Staffing and Human Resource Management - Vocabulary Flashcards

A comprehensive set of vocabulary flashcards covering staffing and HRM concepts from the notes.

Staffing

Managerial function of filling and keeping filled the positions in the organisation structure, from estimating manpower requirements to recruitment, selection, placement, training, development, appraisal and promotion.

Human Resource Management (HRM)

Coordinated approach to managing people; staffing is a part of HRM; evolved from labour welfare and personnel management to maximize employee performance and contribution.

Recruitment

Process of searching for prospective employees and stimulating them to apply for jobs in the organisation.

Selection

Process of choosing the best candidates from among applicants, typically through tests and interviews, leading to placement in a job.

Placement

Assigning a selected candidate to a specific job; part of socialisation and orientation in the onboarding process.

Orientation

Introduction of the new employee to the organisation, colleagues, rules, and policies to help them settle in.

Training

Systematic learning to enhance job-specific skills and knowledge, aimed at improving current job performance.

Development

Learning that broadens an individual’s capabilities for future roles and growth beyond the current job.

Education (HR context)

Process of increasing knowledge and understanding of employees; broader and more conceptual than training.

Performance Appraisal

Process of evaluating an employee’s current/past performance against standards and providing feedback.

Promotion

Vertical movement to a higher job with increased responsibilities and pay; linked to career progression.

Compensation

All forms of pay and rewards to employees, including direct (wages, salaries, incentives) and indirect (benefits) payments.

Internal Sources

Recruitment from within the organisation, primarily through transfers and promotions.

External Sources

Recruitment from outside the organisation, via direct recruitment, ads, employment exchanges, agencies, campus drives, referrals, etc.

Transfers

Horizontal movement of an employee from one job/department/shift to another without a change in responsibilities.

Job Description

Document outlining duties, responsibilities, and scope of a job.

Job Specification

Document detailing qualifications, experience, and attributes required for a job.

Workload Analysis

Assessment of the number and types of human resources needed to perform jobs.

Workforce Analysis

Assessment of available personnel in terms of numbers and types.

Overstaffing

Having more staff than required, leading to inefficiency and higher costs.

Understaffing

Insufficient staff, causing inefficiency and potential workload strains.

Line and Staff

Staffing roles can be line (operational) or staff (advisory) functions within management.

Human Resource Department

A specialised department with HR professionals managing people, especially as organisations grow.

Job Analysis

Systematic study of jobs to collect information for job descriptions and specifications.

Direct Recruitment

Notice-board or on-the-spot recruitment for casual or unskilled vacancies.

Casual Callers

A pool of unsolicited applicants kept on file for future vacancies.

Advertisements

Public notices in media to attract applicants; broad reach but can yield unsuitable responses.

Employment Exchange

Government or public agencies that help match job seekers with vacancies.

Placement Agencies

Private agencies that match candidates with employers, often for a fee.

Management Consultants

Firms that assist with recruitment and placement, especially at middle/top levels.

Campus Recruitment

Recruitment from colleges and universities to hire fresh graduates and trainees.

Employee Referrals

Candidates recommended by current employees; often reliable but may affect diversity.

Labour Contractors

Third-party contractors supplying workers; risk if the contractor withdraws.

Advertising on Television

TV broadcast of job vacancies to reach a wide audience.

Web Publishing

Posting vacancies and recruitment information on the internet.

Preliminary Screening

Early elimination of unqualified candidates based on applications and initial interviews.

Selection Tests

Tests used to measure abilities and fit during the selection process.

Intelligence Test

Test measuring general intelligence and learning potential.

Aptitude Test

Test assessing potential to learn and acquire new skills.

Personality Test

Assessments of character, temperament, and consistency of behavior.

Trade Test

Assessment of actual skills and proficiency in a specific trade or occupation.

Interest Test

Test identifying job-related interests and suitability for roles.

Employment Interview

Formal interview to evaluate a candidate’s suitability for a job.

Reference and Background Checks

Verification of information via references to gain additional context about an applicant.

Medical Examination

Health check to determine fitness for the job before a job offer.

Job Offer

Formal offer of employment outlining terms and joining date.

Contract of Employment

Written agreement detailing job, responsibilities, pay, and terms of employment.

Attestation Form

Document with candidate details attested by the candidate for record-keeping.

On-the-Job Training

Training that occurs while the employee is performing the job.

Off-the-Job Training

Training conducted away from the workplace, e.g., classroom or simulations.

Apprenticeship

Structured training under a master worker to acquire a skilled trade.

Coaching

Guided instruction where a supervisor sets goals, monitors progress, and provides feedback.

Internship

Joint program with educational institutions where students work to gain practical experience.

Job Rotation

Rotating a trainee through different departments to gain a broad understanding of the business.

Vestibule Training

Training with equipment away from the production floor to simulate real work.

Class Room Lectures/Conferences

Structured, classroom-based instruction with possible audio-visual aids.

Films

Educational films used to demonstrate concepts or procedures.

Case Study

Study of real-world scenarios to analyze problems and develop solutions.

Computer Modelling

Simulation of work scenarios on a computer to practice without risk.

Programmed Instruction

Structured learning units arranged from simple to complex with practice.

Right Person for the Right Job

Core staffing principle: place the best-suited person in each role.

Diversity in Workforce

Encouraging varied backgrounds (gender, caste, abilities) in staffing decisions.

Manpower Requirements

Estimated number and type of workers needed to achieve objectives.

Evolution of HRM

HRM emerged from labour welfare and personnel management, evolving through industrial changes and unions to focus on people as assets.