Human Resource Management Overview

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Activities in human resource management, like orienting, training new employees, and appraising employee performance.

Line managers handle responsibilities like maintaining departmental morale, controlling labor costs, and protecting employee health.

A position in an organization that maintains community contacts and searches for job applicants.

HR managers have line authority within their department and staff authority outside it.

Develops plans for employee pay and benefits.

HR units managing HR strategy and policy across the organization.

Uses scientific rigor, existing data, and research studies for HR decision-making.

Often handle all personnel duties without HR staff assistance.

The process of determining the number and types of employees a company needs to meet its goals.

A plan to fill high-level positions within a company, ensuring leadership continuity.

Examining past employment data to predict future staffing needs.

A formula to calculate staffing needs based on past data and future projections.

A database of employee skills, education, and development, used to identify potential internal candidates.

Developing and preparing high-performing employees for future leadership roles within the company.

Encouraging current employees to recommend qualified candidates for open positions.

Providing potential candidates with accurate information about the job, both positives and negatives.

A structured five-step model for developing effective training programs: Analyze, Design, Develop, Implement, Evaluate.

The first step in the ADDIE process, identifying the specific skills and knowledge gaps employees need to fill to achieve organizational goals.

A method where complex tasks are broken down into logical steps, allowing for step-by-step learning.

Assessments designed to measure an individual's knowledge, skills, or competencies in specific areas related to their job performance.

A new hire onboarding process where a seasoned employee guides and assists the new hire in understanding the job and workplace.

A formal organizational approach to ensure that qualified individuals are available when needed, often involves training and development.

In-depth descriptions of real-world situations, allowing trainees to apply their knowledge and skills to complex scenarios.

Using techniques like visual aids, clear explanations, and logical organization to engage learners and improve their understanding.

A process where employees evaluate their own job performance, identifying strengths and weaknesses.

A document outlining the requirements for a specific job, including education, experience, and working conditions.

A performance appraisal method that compares an employee's performance to pre-set standards or expected output levels.

A visual representation of a company's structure, showing reporting relationships and communication lines.

Fundamentally redesigning business processes to improve efficiency and effectiveness.

A systematic study of a job to identify the tasks, duties, and responsibilities required.

A problem where people change their behavior when being observed, affecting the accuracy of the observation.

A structured process using simulations and exercises to evaluate a candidate's managerial potential and leadership skills.

A performance appraisal method where employees are ranked from best to worst based on their overall performance.

A performance appraisal method that uses predefined scales to assess employee performance on specific factors.

Mechanisms organizations use to recognize and motivate employees for their contributions, efforts, achievements, and behaviors that align with organizational goals.

A systematic process organizations use to evaluate employee performance. It involves gathering and analyzing information about employee accomplishments, strengths, weaknesses, and areas for development.

A structured process for assessing and evaluating employees’ job performance, contributions, and achievements within a specific time period.

A continuous process involving goal setting, progress assessment, and feedback to ensure employees meet organizational objectives effectively and efficiently.

A human resources specialist will usually collect information about work activities, human behaviors, and employee benefits options.

A simulation where candidates perform realistic tasks in hypothetical situations to evaluate their potential for success in a role.

A strategic approach used by organizations to gather comprehensive insights into candidates' skills, competencies, and potential. It goes beyond the traditional interview process.

A tool used to evaluate the personality traits and characteristics of job applicants to predict their fit with a role or organizational culture.

An investigation conducted to verify a potential employee's background, including education, criminal records, and work experience.

The process of evaluating job applicants or current employees using various assessments, such as skills tests, personality tests, or knowledge assessments.

An organization that enforces federal laws prohibiting discrimination in employment based on factors like race, color, religion, gender, etc.

A conversation conducted with employees who are leaving a company to understand reasons behind their departure.

A structured interview where the candidate is aware of the date and time, providing a clear and formal process for evaluation.