Frequently Used Terminologies in HRM

1. Management: The process of efficiently achieving the objectives of the organisations with and through people. 2. HRM: A process of bringing people & organisations so that the goals of each one are met, effectively and efficiently. 3. Purpose of HRM: HRM seeks to improve the productive contributions of people to the organization in ways that are ethically and socially responsible. 4. System: Two or more parts working together as an organized whole with clear boundaries. 5. Productivity: The ratio of an organizations outputs to inputs. 6. Reengineering: occurs when more than 70 per cent of the work process is evaluated and altered. 7. Empowerment: Allowing employees more control over what they do on the job. 8. HRD: A planned way of developing individual employees, groups and total organization to achieve organizational goals, in an atmosphere of mutual trust and cooperation. 9. Job Analysis: The systematic collection, evaluation, and organization of information about jobs. 10. HR Planning: Process of identifying human resource needs and formulating plans to meet these needs. 11. Recruitment: The process of finding and attracting capable applicants for employment. 12. Selection: The process of matching the qualification of applicants with job needs and choosing the most suitable one. 13. Training: A learning process designed to achieve a relatively permanent change in an individual that will improve the ability to perform on the job. 14. Personnel Management: Deals with people at work and their relationships with each other. 15. Personnel Policies: A set of proposals and actions that act as a reference point for managers in their dealings with employees. 16. Employee counseling: The process through which employees are given advice in solving their work-related as well as personnel problems. 17. Mission: The reason and justification for the existence of a firm, it tells about what a company does to meet customers expectations. 18. Structure: Framework of an organization. 19. Policy: Standing answer to a recurring problem. 20. Technology: refers to how an organization transfers its inputs into outputs. 21. Diversity: The situation that arises when employees differ from each other in terms of age, gender, ethnicity, education, etc. 22. Culture: It is the organizations personality revealing the shared values, beliefs, and habits of its members. 23. Benchmarking: Measuring the performance of processes within your organization, comparing these performance, levels with the best in class companies and where

deficiencies exist, using the information on the best practices too improve your organizations own business processes. 24. PAQ: Position Analysis Questionnaire is a standardized form used to collect specific information about job tasks and worker traits. 25. Functional Job Analysis: It is a systematic process of finding what is done on a job by examining and analyzing the fundamental components of data, people and things. 26. Job Description: a written statement of what the job holder does(duties and responsibilities), how the job is done, under what conditions and why. 27. Job specification: a profile of the human characteristics (knowledge, skills and abilities) needed by a person doing a job. 28. Job Cycles: The time required to complete every task in the job. 29. Job Design: The way the tasks are combined to from a complete job. 30. Job simplification: Here a complete job is broken down into small parts, normally covering a few operations. 31. Job Rotation: Movement of an employee from one job to another. 32. Job Enrichment: The conscious upgrading of responsibility, scope, and challenge, in the contents of a job handled by an employee. 33. Job enlargement: Involves increasing the number of tasks performed by each employee and having jobs that are some what less specialized. 34. Job sharing: This occurs when one full-time job is assigned to two persons who then divide the work according to agreements made between themselves and with the employer. 35. Recruitment: The discovering of potential applicants for actual or anticipated organizational vacancies. 36. Transfer: A lateral movement within the same grade, from one job to another. 37. Promotion: Movement of an employee from a lower level position to a higher level position with increase in salary. 38. Employee referral: A recommendation from a current employee regarding a job applicant. 39. College Placement: An external search process focusing recruiting effort on a college campus. 40. Internal advertising: Informing employees of vacancies internally. 41. Media Adervertising: Inviting applications by placing adds in media. 42. Inducements: Positive features and benefits offered by an organization to attract job applicants. 43. Employee Leasing: Hiring permanent employees of another company on lease basis for a specific period as per the leasing arrangement. 44. Temporary Employee: Employees hired for limited time to perform a specific job. 45. Job Positioning: It is a method of publishing job opening on bulletin board, electronic media and similar outlet by a company. 46. Application Blank: It is a written form completed by job aspirants detailing their educational background, previous work history and certain personal data. 47. Assessment Centre: It is a standardized form of employee appraisal that uses multiple assessment exercises such as in basket, games, role play, etc. and multiple raters. 48. Interview: It is the oral examination of candidates for employment. 49. Placement: Actual positioning of an employee to a specific job rank and responsibilities attached to it.

50. Induction: Introduction of a person to the job and the organization. 51. Socialization: The process through which the new recruit begins to understand and accept the values, norms, and beliefs held by others in the orgainsation. 52. Buddy System: An orientation programme where an experienced employee is asked to show the new workers around conduct the introduction for the supervisor and answer the newcomers questions. 53. Internal mobility: The lateral or vertical movement of an employee within an organization. 54. Demotion: Employee movement that occurs when an employee is moved from one job to another that is lower in pay, responsibility and / or organization level. 55. Merit based promotion: An upward movement based on superior performance in the present job. 56. Separation: a separation is a decision that the individual and the organization should [art. 57. Resignation: A voluntary separation initiated by the employee himself. 58. Retirement: Termination of service on reaching the age of superannuation. 59. Layoff: A layoff entails the separation of the employee from the organization for economic or business reasons. 60. Retrenchment: A permanent layoff for reasons other than punishment but not retirement or termination owing to ill health. 61. Suspension: Prohibiting an employee from attending work and perform normal duaties assigned to him. 62. Attrition: The normal separation of people from an organization owing to resignation, retirement or death. 63. Dismissal: The termination of the service of an employee as a punitive measure for some misconduct.

Training
64. Training: Activities that teach employees how to perform their current job. 65. Development: Activities that prepare an employee for future responsibilities. 66. Education: Conceptual learning that improves understanding of a subject / theme. 67. Modeling: Copying someone elses behaviour. 68. Reinforcement: It is positive or negative consequence of some behaviour that is aimed at changing that behaviour. 69. Mentoring: An experience employee offering guidance and support to junior employee so that the later learns and advances in the organization. 70. Job instruction training (JIT): Training received directly on the job. 71. Obsolescence: A condition that results when an employee loses the knowledge or abilities to perform successfully due to changes in the field. 72. Feedback: The process of providing trainees with information about their performance. 73. Job Rotation: Moving a trainee from job to job to provide cross training. 74. Role playing: A training method that compels trainees to assure different identities. 75. Vestibule training: A training method involving the creation of training facilities separate from the regular production area but with same equipment.

76. On-the-job Training: Any training technique that involves allowing the person to learn the job actually performing it on the job. 77. Punishment: Reinforcement that is aimed at reducing undesirable behaviour by associating that behaviour with a painful consequence. 78. Simulations: any artificial environment that tries to closely mirror an actual condition. These include case studies, decision games, role plays etc. 79. Apprenticeship: A training method that puts trainees under the guidance of a master worker, typically for 2-5 years. 80. Case: An in-depth description of a particular situation an employee might encounter on the job. 81. Task Analysis: A process undertaken to determine the knowledge, skills and abilities needed to complete the various tasks involved in a total job. 82. In-basket: A method where the trainee is required to examine a basket full of papers and files relating to his area and make recommendations on problems contained therein. 83. Person Analysis: Assessment of employee performance and the knowledge and skill necessary to reach that level of performance.