Human Resource Management Vocabulary Flashcards

Vocabulary flashcards covering core concepts, historical eras, functions, roles, recruitment strategies, and workforce forecasting techniques from Modules 1, 2, and 3.

Human Resource Management (HRM)

The strategic and systematic approach to managing people in an organization, involving acquiring, developing, motivating, and retaining employees to achieve organizational goals effectively and efficiently.

Human Capital

Employees viewed as a valuable organizational resource whose knowledge, skills, relationships, judgment, and service quality contribute significantly to productivity and success.

Personnel Management Era

An early historical stage of HR focused primarily on record keeping, employee administration, hiring, attendance, and basic payroll.

Human Relations Era

A historical stage of HR that recognized the importance of employee motivation, individual needs, and workplace relationships.

Strategic Human Resource Management Era

The modern era where HR functions as a strategic partner participating directly in organizational planning, policy development, talent decisions, and change management.

Human Resource Planning

The HR function involving forecasting an organization's manpower needs and preparing strategies to align staffing with operating plans.

Recruitment and Selection

The connected HR processes where recruitment attracts a pool of qualified applicants and selection evaluates job-related qualifications to decide on the most suitable candidate.

Performance Management

A continuing cycle of clarifying expectations, observing results, evaluating performance, providing feedback, coaching, and determining promotions or incentives.

Compensation and Benefits

The combination of direct monetary rewards such as salaries, wages, and bonuses with indirect provisions such as mandatory insurance, leave, and retirement plans.

Employee and Labor Relations

The HR function responsible for maintaining workplace harmony, resolving conflicts, addressing grievances, communicating policies, and ensuring compliance with labor standards.

Occupational Safety and Health (OSH)

The organizational function focused on providing a safe workplace by preventing hazards, conducting emergency training, and supporting physical and mental well-being.

Strategic Partner

An HR professional role that helps organizational leaders formulate strategies and align human capital priorities with overall strategic direction.

Administrative Expert

An HR professional role focused on executing accurate, efficient, compliant, and confidential HR operations and documentation.

Employee Advocate

An HR professional role dedicated to promoting employee welfare, due process, workplace fairness, and ethical treatment.

Change Agent

An HR professional role that facilitates organizational transformation, adaptation, culture development, and innovation.

Talent Manager

An HR professional role responsible for identifying, developing, preparing successors for, and retaining organizational talent.

Mandatory Philippine Employee Benefits

Statutory benefits required under Philippine law, including Social Security System (SSS), PhilHealth, Pag-IBIG Fund, 13th Month Pay, Service Incentive Leave, Holiday Pay, and Maternity/Paternity Benefits.

Human Resource Recruitment

The process of attracting qualified applicants possessing the knowledge, skills, abilities, and competencies required for a job position to build a talent pool.

Job Analysis

The recruitment planning step that analyzes and defines the specific duties, qualifications, competencies, and work conditions required for a job role.

Internal Recruitment

The practice of filling job vacancies from within the organization using promotions, transfers, internal job postings, and succession planning.

External Recruitment

The practice of attracting applicants from outside the organization via universities, online platforms, employment agencies, job fairs, and social media.

Employer Branding

A recruitment strategy focused on promoting a positive work culture, competitive compensation, career development, and work-life balance to attract talent.

Campus Recruitment

A recruitment strategy that engages students and graduates through internships, career talks, job fairs, and institutional partnerships.

Employee Referrals

A recruitment strategy where current employees recommend qualified candidates, leading to faster hiring at a lower cost.

Skills-Based Hiring

A modern recruitment trend that prioritizes candidates' practical competencies and demonstrated capabilities over traditional formal educational credentials.

Time-to-Hire

A recruitment performance metric measuring the total duration from job vacancy creation to offer acceptance.

Cost-per-Hire

A recruitment performance metric calculating the total economic investment required to recruit and onboard a candidate.

Strategic Human Resource Planning (SHRP)

The systematic process of forecasting future human resource needs and developing strategies to ensure the right people are available at the right time and in the right positions to support organizational goals.

Environmental Scanning

The process of analyzing internal factors (structure, budget, existing workforce, culture) and external factors (labor market, government rules, technology, economic trends) impacting workforce needs.

6-Step Strategic HR Planning Process Diagram

The six continuous steps of strategic human resource planning: 1. Goals, 2. Scan, 3. Demand, 4. Supply, 5. Gaps, and 6. Strategies.

Gap Analysis

The process of comparing forecasted workforce demand against available workforce supply to identify shortages, surpluses, or skill deficiencies.

HR Gap Analysis Matrix

A decision matrix matching workforce conditions (Employee shortage, Employee surplus, Skills gap, Leadership gap) with their meanings and primary HR actions.

Employee Shortage

A workforce gap finding where demand exceeds supply (too few people), requiring primary HR actions like recruitment or capacity expansion.

Employee Surplus

A workforce gap finding where supply exceeds demand (more people than work), requiring primary HR actions like redeployment or work redesign.

Skills Gap

A workforce gap finding where personnel lack needed capabilities, requiring primary HR actions like training, coaching, or hiring.

Leadership Gap

A workforce gap finding where no ready successors exist for leadership roles, requiring succession planning and leadership development.

Workforce Planning

A systematic process of analyzing and forecasting workforce requirements to ensure an organization has the appropriate quantity, quality, timing, and location of employees.

Workforce Forecasting Techniques Matrix

A overview table categorizing workforce forecasting techniques—Ratio analysis, Trend analysis, Managerial judgment, Delphi technique, and Workload analysis—by best use cases and Philippine workplace examples.

Ratio Analysis

A quantitative forecasting technique applied when a stable workload-to-staff ratio exists (e.g., nurses per occupied hospital bed).

Trend Analysis

A quantitative forecasting technique that uses reliable historical data to project future workforce requirements (e.g., annual enrollment trends driving faculty needs).

Managerial Judgment

A qualitative forecasting technique used when operations are changing or data are limited, relying on managerial experience to estimate staffing (e.g., opening a new resort).

Delphi Technique

An expert-consensus forecasting technique where experts provide forecasts anonymously in rounds until consensus is achieved (e.g., emerging digital agency roles).

Workload Analysis

A forecasting technique used when tasks and service times can be directly measured to determine headcount requirements based on work volume (e.g., frontline transactions in an LGU).

Succession Planning

A strategic HR planning process focused on identifying and developing high-potential internal candidates to seamlessly fill critical leadership and operational roles upon retirement or departure.