78 terms in Topic6
HR Objectives and Performance
Line of authority showing who reports to whom in an organization.
Human Resource Management
HR Objectives and Performance
Payment to employees based on sales achieved (percentage of sales value).
Human Resource Management
HR Objectives and Performance
Assigning tasks/responsibility to employees with appropriate authority.
Human Resource Management
HR Objectives and Performance
Giving employees authority and responsibility to make decisions affecting their work.
Human Resource Management
HR Objectives and Performance
Hiring new employees from outside the organization through: job advertisements, recruitment agencies, universities, netw
Human Resource Management
HR Objectives and Performance
Structured, planned training programs: induction, on-the-job, off-the-job, apprenticeships, courses.
Human Resource Management
HR Objectives and Performance
Human Resource Management
HR Objectives and Performance
Department managing: recruitment, training, compensation, performance, employee relations, legal compliance.
Human Resource Management
HR Objectives and Performance
Use of technology in HR: HR systems (payroll, records), recruitment tools, training platforms, performance monitoring, e
Human Resource Management
HR Objectives and Performance
Initial training for new employees.
Human Resource Management
HR Objectives and Performance
Learning through: mentoring, shadowing, observation, experience, peer learning.
Human Resource Management
HR Objectives and Performance
Human Resource Management
HR Objectives and Performance
Hiring new employees from existing workforce through: internal advertisement, promotion, transfer.
Human Resource Management
HR Objectives and Performance
Face-to-face or video conversation between interviewer and job candidate assessing: qualifications, skills, personality,
Human Resource Management
HR Objectives and Performance
Enhancing job vertically; adding responsibility, autonomy, challenge.
Human Resource Management
HR Objectives and Performance
Systematically moving employees between different roles/departments.
Human Resource Management
HR Objectives and Performance
Workforce; people employed to do work.
Human Resource Management
HR Objectives and Performance
Rate of employees leaving organization.
Human Resource Management
HR Objectives and Performance
Drive/willingness of employees to work toward goals with effort/commitment.
Human Resource Management
HR Objectives and Performance
Frameworks explaining what drives employee behavior/performance.
Human Resource Management
HR Objectives and Performance
Factors causing genuine satisfaction and motivation in work.
Human Resource Management
HR Objectives and Performance
Employee working fewer hours than standard full-time (typically <35 hours/week).
Human Resource Management
HR Objectives and Performance
Remuneration employees receive: salary (fixed annual), wages (hourly), bonus, commission, benefits.
Human Resource Management
HR Objectives and Performance
List of employees and their salaries/wages.
Human Resource Management
HR Objectives and Performance
Compensation varying based on individual/team performance measures.
Human Resource Management
HR Objectives and Performance
An approach treating employees as valued assets, focusing on development, motivation and engagement.
Human Resource Management
HR Objectives and Performance
An approach treating employees primarily as a cost to be managed and controlled to meet business objectives.
Human Resource Management
HR Objectives and Performance
A formal body of elected employee representatives that management must consult on workplace decisions.
Human Resource Management
Motivation and Employer-Employee Relations
Employee hired for fixed period (project duration, seasonal, covering absence).
Human Resource Management
Motivation and Employer-Employee Relations
Ending of employment relationship.
Human Resource Management
Motivation and Employer-Employee Relations
Organization representing employee interests in negotiations with employers.
Human Resource Management
Motivation and Employer-Employee Relations
Systematic development of employee knowledge and skills.
Human Resource Management
Motivation and Employer-Employee Relations
Expense of developing employee skills: trainer fees, course fees, time away from work, materials.
Human Resource Management
Motivation and Employer-Employee Relations
Termination of employment without fair/legal process.
Human Resource Management
Motivation and Employer-Employee Relations
Employee without specialized training; performs basic tasks.
Human Resource Management
Motivation and Employer-Employee Relations
Hourly payment to employee (or daily/piecework).
Human Resource Management
Motivation and Employer-Employee Relations
Representative group of employees discussing workplace matters with management.
Human Resource Management
Motivation and Employer-Employee Relations
Physical/environmental factors affecting employees: hours, safety, environment, tools/equipment.
Human Resource Management
Motivation and Employer-Employee Relations
Employment agreement with no guaranteed hours; employee available as needed.
Human Resource Management
Motivation and Employer-Employee Relations
Training that takes place while the employee is performing their normal work duties, typically under the guidance of a m
Human Resource Management
Motivation and Employer-Employee Relations
Training that takes place away from the normal work environment, in a dedicated training centre, college, or external ve
Human Resource Management
Motivation and Employer-Employee Relations
Frederick Taylor's theory that worker productivity can be maximised by scientifically analysing tasks, selecting the bes
Human Resource Management
Motivation and Employer-Employee Relations
Elton Mayo's theory that social factors and group dynamics are the primary drivers of worker motivation, rather than pay
Human Resource Management
Motivation and Employer-Employee Relations
Abraham Maslow's motivational theory proposing that human needs exist in a hierarchy of five levels: physiological, safe
Human Resource Management
Motivation and Employer-Employee Relations
Achieving maximum output from a given level of inputs; producing goods or services at minimum cost without sacrificing q
Human Resource Management
Motivation and Employer-Employee Relations
Reasons individuals start businesses.
Human Resource Management
Motivation and Employer-Employee Relations
Job factors that prevent dissatisfaction but don't motivate.
Human Resource Management
Motivation and Employer-Employee Relations
When a multinational company sets the price for sales between its own subsidiaries in different countries — often to mov
Human Resource Management
Motivation and Employer-Employee Relations
The practice of treating workers unfairly or unethically — including paying very low wages, enforcing excessive working
Human Resource Management
Motivation and Employer-Employee Relations
The management and disposal of by-products, damaged goods, and obsolete materials generated by business activities, in a
Human Resource Management
Motivation and Employer-Employee Relations
An organised group of people that campaigns to influence business behaviour, government policy, or public opinion on a p
Human Resource Management
Motivation and Employer-Employee Relations
The process by which an MNC spreads its management practices, values, and working culture from its home country to its i
Human Resource Management
Motivation and Employer-Employee Relations
Information required or chosen to be displayed on a product's packaging, including ingredients, country of origin, nutri
Human Resource Management
Organisational Design and HR Flow
Payment system paying per unit produced/completed work.
Human Resource Management
Organisational Design and HR Flow
Formal credentials demonstrating knowledge/skills: degrees, diplomas, certifications, licenses.
Human Resource Management
Organisational Design and HR Flow
Process of finding and hiring new employees.
Human Resource Management
Organisational Design and HR Flow
Expenses associated with hiring: advertising, agency fees, interview time, training.
Human Resource Management
Organisational Design and HR Flow
Combined process of attracting and choosing best candidates.
Human Resource Management
Organisational Design and HR Flow
Termination of employment because job no longer needed (not employee fault).
Human Resource Management
Organisational Design and HR Flow
Keeping valuable employees in organization.
Human Resource Management
Organisational Design and HR Flow
Recognition for performance/contribution: pay, bonus, promotion, praise, development.
Human Resource Management
Organisational Design and HR Flow
Protection of employees from harm: health/safety regulations, training, equipment, hazard elimination.
Human Resource Management
Organisational Design and HR Flow
Fixed annual payment to employee divided into regular (usually monthly) payments.
Human Resource Management
Organisational Design and HR Flow
Process of choosing best candidate(s) from applicants.
Human Resource Management
Organisational Design and HR Flow
Employment arrangement working different time periods (early, late, night shifts).
Human Resource Management
Organisational Design and HR Flow
Ability to perform specific tasks/activities effectively learned through training/experience.
Human Resource Management
Organisational Design and HR Flow
Employee with advanced technical abilities requiring significant training/experience.
Human Resource Management
Organisational Design and HR Flow
Company obligations to employees beyond legal minimum: fair wages, safe conditions, development, consultation.
Human Resource Management
Organisational Design and HR Flow
Transferable interpersonal/communication abilities: teamwork, communication, problem-solving, leadership, adaptability.
Human Resource Management
Organisational Design and HR Flow
Number of subordinates reporting directly to one manager.
Human Resource Management
Organisational Design and HR Flow
Viewing employees as valuable resources generating return on investment.
Human Resource Management
Organisational Design and HR Flow
Treating employees as expenses to minimize.
Human Resource Management
Organisational Design and HR Flow
Piecework system with single rate per unit (no variation).
Human Resource Management
Organisational Design and HR Flow
Management position overseeing daily operations/team.
Human Resource Management
Organisational Design and HR Flow
Organization with many hierarchy levels; narrow span of control.
Human Resource Management
Organisational Design and HR Flow
Strategic process identifying, developing, retaining high-potential employees.
Human Resource Management
Organisational Design and HR Flow
Activities/approaches improving team cohesion, communication, trust.
Human Resource Management
Organisational Design and HR Flow
Employees working together toward shared goals.
Human Resource Management