HR Cheat Sheet

HR CHEAT SHEET: THE MOST IMPORTANT DEFINITIONS FOR HR ASSIGNMENTS
HUMAN RESOURCE MANAGEMENT
An organization function that focuses on
Human resource development
Autocratic leadership:
recruitment of, management and giving
according to Prof. T.V. Rao:
A leader where determines policy of an
direction for individuals who work in an
It is a process in which employees of an
organization, instruct their members on
organization.
organization helped in planned and
what to make or do, impersonal and aloof.
Human resource management can also
continuous way to sharpen and acquire
Benchmarking:
be performed by line managers.
capabilities needed to perform different
It is a technique with the use of qualitative
HRM is an organizational function
functions associated with their expected or
or quantitative data in making comparisons
dealing with issues related to individuals,
present future roles; develop journal
between sections or organizations.
like compensation, performance
capabilities as a person and to exploit and
Branding:
management, hiring, safety, organization
discover their own inner potential for their
It is a differentiating process and
development, wellness, employee
organization development purpose; and
identifying organization’s processes,
motivation, benefits, administration,
develop an organization culture in which
services or products from another
training and communication.
superior-subordinate relationship,
company by providing it a name, phrase or
Human resource management is a
collaborating and team work among sub-
any other mark.
comprehensive and strategic approach in
units are strongAdd a little bit of body text
Change management:
managing people as well as workplace
It is an intended effort of organization in
environment and culture.
anticipating change and managing its
Absolute ratings:
Human resource development
introduction, consequences and
It is a method of rating where the rater will
according to Leonard Nadler:
implementation.
assign a certain value on fixed scale based
It is a series of organized activities that is
Coaching:
on performance or behavior of an
conducted within a time and designed in
A 1-to-1 process between subordinate and
individual rather than to assign the ratings
producing behavioral changes.
manager.
based on the people comparison.
Human resource development
Competency-based pay:
Affirmative action:
according to M.M Khan:
It is a system compensation recognizing
Positive discrimination.
Human resource development is across
the employees for breadth, depth and skills
Attrition:
of increasing capabilities, knowledge and
types they apply.
It describes involuntary and voluntary
positive work attitudes of all persons
Confidentiality agreement:
terminations, employee retirements and
working at all levels in business.
It is an agreement that restrict employee
deaths resulting in employee reduction to
from proprietary information or disclosing
physical workforce of employer.
information.

HR CHEAT SHEET: THE MOST IMPORTANT DEFINITIONS FOR HR ASSIGNMENTS
Core competencies:
Empowerment:
Incentive pay:
The knowledge, skills and abilities that an
A process than authorize or enable a
An additional compensation that is used to
employee should possess to perform his
person to behave, think, control work, take
reward or motivate employees for
job functions successfully.
action as well as make a decision in an
productivity goals or exceeding
Contract for services:
autonomous way.
performance.
It is an agreement having independent
Ergonomics:
Induction:
contractor.
The physical characteristics measurement
A process of presenting employee an
Contract of service:
of human body as well as equipment
employee to the company.
It is an employment agreement.
development to fit them.
Industrial relations:
Corporate mission:
Extrinsic rewards:
Practices and theories study in workplace
Objectives and aims of a company.
It has 2 forms: non-money and money
relationship.
Customer capital:
rewards.
Job analysis:
It is an organization relationships with
Functional job analysis:
Preparatory stage in crafting job
people, which include suppliers.
It is a preparation necessary for job
descriptions.
Cyclical unemployment:
description construction. It is needed in
Job evaluation:
It is an unemployment form.
collecting data on a job that will be
It is being used for purposes of
Differentiation:
advertise.
compensation planning.
It is a strategy in industry on customer’s
Grievance:
KPI:
value dimensions.
It is a complaint by 1 party to contract of
It is called as Knowledge, skills and
E-commerce:
employment against another person.
abilities.
Internet use in marketing and selling
Gross misconduct:
KPI is key performance indicators.
services and goods.
Act that is committed by an individual in
Leadership development:
Employee retention:
leading summary dismissal.
Informal and formal training as well as
A term that is used in referring to make an
HR information systems:
professional development programs for all
outline of activities and general
It is a discrete computerized detail system
executive and management level
management related to maintaining,
in an organization.
employees in assisting them to develop
developing as well as improving
HR planning:
their leadership styles and skills that are
employee relationship by processing
It is a planning of activity based on the
required in dealing with different situations.
grievances, communicating with
organization strategic planning.
Mediation services:
employees and others.
An intervention process by specialist in
employment dispute.

HR CHEAT SHEET: THE MOST IMPORTANT DEFINITIONS FOR HR ASSIGNMENTS
Mission statement:
Part time employee:
References
It is a statement that illustrates who the
An employment on regular basis, but the
http://www.assignmentpoint.com/business
company is, where company should be
hours work is less than the required.
/human-resource-management/definition-
headed and what the organization does.
Performance management:
human-resource-management.html
Motivational theories:
The process that is designed to manage,
http://www.whatishumanresource.com/hu
It is an attempt in explaining how
improve and evaluate employee
man-resource-development
individuals are being motivated in form of
performance.
http://sites.thomsonreuters.com.au/workpl
behavior work and performance.
Probation:
ace/resources/common-hr-terminology/
Negotiation:
A period of employment commencement
The discussion process with a mutual
in ascertaining the capabilities and skills of
settlement view by means of conference.
employees as well as for employees in
Observation interview:
determining, whether the workplace will
A process of observing employees at the
meet their needs.
same time performing their tasks or jobs
Recruitment:
used in collecting data about certain
A process bringing company personnel
tasks or jobs.
who possess the certain education, skills,
Organizational culture:
experience and qualifications for post
It is a pattern emerging from system of
offered.
values, beliefs as well as behavioral
Remuneration:
expectations of the organizational
It includes payment made under services
members.
contracts.
Outplacement:
Resignation:
It is a benefit that is offered by employer
It is a decision by the employee voluntarily
in displacing employees which consist of
in terminating his contract with the
services like training, job counseling and
company.
finding job assistance.
Retrenchment:
Pay:
A termination that resulting from a
Base pay if the fixed wage or salary
redundancy.
constituting rate for the job.
Suspension:
Employees are instructed to avoid doing
such things during their wok to avoid
disciplinary action or process.