization to fill key roles when they become vacant. The primary goal of succession planning is to ensure a smooth transition of leadership and critical positions to minimize disruptions and maintain organizational stability.

Training

refers to the process of teaching teaching specific skills and knowledge to employees to improve their performance in current roles. It typically involves structured programs, workshops, seminars, or on-the-job training aimed at developing technical, operational, or job-specific competencies.