HRM THEORIES DEFINITION OF TERMS part 1

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It is a popular performance appraisal method that involves evaluation input from multiple levels within the firm as well as external sources. In this method, people all around the rated employee may provide ratings, including senior managers, the employee himself or herself, supervisors, subordinates, peers, team members, and internal or external customers.

Achievement Testing

refers to assessments designed to measure an individual's knowledge, skills, or competencies in specific areas that are relevant to their job performance.

Advanced Interviewing

refers to a strategic approach used by organizations to thoroughly assess candidates for employment beyond the traditional interview process. This method aims to gather comprehensive insights into candidates' skills, competencies, experiences, and potential contributions to the organization.

Alternation Ranking

performance appraisal method for employees where assessor selects the best and worst employees based on certain trait/criterion and ranks them accordingly.

Applicant Personality Test

test is used to evaluate the personality traits, characteristics, and preferences of job applicants. It aims to predict how well an individual might fit into a specific role or organizational culture based on their personality profile.

Appraisal Interview

a formal discussion process between an employee and his/her manager regarding performance and other aspects of job role.

Apprenticeship Training

is a formalized program combining on-the-job training (OJT) with classroom instruction. It is typically used in skilled trades and professions, where apprentices (learners) work under the guidance of experienced mentors or journeymen to develop practical skills and theoretical knowledge necessary for the job.

Background Check

It is a part of the hiring process in which an investigation is carried out to check a potential employee's background, based on criteria such as education, criminal records, past work experiences, etc. This verification is done because organizations often need to confirm if the information provided by the candidate is true or not.

Behaviorally Anchored Rating Scale (BARS) Method

is a performance appraisal method that combines elements of the traditional rating scales and critical incident methods; various performance levels are shown along a scale with each described in terms of an employee's specific job behavior.

Benchmarking Jobs

involve comparing job roles and responsibilities within an organization or across different organizations to determine the relative value and pay structure for similar jobs in the job market. It helps in establishing competitive compensation and benefits packages.

Bonuses

additional monetary rewards given to employees on top of their base salary, typically based on individual, team, or organizational performance.

Buddy System

It is part of the employee onboarding process in which a new hire is assigned a buddy who guides the new hire on the different aspects of the job. It may include making him/her familiar with the office environment and other members of the team.

Candidates

individual seeking employment or appointment to a particular job, role, or office. They manifest interest by submitting an application, usually accompanied by a resume or curriculum vitae.

Campus Recruitment

is an external source of recruitment, where the educational institutions such as, colleges and universities make provision of information to the students regarding employment opportunities.

Career Development

formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed

Case Studies

Trainees are given in-depth descriptions (5 to 30 pages) of the experiences of disguised organizations. This allows them to see the experiences of numerous managers in a short period of time.

Central Tendency Error

is an evaluation appraisal error that occurs when employees are incorrectly rated near the average or middle of a scale.

Coaching (Understudy Method)

In this method, a superior gives training to a subordinate as his understudy like an assistant to a manager or director

Cognitive Ability Test

It measures the candidate's ability to solve problems and think critically.

Compensation Manager

specialized role within the Human Resources (HR) function of an organization. Their primary responsibility is to design, implement, and manage the organization's compensation and benefits programs.

Competency Model

is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that define the skills and abilities that enable successful job performance.

Contingent Personnel

someone who performs tasks for an organization without being formally hired as the organization's permanent employee

Corporate HR teams

units managing HR strategy and policy across the organization.

Critical Incident Method

is a performance appraisal method that requires keeping written records of highly favorable and unfavorable employee work actions.

Depth Interview

is a semi-structured interview, where the candidates have to give detailed information about their educational qualifications, work experience, special interests, skills, aptitude and so forth.

Direct Recruitment

refers to the external source of recruitment, where the recruitment of qualified candidates are carried out by putting a notice regarding job vacancy on the notice board of the organization.

Embedded HR teams

HR units integrated into specific departments to provide localized HR support.

Employee Benefits Program

An employee benefits program, often referred to simply as benefits or perks, is a set of non-wage compensations provided to employees in addition to their regular wages or salaries.

Employee Development

is a process of improving employees' existing competencies and skills and developing newer ones to support the organization's goals.

Employee Engagement

refers to the level of commitment workers make to their employer, seen in their willingness to stay at the firm and to go beyond the call of duty.

Employee Matrix

management structure where employees are grouped simultaneously by two different operational dimensions.

Employee orientation

is the process of introducing new hires to their jobs, co-workers, responsibilities, and workplace.

Employee Selection

process by which organizations choose individuals from a pool of job applicants to fill job vacancies.

Employee Referrals

It is the process of hiring new capitals through the references of the employees, who are currently employed within the organization.

Corporate HR teams

units managing HR strategy and policy across the organization.