28-07-2012, 11:50 AM
HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT.pptx (Size: 213.62 KB / Downloads: 25)
ABILITY TEST- It refers to assist in determining how well an individual can perform tasks related to the job. E.g. typing test.
ABSENTEEISM- It refers to the failure on the part of employees to report to work through they are scheduled to work.
ARBITRATION- It refers to a procedure in which a neutral 3rd party studies the dispute, listens to both parties & collects information & makes recommendations which are binding on both parties.
ASSESSMENT CENTRE- It is a central location where manager may come together to have their participation in job related exercises evaluated by trained observers.
COMPARISON OTHER- Any group or individual used by a person as a reference regarding inputs & outcomes.
ATTITUDE SURVEYS- These are probably the most powerful indicators of organizational climate. Attitude determines an employee’s feeling towards the org, supervisor, peers, & activities.
AUTONOMY- It is being responsible for what one does. It is the freedom to control one’s response to the environment. It can cause employees apathy or poor performance.
CAMPUS RECRUITMENT- Colleges, universities, research laboratories, sports fields, & institutes are fertile ground for recruiters, particularly the institutes. In fact, in some companies, recruiters are bound to recruit a given no. of candidates from these institutes every year.
CHECKLISTS- It is similar to questionnaire, but the response sheet contains fewer subjective judgments & tend to be either-yes-or-no Varity.
COMPARABLE WORTH- Employees remuneration is equal pay for equal work. E.g. nurse & electrician need to be pay same remuneration according to their work.
CONCILIATION- It is a process by which representatives of workers & employer are bought together before a third party with a view to persuading them to arrive at an agreement by mutual discussion between them.
CROSS-CULTURAL SUITABILITY- It includes adjustability of the expatriate to operate in a new environment. Cultural abilities required includes cultural empathy, adaptability, diplomacy, language ability, positive attitude, emotional stability& maturity.
DEFENDERS- They have a narrow & relatively stable product-market domain. Because of this narrow focus, these organization seldom need to make major adjustments in their technology, structure or method of operations.
DE-JOBBING- Organizations are increasingly getting de-jobbed. Jobs are becoming more amorphous & more difficult to define.
DEMOGRAPHICS- Thee major challenge that has resulted from challenging workforce demographics concerns dual career couples, where both partners are actively pursuing professional careers. Changes in workforce are-
-inc no. of working mothers.
-inc awareness & education among workers.
DISMISAL OR DISCHARGE- The termination of employment is initiated by the employer. It is a drastic step & should be taken after careful thought.
DISPUTES- It is conflict between employees & employers.
DOWNSIZING- Where there is surplus workforce, trimming of labor force will be necessary. There plan indicates-
-Who is to be made redundant & where & when.
-Set to be taken to help redundant employees find new jobs.
-policy for declaring redundancies & making redundancy payments.
DRUG TESTING- It help measure the presence of illegal or performance affecting drugs.
EGALITARIANISM- Firms become egalitarian when they place most of their employees under the same remuneration plan. It gives organization more flexibility under their pay levels.
ELITICISM- When the organization establish different remuneration scheme. The pay structure tend to result in a more stable work-force because employees make more money only by moving up to the company.
EMPLOYEE ASSESSMENT PROGRAMMES- They are designed to deal with stress related problems, both work & non work related. Tends to be based on medical approach to treatment & involve-diagnose, screening & prevention.
ENACTED ENVIRONMENT- The organization creates a relevant environment for itself by aggressive scoring, narrow & scanning the external environment to reacts.
EMPOWERMENT- It is a process of enhancing feeling of self-efficiency & a sense of owing a job.
EQUIFINALITY- It means that they are usually multiple path to objectives. The key to success is picking part that best fits organization's culture.
E-RECRUITING- It involves screening candidates electronically, directing potential hires to a special website for online skill assessment, conducting background checks over Internet etc.
ERGONOMICS- It is concerned with designing & shaping jobs to fit physical abilities & characteristics of employees.
ESOPS (Employee stock option scheme plan)- It encourage employees to buy share of the company & reward them through divided & market appreciation of the shares.
ETHONOCENTRIC- It is approach of staffing in IB, all key management positions are held by parent-country nationals.
EXPATRIATE- Employees working outside their home country with a planned return to that or to 3rd country.
FALSE NEGATIVE ERROR- It means rejection of an applicant who would have succeeded.
TRUE POSITIVE ERROR- It is when a candidate is hired expecting success result.
FINDER FEES- It refers employees recommend successful referrals, are paid monetary incentives.
FORCED CHOICE METHOD- The method that rater is forced to selects statements which are readymade.
GRAPHOLOGY- It is a test that seeks to predict success or failure though one’s handwriting. It is vastly used in the U.S but is yet to make its presence felt in India.
HALO ERROR- It takes place when one aspect of an performance information evaluation of the entire performance of the individual, just as assessment of performance.
HCN’s (Host Country Nations)- Familiarity with socio-economic, political & legal environment & with business practices in host country.
INCENTIVES- In the process , a growing no.of firms have dropped the ongoing premium for overseas assignment & replace it with one-time lump-sum premium.
JOB COMPATABILITY QUESTIONNAIRE- It was developed to determined whether an applicant’s preferences for work match characteristics of job.
JOB DESIGN- It involves conscious efforts to organise tasks, duties & responsibility into a unit of work to achieve certain objective.
JOB POSTING- It means notifying vacant positions by posting notices, circulating publications or announcing at staff meetings & inviting employees to apply.
KNOWLEDGE MANAGEMENT- It particularly in minimizing the “silos of knowledge” problem that undermines an organisation’s potential.
META COMMUNICATION- It means an additional idea accompanying every every idea that is expressed.
WHISTLEBLOWING- When an employee thinks that his/her is resorting to some act that is unethical or harmful to public, he/she blows the whistle by alleged organizational misconduct to the public or to top executives.