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360-Degree Feedback

• A performance appraisal using evaluation from within the company and external sources
• Input comes from Sr. Managers, supervisors, internal or external customers

Achievement Testing

• Assessments measuring one's job-relevant knowledge, skills, or competencies

Advanced Interviewing

• Organizations strategically assess employment candidates
• The aim is to gain insights into skills, competencies, experiences, and potential contributions

Alternation Ranking

• A performance appraisal method ranking employees
• Assessors select the best and worst employees based on specific criteria

Applicant Personality Test

• Evaluates an applicant's personality traits, characteristics, and preferences
• It predicts how well an individual will fit into a role or company

Appraisal Interview

• Formal discussion between employee and manager
• They discuss performance and job aspects while identifying areas for improvement

Apprenticeship Training

• Formalized program using on-the-job training combined with classroom instruction
• Used in skilled trades/professions where learners develop practical skills and theoretical knowledge under experienced mentors

Background Check

• Part of the hiring process involving investigations into a potential employee's background
• Checks include education, criminal records, and past work experiences seeking to verify provided information

Behavioral Anchored Rating Scale (BARS) Method

• A performance appraisal method
• Combines traditional rating scales with critical incidents in terms of specific employee behaviors

Benchmarking Job

• Comparing an organization’s jobs and responsibilities with those of other organizations
• This way competitive compensation and benefit packages are established

Bonuses

• Additional monetary reward given to employees on top of their base salary
• Generally based on individual, team, or organizational performance
• The government does not legally require them for employees

Buddy System

• A new hire is assigned a buddy
• Buddy is to guide the new hire by familiarizing them with the office and team

Candidates

• Individuals seeking employment for a particular job, role, or office

Campus Recruitment

• External recruitment source
• Educational institutions connect students with employment opportunities and information

Career Development

• Organizations formally ensure people have the proper qualifications and experiences when needed

Case Studies

• Trainees receive in-depth descriptions of experiences from other organizations
• This allows trainees to see other managers' experiences in a short time

Central Tendency Error

• An evaluation appraisal error
• Employees are incorrectly rated near the average or middle of a scale

Coaching (Understudy Method)

• A superior trains a subordinate as an understudy
• The subordinate is like an assistant to a manager or director

Cognitive Ability Test

• Measures one's ability to solve problems and think critically

Compensation Manager

• Specialized HR role responsible for designing, implementing, and managing compensation/benefits

Competency Model

• Outlines the skills and knowledge requirements for a job
• Defines the skills/abilities enabling successful job performance

Contingent Personnel

• Someone performing tasks for an organization without permanent employment

Corporate HR Teams

• Centralized HR units managing HR strategy and policy across the organization

Critical Incident Method

• Performance appraisal that keeps written records of highly favorable and unfavorable employee actions

Depth Interview

• Semi-structured interview gathering detailed information
• Candidates provide educational qualifications, work experiences, and skills

Direct Recruitment

• External recruitment
• Qualified individuals are recruited by posting notices of job vacancies

Embedded HR Teams

• HR units integrated into specific departments for localized HR support

Employee Benefits Program

• Non-wage compensations enhancing overall compensation
• Commonly include insurance, retirement plans, and wellness programs

Employee Development

• Improving existing and developing new employee skills/competencies
• Supports organizational goals

Employee Engagement

• Worker’s commitment to their employer
• Seen in willingness to stay and go beyond the call of duty

Employee Matrix

• Organizational structure
• Employees are grouped simultaneously by two operational dimensions

Employee Orientation

• Introducing new hires to jobs, coworkers, responsibilities and workplace

Employee Referrals

• Using current employee recommendations when hiring

Employee Selection

• Organizations choose individuals from the applicant pool to fill job vacancies

Employee Testing

• Assessing job applicants or current employees through various tests

Employment Agencies

• Firms helping employers find suitable candidates
• They provide access to pre-screened candidate pools

Employment Exchanges

• Government entity
• Job seekers' details are given to employers for filling vacant positions

Equal Employment Opportunity Commission

• Enforces federal laws prohibiting organizations from discriminating against multiple employee categories

Essay Method

• Performance appraisal method
• Rater writes a brief narrative describing the employee's performance focusing on extreme behavior rather than day-to-day

Exit Interview

• Conducted with employees leaving the organization
• Aims to determine reasons for employee departure

Forced Distribution Method

• Performance appraisal method requiring raters assign individuals
• Raters use workgroups into a limited number of categories, limiting leniency

Formal Interview

• Organized format
• The candidate will be aware of the date and timings involved.
• The interviewer plans and prepares questions

Group Interview

• Multiple candidates interviewed together

Halo

• Generalizing one positive performance aspect to all employee performance results
• This commonly ends in higher ratings, especially in teams

Human Capital

• Refers to economic value of a worker’s experience and skills

HR Generalists

• HR employees who report to HR managers or directors
• They handle core HR functions, like recruitment

Human Resource Planning

• Systematic planning achieving optimum use of an organization's best employees
• Aimed at ensuring the best employee fit to prevent manpower shortage

HR Forecasting

• Predicts changes in a company's staffing needs over time
• Helps ensure they remain prepared with the right employees

HR Management

• Coordinating, managing, and allocating human capital to move the organization forward
• Focuses on employee investment, safety, and staffing management

In-basket Exercises

• Assesses adaptive thinking, problem-solving, and judgment under pressure

Individual Interview

• A one-on-one interview with verbal and visual interaction between interviewer and candidate

Induction

• Receiving and welcoming new employees
• It involves providing required training

Informal Interview

• Interview without any prior communication
• Can be arranged at any place

Internal Recruiting

• Identifying and filling job vacancies from within
• It uses the existing workforce or current employees

Interview

• Structured or semi-structured questions to gather information about job duties, skills, and conditions

Intranet Job Postings

• Advertising open job positions internally
• Encourages career advancement

Job Analysis

• Procedure determining the duties and characteristics needed for a position, informing hiring

Job Analyst

• Conducts in-depth research and descriptions about occupations and jobs

Job Compensation and Salary

• Monetary and non-monetary benefits in exchange for their work, contributing to the overall compensation package

Job Context

• Broader environment where a job is performed

Job Description

• Written outlining job duties, responsibilities, tasks, requirements, including job titles, summary, qualifications

Job Enlargement

• Expanding a job's scope
• This is to aim to provide employees with broader range of duties improving job satisfaction and skill development

Job Enrichment

• Redesigning jobs for higher responsibility, autonomy, decision-making and complexity

Job Instruction Training

• Structured training suitable for jobs with clear, logical sequences
• Quickly teaches specific job skills and procedures

Job Posting

• Publishing and displaying job openings internally

Job Rotation

• Moving employees between positions within an organization

Job Specification

• Outlines qualifications, skills, knowledge, abilities, and personal attributes needed

Job Vacancy

• An open position requiring a qualified individual to fill

Legal Hiring Practices

• Adhering to laws and ethical standards during hiring

Leniency

• Giving undeserved high ratings to an employee

Management Assessment Center

• Structured evaluation assessing managerial or leadership qualities with simulations/exercises

Miniature Job Training

• A training method where employees learn and practice abbreviated job tasks, gaining practical experience

Online Job Boards

• Websites where companies post job openings for a wider audience
• They enable job seekers to search using skills and preferences

Outsourcing

• Hiring an external firm to handle HR

Onboarding

• Moving a new hire from applicant
• Ensures paperwork completion and orientation

Panel Interview

• A group of people interviewing candidates

Project Teams (Action Learning)

• Temporary teams using cross-functional people
• They work on real projects

Ranking Method

• Rater ranks all employees to assess overall performance

Rating Scales Method

• Rates employees according to defined factors

Rewards and Incentives

• Organization incentivizes its employees to motivate them, and then later reward their contributions

Recruiter

• Responsible for finding and hiring qualified candidates

Recruitment

• Process of identifying, attracting, interviewing, selecting, hiring, and onboarding employees

Screening

• Evaluating applications, resumes, and selecting candidates matching the job description

Sensitivity Training (T-groups)

• Intensive group discussion increasing self/other awareness
• Terms include encounter group, human relations, and group-dynamics training

Skills Inventories

• Structured databases cataloging and managing employee information

Stereotyping

• Managers allow individual factors to influence ratings creating potential differences

Stress Interview

• Conducted interviews to determine how candidates react and cope

Strictness

• Being unduly critical of an employee work

Structured Interview

• Planned, designed, and detail-oriented interview

Talent Management Process

• Integrated process of planning, recruiting, developing, managing, and compensating employees

Talent Specialist

• An HR professional
• They source and screen candidates fitting future company goals

Performance Appraisal

• Systematic to assess and evaluate job results

Performance Appraisal System

• A structured system assessing employee job performance and contributions

Performance Management

• Continuous process of setting objectives
• Assesses progress and providing feedback

Promotion

• Shifting an employee to a higher authority resulting in status, facilities and remuneration

Salary

• Fixed amount for a job, paid out monthly or annually

Self-Appraisal

• Employees determines strengths and weaknesses for themselves

Staffing

• Hiring the right candidates for a specific place in an organization

Situational Judgement Test (SJT)

• Psychological test assessing decision-making
• Evaluates the best action from a set of hypothetical scenarios

Succession Planning

• Identifying and developing future leaders to fill key roles when vacant

Training

• Process teaching specific capabilities
• It is to also improve current performances

Training and Development

• Equipping workers with crucial competencies to perform a job effectively
• Includes focus on productivity, effectiveness, and learning practices

Training Specialist

• Developing and planning specific programs for employee learning

Transfer

• Process of switching roles with either no change, or a location change

Understudy

• Someone able to take over a job
• This is applicable when the usual holder is unable to fulfill requirements

Unstructured Interview

• An interview lacking preparation in both questions or materials

Upward Feedback

• Anonymous feedback on an employer
• Allows those to share their perspectives on an employer’s style

Vestibule Training

• Simulates a particular work environment
• Designed to allow the exercising of specific skills

Work Sampling Event

• Random work instances are assessed
• This can help determine worker patterns and efficiency

Work Standard Method

• Compares each performance against a specific goal