HR Cheat Sheet
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Hi! If you need help with your HR assignments check this HR cheat sheet. http://www.domysciencehomework.com/professional-hr-homework-help/
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<strong>HR</strong> CHEAT SHEET: THE MOST IMPORTANT DEFINITIONS FOR <strong>HR</strong> ASSIGNMENTS<br />
HUMAN RESOURCE MANAGEMENT<br />
An organization function that focuses on<br />
Human resource development<br />
Autocratic leadership:<br />
recruitment of, management and giving<br />
according to Prof. T.V. Rao:<br />
A leader where determines policy of an<br />
direction for individuals who work in an<br />
It is a process in which employees of an<br />
organization, instruct their members on<br />
organization.<br />
organization helped in planned and<br />
what to make or do, impersonal and aloof.<br />
Human resource management can also<br />
continuous way to sharpen and acquire<br />
Benchmarking:<br />
be performed by line managers.<br />
capabilities needed to perform different<br />
It is a technique with the use of qualitative<br />
<strong>HR</strong>M is an organizational function<br />
functions associated with their expected or<br />
or quantitative data in making comparisons<br />
dealing with issues related to individuals,<br />
present future roles; develop journal<br />
between sections or organizations.<br />
like compensation, performance<br />
capabilities as a person and to exploit and<br />
Branding:<br />
management, hiring, safety, organization<br />
discover their own inner potential for their<br />
It is a differentiating process and<br />
development, wellness, employee<br />
organization development purpose; and<br />
identifying organization’s processes,<br />
motivation, benefits, administration,<br />
develop an organization culture in which<br />
services or products from another<br />
training and communication.<br />
superior-subordinate relationship,<br />
company by providing it a name, phrase or<br />
Human resource management is a<br />
collaborating and team work among sub-<br />
any other mark.<br />
comprehensive and strategic approach in<br />
units are strongAdd a little bit of body text<br />
Change management:<br />
managing people as well as workplace<br />
It is an intended effort of organization in<br />
environment and culture.<br />
anticipating change and managing its<br />
Absolute ratings:<br />
Human resource development<br />
introduction, consequences and<br />
It is a method of rating where the rater will<br />
according to Leonard Nadler:<br />
implementation.<br />
assign a certain value on fixed scale based<br />
It is a series of organized activities that is<br />
Coaching:<br />
on performance or behavior of an<br />
conducted within a time and designed in<br />
A 1-to-1 process between subordinate and<br />
individual rather than to assign the ratings<br />
producing behavioral changes.<br />
manager.<br />
based on the people comparison.<br />
Human resource development<br />
Competency-based pay:<br />
Affirmative action:<br />
according to M.M Khan:<br />
It is a system compensation recognizing<br />
Positive discrimination.<br />
Human resource development is across<br />
the employees for breadth, depth and skills<br />
Attrition:<br />
of increasing capabilities, knowledge and<br />
types they apply.<br />
It describes involuntary and voluntary<br />
positive work attitudes of all persons<br />
Confidentiality agreement:<br />
terminations, employee retirements and<br />
working at all levels in business.<br />
It is an agreement that restrict employee<br />
deaths resulting in employee reduction to<br />
from proprietary information or disclosing<br />
physical workforce of employer.<br />
information.
<strong>HR</strong> CHEAT SHEET: THE MOST IMPORTANT DEFINITIONS FOR <strong>HR</strong> ASSIGNMENTS<br />
Core competencies:<br />
Empowerment:<br />
Incentive pay:<br />
The knowledge, skills and abilities that an<br />
A process than authorize or enable a<br />
An additional compensation that is used to<br />
employee should possess to perform his<br />
person to behave, think, control work, take<br />
reward or motivate employees for<br />
job functions successfully.<br />
action as well as make a decision in an<br />
productivity goals or exceeding<br />
Contract for services:<br />
autonomous way.<br />
performance.<br />
It is an agreement having independent<br />
Ergonomics:<br />
Induction:<br />
contractor.<br />
The physical characteristics measurement<br />
A process of presenting employee an<br />
Contract of service:<br />
of human body as well as equipment<br />
employee to the company.<br />
It is an employment agreement.<br />
development to fit them.<br />
Industrial relations:<br />
Corporate mission:<br />
Extrinsic rewards:<br />
Practices and theories study in workplace<br />
Objectives and aims of a company.<br />
It has 2 forms: non-money and money<br />
relationship.<br />
Customer capital:<br />
rewards.<br />
Job analysis:<br />
It is an organization relationships with<br />
Functional job analysis:<br />
Preparatory stage in crafting job<br />
people, which include suppliers.<br />
It is a preparation necessary for job<br />
descriptions.<br />
Cyclical unemployment:<br />
description construction. It is needed in<br />
Job evaluation:<br />
It is an unemployment form.<br />
collecting data on a job that will be<br />
It is being used for purposes of<br />
Differentiation:<br />
advertise.<br />
compensation planning.<br />
It is a strategy in industry on customer’s<br />
Grievance:<br />
KPI:<br />
value dimensions.<br />
It is a complaint by 1 party to contract of<br />
It is called as Knowledge, skills and<br />
E-commerce:<br />
employment against another person.<br />
abilities.<br />
Internet use in marketing and selling<br />
Gross misconduct:<br />
KPI is key performance indicators.<br />
services and goods.<br />
Act that is committed by an individual in<br />
Leadership development:<br />
Employee retention:<br />
leading summary dismissal.<br />
Informal and formal training as well as<br />
A term that is used in referring to make an<br />
<strong>HR</strong> information systems:<br />
professional development programs for all<br />
outline of activities and general<br />
It is a discrete computerized detail system<br />
executive and management level<br />
management related to maintaining,<br />
in an organization.<br />
employees in assisting them to develop<br />
developing as well as improving<br />
<strong>HR</strong> planning:<br />
their leadership styles and skills that are<br />
employee relationship by processing<br />
It is a planning of activity based on the<br />
required in dealing with different situations.<br />
grievances, communicating with<br />
organization strategic planning.<br />
Mediation services:<br />
employees and others.<br />
An intervention process by specialist in<br />
employment dispute.
<strong>HR</strong> CHEAT SHEET: THE MOST IMPORTANT DEFINITIONS FOR <strong>HR</strong> ASSIGNMENTS<br />
Mission statement:<br />
Part time employee:<br />
References<br />
It is a statement that illustrates who the<br />
An employment on regular basis, but the<br />
http://www.assignmentpoint.com/business<br />
company is, where company should be<br />
hours work is less than the required.<br />
/human-resource-management/definition-<br />
headed and what the organization does.<br />
Performance management:<br />
human-resource-management.html<br />
Motivational theories:<br />
The process that is designed to manage,<br />
http://www.whatishumanresource.com/hu<br />
It is an attempt in explaining how<br />
improve and evaluate employee<br />
man-resource-development<br />
individuals are being motivated in form of<br />
performance.<br />
http://sites.thomsonreuters.com.au/workpl<br />
behavior work and performance.<br />
Probation:<br />
ace/resources/common-hr-terminology/<br />
Negotiation:<br />
A period of employment commencement<br />
The discussion process with a mutual<br />
in ascertaining the capabilities and skills of<br />
settlement view by means of conference.<br />
employees as well as for employees in<br />
Observation interview:<br />
determining, whether the workplace will<br />
A process of observing employees at the<br />
meet their needs.<br />
same time performing their tasks or jobs<br />
Recruitment:<br />
used in collecting data about certain<br />
A process bringing company personnel<br />
tasks or jobs.<br />
who possess the certain education, skills,<br />
Organizational culture:<br />
experience and qualifications for post<br />
It is a pattern emerging from system of<br />
offered.<br />
values, beliefs as well as behavioral<br />
Remuneration:<br />
expectations of the organizational<br />
It includes payment made under services<br />
members.<br />
contracts.<br />
Outplacement:<br />
Resignation:<br />
It is a benefit that is offered by employer<br />
It is a decision by the employee voluntarily<br />
in displacing employees which consist of<br />
in terminating his contract with the<br />
services like training, job counseling and<br />
company.<br />
finding job assistance.<br />
Retrenchment:<br />
Pay:<br />
A termination that resulting from a<br />
Base pay if the fixed wage or salary<br />
redundancy.<br />
constituting rate for the job.<br />
Suspension:<br />
Employees are instructed to avoid doing<br />
such things during their wok to avoid<br />
disciplinary action or process.