Human Resource Terminology Quiz

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12 Questions

What is the main purpose of recruitment in HR?

To find the best talent while complying with labor laws

Which term refers to primary duties required by a position?

Job description

What is the purpose of an interview in the recruitment process?

To assess fit and ability to perform the role

Which process involves examining candidates' skills, behaviors, and potential through group exercises and simulations?

Assessment center

What is the purpose of performance management in HR?

To set goals, provide feedback, and improve performance

In HR, what does employee relations primarily involve?

Maintaining relationships between employees and the organization

What is the purpose of onboarding?

To help new hires acclimate to their roles and organizational culture

What is the main function of a Learning Management System (LMS)?

To manage online training courses and track learner progress

Which aspect is essential in performance management?

Aligning individual goals with broader corporate objectives

What does the Employees’ Bill of Rights outline?

Employee rights and treatment standards

What is the purpose of performance support tools?

To assist employees who need immediate guidance on tasks

What is the role of Key Performance Indicators (KPIs) in performance management?

To evaluate performance against measurable targets

Study Notes

Expanding Your HR Vocabulary

Understanding Human Resource (HR) terminology is essential when navigating this dynamic field that focuses on managing people within organizations. In this article, we'll explore several key areas of HR—recruitment, training & development, performance management, employee relations, and compensation & benefits—by defining vital terms associated with each area.


Recruiting ensures you find the best talent while maintaining compliance with labor laws. Here are some related concepts:

  • Posting: A public advertisement seeking qualified applicants.
  • Essential job functions: Primary duties required by a position.
  • Job description: An outline detailing responsibilities, qualifications, and working conditions of a role.
  • Application: Information submitted by candidates demonstrating their interest and suitability for the advertised post.
  • Resume: A comprehensive document highlighting skills, experience, education, achievements, etc., presented by applicants to secure interviews.
  • Interview: A conversation between the employer and prospective candidate(s), primarily to assess fit and ability to perform the role.
  • Assessment center: A structured evaluation process centered around group exercises and simulations to examine candidates' skills, behaviors, and potential.
  • Background check: Verification of a candidate's work history, criminal record, education credentials, and other relevant information.

Training & Development

Investing time and resources into employees' growth boosts productivity and satisfaction, leading to better retention and career progression opportunities. Some fundamental ideas from this domain follow:

  • Onboarding: The process through which new hires acclimate to their roles and become familiar with organizational culture and policies.
  • Training needs analysis: A systematic examination of gaps between current capabilities and future requirements to identify learning priorities.
  • Learning Management System (LMS): A software application used to manage online training courses, track learner progress, and deliver learning material.
  • Classroom training: Traditional instructor-led sessions held physically in a classroom setting.
  • eLearning: Delivery of instructional content via digital media, such as computers, tablets, smartphones, etc.
  • Virtual training: Interactive webinars or seminars conducted using video conferencing platforms to enable remote participation.
  • Performance support tools: User-friendly resources designed to assist employees who need immediate access to guidance on performing specific tasks.

Performance Management

Regularly measuring and evaluating employee contributions improves engagement and accountability, thereby fostering business success. Several important aspects of performance management are listed below:

  • Goals alignment: Ensuring individual goals align with broader corporate objectives to promote synergy among teams.
  • Key Performance Indicators (KPIs): Metrics used to evaluate performance against predetermined, measurable targets.
  • Feedback: Sharing perceptions about strengths, weaknesses, and suggested improvements to enhance individual effectiveness.
  • Rewards and recognition: Encouraging positive workplace behavior and acknowledging exceptional achievement.
  • Disciplinary action: Applying fair corrective measures for misconduct or failings to meet performance expectations.

Employee Relations

Establishing trustworthy relationships based on respect, open communication, and mutual understanding enhances employee wellbeing and satisfaction. Key facets of employee relations include:

  • Employees’ Bill of Rights: Statements outlining standards of treatment, rights afforded to workers, and expected conduct in the organization.
  • Conflict resolution: Strategies implemented to address disagreements among colleagues and resolve disputes amicably.
  • Collective bargaining: Negotiations between employers and union representatives concerning wages, hours, benefits, and other employment standards.
  • Unionization: The formation of unions aiming to improve employees' collective working conditions and safeguard their interests.

Compensation & Benefits

Competitive remuneration packages attract top talents and incentivize them to contribute their maximum efforts, ensuring sustainable organizational growth. These concepts are necessary for understanding how rewards systems function in any given company:

  • Base salary vs. variable pay: Base salaries represent fixed monthly earnings, while variable pay comprises bonuses and commissions linked to achieving specific targets.
  • Benefit plan design: Outlining various financial and nonfinancial benefits offered to employees, including health insurance, retirement plans, disability coverage, leave programs, and more.

As we continue exploring human resource applications, always remember that developing your knowledge of these core competencies will help elevate your professionalism and expand your capacity to innovatively address challenges in today's fast-changing world of work.

Test your knowledge of key HR concepts related to recruitment, training & development, performance management, employee relations, and compensation & benefits. Explore terms vital in the field of Human Resources and enhance your understanding of managing people within organizations.

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