HUMAN RESOURCE MANAGEMENT (Grade 12)

Vocabulary flashcards covering key HRM concepts from the lecture notes.

Human Resource Management (HRM)

All decisions and activities to improve the effectiveness of employees and the enterprise, bridging management goals with workforce needs and maximizing employee potential to achieve the business mission.

Manpower Planning

Determining how many employees are needed, what skills they must have, and when they are required.

Work-load analysis

Assessing the required number of people based on the volume of work, focusing on quantity before skills.

Job Analysis

Systematic method of collecting information about a job’s tasks, requirements, and the demands it places on the worker.

Job Description

Document detailing duties, responsibilities, level of authority, and how, why, when, and where tasks are performed.

Job Specification

Minimum qualifications required for a job, including experience, education, and physical requirements.

Manning Table

Table listing positions, required number of employees, and the skills required for each position.

Recruitment Plan

Plan comparing required employees with current staff to determine how many must be recruited.

Internal Recruitment

Hiring from within the organisation through transfers, upgrades, or promotions; may include job postings and referrals.

External Recruitment

Hiring from outside the organisation via advertising, agencies, universities, etc.; brings new skills.

Selection

Screening applicants and choosing the most suitable candidate; involves positive recruitment vs negative exclusion.

Receipt of Applications and CVs

Collection of application forms and CVs after vacancy is advertised and compiling a list at cut-off.

Initial Screening

Eliminating applicants who do not meet minimum requirements and identifying suitable candidates for the next stage.

CV Evaluation

Using a scoring system to assess CVs against criteria and create a shortlist.

Reference and Background Checks

Verifying CV details, reasons for leaving, and inconsistencies; validating claims.

Interview of Candidates

Structured questioning by a panel or manager to gather information and provide details about the business.

Tests and Examinations

Aptitude, psychometric, ability, and work-sample tests used to assess candidates (with nondiscrimination considerations).

Medical Exam

Medical tests only when inherent to the job (e.g., eyesight for a pilot).

Letter of Appointment

Official written offer; candidates ranked; if first choice declines, offer goes to next; may involve a union.

Employment Contract

Document detailing employer/employee information, duties, probation, hours, salary, leave, and termination.

Remuneration

All forms of compensation (salaries and wages) and the payroll process; unions may be involved in negotiations.

Job Evaluation

Assessing a job’s importance within the hierarchy to determine remuneration and ensure equity via salary scales.

Performance Evaluation

Assessment of an individual’s performance with annual pay-related decisions and a range-based increase system.

Salary Scales

Structured progression of pay by level/tenure, with defined step increases and adjustments.

Types of Remuneration: Salary

Fixed regular payments to permanent employees providing a skill.

Types of Remuneration: Wages

Payments to less-skilled workers, usually hourly or output-based.

Types of Remuneration: Commission

Fixed salary plus a percentage of sales as commission.

Types of Remuneration: Performance Bonus

Bonus awarded based on results achieved.

Types of Remuneration: Overtime

Pay for working beyond normal hours, often at increased rates.

Types of Remuneration: Profit Sharing

Employees receive a share of profits, typically for top-level management.

Types of Remuneration: Benefits

Non-wage perks such as pension, housing, medical aid, car allowance, etc.

Packages/Cost to Company

Total compensation package including salary and benefits; the overall cost to the employer.

Placement

Matching new recruits to the most suitable job in large organisations.

Induction

Introducing a new employee to the business and socialising them into the work group; often includes a mentor.

Training

Process to improve knowledge, skills, productivity, and attitudes; aligned with the Skills Development Act.

Training Process (8 steps)

Identify problems; conduct job and performance analyses; identify training needs; set objectives; develop programme; train; evaluate results.

Training Methods

On-the-job, Off-the-job, Apprenticeship, Workshops, Job Rotation, Self-Study, Buddy/Mentorship, Learnerships.

Evaluation (Performance Appraisals)

Assessing efficiency and skill levels to provide feedback and identify training needs and progression.

Retention

Ability to retain employees; high turnover harms productivity, morale, and public image; strategies focus on keeping skilled staff.

Labour Relations (HR role)

HR's role in conflict management, grievance procedures, and disciplinary procedures.