Human Resource Management: HRM is a broad term used to describe the overall management of an organization's workforce, e.g., attracting, selecting, training, assessing, rewarding and retaining workers.
Human Resource planning: Also known as workforce planning, this is the management process of anticipating the organization’s current and future human resource needs.
Appraisal also known as a performance review, this is the formal procedure of assessing the performance and effectiveness of an employee, in relation to his/her job description.
Demography: The statistical study of population trends, such as birth rates, death rates, age distribution, and net migration rates.
Labour Turnover: The number of employees leaving a business in a given period of time. Often used to gauge levels of motivation in an organisation
Flexitime: A form of flexible work practice that enables employees to work a set number of core hours each week, often at the office during peak periods of the day and/or week.
Gross misconduct: Major misdemeanours occuring at work which can lead to instant dismissal
Dismissal: Termination of workers employment due to employee incompetence or a breach of contract
Redundancies: Also known as layoffs, this is the process of employers cutting back on its staffing, as certain job roles are no longer required, i.e., the job roles cease to exist.
Job Analysis: The process of examining what a particular job involves, thereby enabling the HR department to determine the roles, tasks, duties, responsibilities, and skills required to do the job.
Job description - Document containing the particulars of a job, e.g., the job title, roles and responsibilities, and other duties.
Induction: Training aimed at introducing new employees to the policies, practices, and culture of the organisation
On the job training - Type of training that takes place within the organization, so employees are performing tasks at the place of work.
Off-the-job training - Employees attend courses outside of the workplace that focus on developing specific knowledge and/or skills.
Organisation Chart: A Diagrammatic representation of the firms formal structure
Span of control: Number of subordinates overseen by a manager
Chain of command: the formal path through which commands and decisions are communicated from senior managers to subordinates.
Centralization: Where decision making is predominantly done by a small group of senior managers at the top of the organisational hierarchy
Decentralization The situation in an organization where decision-making authority is delegated throughout, rather from a central authoritative group.
Flat organisational structure: Few layers of hierarchy, meaning managers have a wider span of control
Tall organisational structure: Many layers of hierarchy, increasing chain of command and therefore time for decision making, however reduces span of control for managers
Delayering: removing levels of hierarchy in a firm to widen the span of control in the hierarchy
Project-based organization - This flexible organizational structure is based on the specific needs of a particular short-term or temporary project.
Autocratic leadership: Leaders fully make decisions instead of delegating responsibility.
Democratic leadership: When a leader takes input from others before making decisions, in this instance decision making is decentralized
Paternalistic leadership: Where the leader treats their employees as family members, building trust in the process
Laissez-Faire leadership: Minimal input for the employees, where the employees are entitled to make their own decisions
Situational leadership: A leadership style which allows for adaptation by not conforming to a single leadership style
Remuneration: Monetary compensation for work or service
Productivity: level of output per worker, indicator of motivation
Fringe benefits: Also known as perks, they are financial benefits of a job in excess of the basic pay
Job enlargement: Increasing the number of tasks that an employee performs.
Adv: Reduces monotony
Disadv: higher trainingcosts
Job rotation: A type of non-financial motivation in which employees switch jobs for periods of time, of the same complexity
Job enrichment: Non financial reward where workers are given more responsibility and more challenging tasks