Chapter 10 keyterms

Human resource management (HRM)

Human resource management (HRM)

The strategic approach to the effective management of employees so that they help the business gain a competitive advantage

Workforce planning

Forecasting the numbers of workers and the skills that will be required by the to achieve its objectives

Workforce audit

A check on the skills and qualifications of all existing workers/managers

Labor turnover

Measures the rate at which employees are leaving an organization

recruitment

The process of identifying the need for a new employees, defining the job to be filled and the type of person needed to fill it, and attracting suitable candidates for the job requirements

Selection

The series of steps by which the candidates are interviewed, tested and screened to choose the most suitable person for a vacant post

Recruitment agency

A business that offers the service of recruiting applicants for vacant posts

job description

a detailed list of the key points about the job to be filled, stating all its key tasks and responsibilities

person specification

a detailed list of qualities, skills and qualification that a successful applicant will need to have

application form

a set of questions answered by a job applicant to give a potential employer information about the applicant, such as educational background and work experience

curriculum vitae (CV)

a detailed document highlighting all of a person’s professional and academic achievements , work experience and awards.

resume

a less detailed document than a CV, which itemizes work experience, educational background and special skills relevant to the job being applied for

reference

comment from a trusted person about an applicant’s character or previous work performance

assessment center

a place where a range of tests is used to judge job applicants on their potential ability to perform a particular role

internal recruitment

when a business aims to fill a vacancy from within its existing workforce

external recruitment

when a business aims to fill a vacancy with a suitable applicant from outside of the business, such as an employee of another organization

employment contract

a legal document that sets out the terms and conditions governing a worker’s job

redundancy

when a job is no longer required, the employee doing this job becomes unnecessary through no fault of their own

dismissal

Being dismissed or fire from a job due to incompetence or breach of discipline

Unfair dismissal

Ending a worker’s employment contract for a reason that the law regards as being unfair

Employee morale

Overall outlook, attitude and level of satisfaction of employees when at work

Employee welfare

Employee’s healthy, safety and level or morale when at work

Work-life balance

A situation in which employees are able to allocate the right amount of time and effort to work and to their personal life outside work

Equality policy

Practices and processes aimed at achieving a fair organization where everyone is treated in the same way without prejudices and has the same opportunity to fulfill their potential

Diversity policy

Practices and processes aimed at creating a mixed workforce and placing a positive value on diversity in the workplace

training

Work-related education to increase workforce skills and efficiency

Induction training

Introductory training program to familiarize new recruits with the systems used in the business and the layout of the business site

On-the-job training

Instruction at the place of work on how a job should be carried out

Off-the-job training

Training undertaken away from the place of work

Multi-skilling

The training of an employee in several skills to allow for greater flexibility within the business

Employee appraisal

The process of assessing the effectiveness of an employee judged against pre-set objectives

Industrial action

Measure taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favor of employees

Collective bargaining

The process of negotiating terms of employment between an employer and a group of workers who are usually represented by a trade union official

Trade union recognition

When a employer formally agrees to conduct negotiations on pay and working conditions with a trade union rather than bargain individually with each other