DPB30103 Introduction to Human Resource Management Revision Flashcards

Comprehensive vocabulary flashcards covering key definitions, concepts, methods, and errors across Chapters 1 through 7 of the DPB30103 Introduction to Human Resource Management module.

Human Resource Management (HRM)

The process of recruiting, hiring, placing and managing employees so their performance supports the organisation's goals.

P-U-M-E-C

A mnemonic for the internal environmental factors affecting HRM: Policy, Union, Mission, Employees, and Corporate culture.

Job Analysis

A systematic process of collecting and analysing information about a job's tasks, duties, responsibilities, required skills and working conditions.

Job Description

A document that describes duties, responsibilities, working conditions and reporting relationships; it answers 'What does the job involve?'.

Job Specification

A statement describing the qualifications, skills, knowledge, experience and personal attributes needed; it answers 'What kind of person is needed?'.

Human Resource Strategic Planning

A systematic process of forecasting future employee needs, assessing current staff capacity and making plans to close any gap in line with organisational goals.

Human Resource Information System (HRIS)

A computer-based system that combines HR management and information technology to store employee data and automate HR activities.

Recruitment

The process of finding and attracting capable applicants, which ends when applications are received and creates a pool of candidates.

Selection

The process of evaluating applicants and choosing the most suitable person for the job.

Cognitive / IQ Test

An employment selection test that assesses reasoning, problem-solving, or mental ability.

Work-Sample Test

An employment selection test that requires the candidate to perform a task similar to the actual job.

Employee Orientation

A process that introduces new employees to the workplace, their duties, company culture, policies and procedures so they can adjust and contribute.

Formal Orientation

A planned programme with scheduled information and activities, covering organisation-level topics (company, policies, culture) and job-level topics (specific duties, work procedures).

Informal Orientation

A less structured introduction to the workplace that happens through everyday interaction with colleagues or a supervisor.

Training

Shorter-term learning focused on skills and knowledge needed for the employee's current job.

Development

Longer-term learning that prepares employees for future responsibilities, career growth and broader abilities.

Vestibule / Simulated Training

An off-the-job training method where employees practise on equipment or in a setting that resembles the real workplace without the normal work risks.

Performance Appraisal

A formal and systematic evaluation of an employee's work performance over a period, compared with established standards, providing feedback and identifying improvement and development needs.

360-Degree Feedback

A performance appraisal method that combines feedback from multiple sources such as managers, peers, subordinates, and sometimes customers or self-appraisal.

Graphic Rating Scale

A performance appraisal method where employees are rated on specific traits or factors using a scale, such as 1 to 5.

Critical Incident Technique (CIT)

An appraisal method where the evaluator records specific examples of especially effective or ineffective behaviour.

Behaviorally Anchored Rating Scale (BARS)

An appraisal method that uses specific examples of behaviour to describe each rating level, making standards clearer and potentially reducing bias.

Recency Error

An appraisal error where the evaluator gives too much weight to recent events and ignores earlier performance.

Central Tendency Error

An appraisal error where the evaluator rates everyone near the middle and avoids high or low scores.

Contrast Error

An appraisal error where an employee is judged by comparing them with another employee rather than with job standards.

Halo Effect

An appraisal error where one positive quality influences all ratings of an individual.

Horns Effect

An appraisal error where one negative quality influences all ratings of an individual.

Employee Compensation

The total rewards employees receive in return for their work, including financial and non-financial rewards.

Direct Financial Compensation

Money paid directly to employees for their work, such as salary, wages, bonuses, commissions and incentives.

Indirect Financial Compensation

Financial-value benefits provided in addition to direct pay, such as insurance, retirement benefits and paid leave.

Industrial Relations

The relationship between employers, employees and their representatives, including trade unions and government bodies, focusing on employment conditions, cooperation and resolving disputes.

Tripartite System

A system involving three main parties—government, employers, and employees / trade unions—who participate in discussions about employment and industrial relations.

Trade Union

An organisation formed to represent workers' interests and negotiate with employers about pay, benefits and working conditions.

Picket

An industrial action where workers gather or stand near a workplace to communicate a labour dispute or express their position, subject to applicable legal rules.

Strike

An industrial action where employees collectively stop working to pressure the employer during a dispute, subject to applicable laws and requirements.

Lockout

An industrial action where an employer prevents employees from working or entering the workplace, subject to applicable law.

Conciliation

A dispute resolution process where a neutral third party helps the parties communicate and seek settlement, generally facilitating rather than imposing a decision.

Mediation

A dispute resolution process where a neutral mediator helps parties understand each other's positions and work toward a mutually acceptable solution.