Personnel Management, Human Resource Management, and Netiquette

Vocabulary practice flashcards covering Personnel Management, Human Resource Management evolution, HRM functions and roles, and core Rules of Netiquette.

Evolution of HRM Timeline

The historical progression of HRM starting from 'Welfare Officer' (1890s–1913), 'Labour Manager' (1914–1939), 'Personnel Management' (1945–1979), to 'Human Resource Management' (1980s–1990s) focusing on human capital and business partnership.

Salary

A fixed, predetermined annual amount of compensation paid in regular increments (e.g., monthly), regardless of the exact hours worked.

Wage

Variable compensation calculated based on an hourly rate, time worked, or the number of specific tasks completed.

Labor Union

An organization of workers established to address labor issues, long working hours, and low wages through collective bargaining, protests, and diplomacy.

Scientific Management Theory

A theory developed by Frederick W. Taylor (the Father of Scientific Management) to improve worker productivity and organizational efficiency through scientifically designed job procedures, selection, and training rather than traditional rule-of-thumb practices.

Hawthorne Studies

A series of experiments conducted by Elton Mayo and Fritz Roethlisberger (1927–1940) showing that employee productivity increases when workers feel valued, observed, and involved in workplace decision-making.

Theory X and Theory Y

Two contrasting managerial assumptions formulated by Douglas McGregor: Theory X assumes workers dislike work and require strict supervision and punishment/rewards, whereas Theory Y assumes workers enjoy meaningful work, are self-directed, and seek growth.

Maslow's Hierarchy of Needs

A motivation theory proposed by Abraham Maslow (1954) stating that human needs are arranged in five basic-to-advanced levels: Physiological, Safety, Social, Esteem, and Self-Actualization.

Societal Objectives of HRM

HRM goals directed at managing human resources in an ethical and socially responsible manner while complying with legal standards and minimizing negative impacts of societal demands.

Organizational Objectives of HRM

HRM goals dedicated to assisting the organization in achieving its primary purpose and enhancing overall organizational effectiveness.

Functional Objectives of HRM

HRM objectives focused on maintaining the department's contribution and level of service at a level tailored appropriately to the organization's specific needs.

Personnel Objectives of HRM

HRM objectives aimed at helping employees achieve their individual personal goals, enhancing job satisfaction, and meeting self-actualization needs.

Managerial Functions of HRM

The administrative functions executed by HR leaders, consisting of Planning, Organising, Directing, and Controlling.

Operative Functions of HRM

Specific operational activities of HRM, encompassing Employment, Human Resource Development, Compensation, Human Relations, Industrial Relations, and Recent Trends.

Job Analysis

The process of studying and collecting information related to the specific roles and responsibilities of a job.

Human Resource Planning

The process of determining and ensuring that an organization has an adequate number of qualified individuals performing jobs at proper times to meet organizational and personal needs.

Recruitment

The process of searching for prospective employees and stimulating them to apply for open positions within an organization.

Selection

The process of evaluating an applicant's qualifications, experience, skills, and knowledge to appraise their suitability for a specific job.

Placement

The process of matching employee specifications with job requirements and assigning a selected candidate to the most suitable position.

Induction and Orientation

Techniques used to rehabilitate new employees into their new work surroundings and introduce them to organizational policies, practices, objectives, and colleagues.

Performance Appraisal

The systematic evaluation of an employee's job performance and potential for future growth and development.

Training

The process of imparting specific technical and operating skills and knowledge to employees.

Managerial Development

The design and implementation of executive development programs aimed at improving managerial and human relations skills among employees.

Career Planning and Development

The process of planning personal career paths and executing them through education, training, job searching, work experience, and mobility.

Transfer

The lateral movement or reassignment of an employee to a job at the same level where their potential can be utilized more effectively.

Promotion

An upward reassignment of an employee to a higher-level position commanding increased status, responsibilities, or pay.

Demotion

A downward reassignment of an employee to a lower position within an organization.

Wage and Salary Administration

The process of developing, implementing, and managing an equitable and suitable wage and salary structure.

Incentives

Financial awards provided to employees in addition to standard wages and salaries to reward exceptional performance.

Fringe Benefits

Supplementary provisions offered beyond direct compensation (such as housing, canteen, medical, and disablement benefits) to motivate workers and address life contingencies.

Social Security Measures

Protective provisions such as workmen's compensation, maternity benefits, medical coverage, and retirement benefits given to safeguard workers' long-term welfare.

Human Relations (HRM Operative Function)

The management area dealing with human interaction to integrate people into work situations constructively, fostering productivity, cooperation, and social-psychological satisfaction.

Industrial Relations

The study of relations among employees, employers, trade unions, and government bodies, including collective bargaining and dispute resolution.

Conscience Role (HR Manager)

The humanitarian role where the HR manager reminds organizational leadership of its moral duties and obligations toward employees.

Counsellor Role (HR Manager)

The HR manager's role in providing guidance to employees experiencing workplace dissatisfaction or personal challenges like marital, health, mental, or career issues.

Mediator Role (HR Manager)

The peacemaking role where the HR manager acts as a neutral liaison to resolve conflicts between employees and management.

Change Agent (HR Manager)

The role of initiating and implementing constructive changes across existing organizational programs and workflows.

Netiquette

A set of guidelines and academic principles for civility, ethics, and conduct in digital spaces designed to avoid social errors and promote positive online interactions.

Rule 1: Remember the Human

The core netiquette rule advising individuals to interact online as they would face-to-face, recognizing that real human beings sit behind digital screens.

Lurk Before You Leap

The practice of spending time observing discussion threads and reviewing archives in a new digital environment to learn its established cultural norms before contributing.

Flame War

An online conflict characterized by a series of angry, hostile messages that monopolize forum attention and harm community camaraderie.

Bandwidth Preservation

The practice of refraining from sending mass emails unnecessarily or posting large, redundant files that consume system storage and transmission resources.

Digital Permanence

The concept that online postings and electronic communications are stored permanently and can return to affect a person's reputation in the future.