Empowerment
Ergonomics
Equity theory
Exit Interview
Extrinsic rewards
Fixed Term Employment
Freedom of association Functional job analysis
Generations
The process of enabling or authorising an individual to think, behave, take action, and control work and decision-making in autonomous ways.
The measurement of physical characteristics of the human body and the development of equipment to fit them, so that strain on the body is reduced.
Based on the notion that people are motivated by a desire for fairness, that is, to be treated fairly and will compare their own efforts and the rewards of others in the organisation with a view to judging the fairness of their treatment.
An interview between a member of staff of the organisation that an employee is leaving to ascertain the reasons for the employee leaving the organisation. Should not be carried out by
employee’s immediate superior. Used for possible changes. Two forms : Money and non-money rewards. Examples : job enrichment, job enlargement, personal and working relationships with colleagues and supervisors and managers.
An employee and an employer may agree that the employment of the employee will end at the close of a specified date or period or on the occurrence of a specified event or at the conclusion of a specified project. See Section 56 of the Employment Relations Act 2000.
The right to belong to a union. As protected by the Human Rights Act 1993.
The preparation required for the construction of a job description. It is necessary to collect data on the job to be advertised.
Baby Boomers –The term used to describe those individuals born between 1945 and 1970.
Generation X - The term used to describe individuals born between 1965 and 1980.
Generation Y - The term used to describe individuals born between 1985 and the present.
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Goal Setting
Good faith bargaining
Grievance
Group dynamics
Gross misconduct
HR Audit
Hawthorne Effect
Hierarchy of needs
HR information systems HR Management HR planning
Generation I - The term used to describe children born after 1994 that are growing up in the Internet age.
The process of setting and assigning a set of specific and attainable goals to be met by an individual, group or organisation.
A duty under Section 4 of the Employment Relations Act 2000 to conduct negotiations where two parties meet and confer at
reasonable times with open minds and the intention of reaching an agreement.
A complaint brought by one party to an employment contract against another party.
The social manner in which people interact with each other within a group.
An act committed by any personnel likely to lead to Summary Dismissal. Examples may be:
A method by which human resources effectiveness can be assessed. Can be carried out internally or HR audit systems are available.
A term produced as a result of an experiment conducted by Elton Mayo whereby he concluded that expressing concern for employees and treating them in a manner which fulfills their basic human needs and wants will ultimately result in better performance.
A psychology theory ascribed to Abraham H. Maslow in which he proposed that people will constantly seek to have their basic needs (sleep, food, water, shelter, etc.) fulfilled and that such needs ultimately determine behaviour.
A discrete computerised information system for HR purposes.
The management of human resources within an organisation. The activity of planning human resources usually in connection with the overall strategic planning of the organisation.
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Human Capital
Incentive pay
Independent contractor Individual employment agreement Induction Industrial relations Intangible rewards
International Labour Organisation
Intrinsic reward
ISO 9000
Job analysis Job Description
Job evaluation
The collective knowledge, skills and abilities of an organisation’s employees.
Additional compensation used to motivate and to reward employees for exceeding performance or productivity goals. A person who works for him/herself but has a contract for services with another person/organisation.
The legal relationship between an employee and employer. See Part 6 of the Employment Relations Act 2000
The process of introducing a new employee into the organisation. The study of theories and practices in the workplace relationship. Non-monetary re-enforcers such as praise given to an employee in recognition of a job well done, or a particular achievement. An organisation set up by the United Nations to establish, amongst other matters, conventions on practices in the workplace.
A reward given to an employee for achievement of a particular goal, objective or project.
Developed by the International Organisation for Standardisation (ISO), it is a set of standards for quality management systems that is accepted around the world. Organisations that conform to these standards can receive ISO 9000 certification. The standard intended for quality management system assessment and registration is ISO 9001. The standards apply uniformly to organisations of any size or description.
The preparatory stage for writing job descriptions. A written description of a job which includes information regarding the general nature of the work to be performed, specific responsibilities and duties, and the employee characteristics required to perform the job.
Used for compensation planning purposes, it is the process of comparing a job with other jobs in an organization to determine
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an appropriate pay rate for the job.
Key Result areas
KPI’s
KSAs
Labour Market
Labour force mobility Labour force participation Leadership
Leadership Development
Legislation LIFO
Lump sum payment
Matrix organization
Used to establish standards and objectives, key result areas are the chief tasks of a job identified during the job evaluation process.
‘Knowledge, Skills and Abilities’ - Key Performance Indicators. Tasks that have been agreed between an employee and line manager/HR with an expectation that they will be completed satisfactorily in the time agreed or as an ongoing task. Knowledge, skills and abilities – the personal attributes that a person has to have to perform the job requirements.
A geographical or occupational area in which factors of supply and demand interact.
The willingness of potential employees to travel or move to where work is offered.
A rate at which the number of people in the labour force is divided by the number of people of working age x 100. The process, by which an individual determines direction, influences a group and directs them toward a specific goal or organizational mission.
Formal and informal training and professional development programmes designed for all management and executive level employees to assist them in developing the leadership skills and styles required to deal with a variety of situations. Law emanating from Parliament in the form of Acts. In the event of a redundancy situation occurring, the system of ‘last in first out’ is regarded as the most equitable method of choosing those who should be made redundant.
A fixed negotiated payment which is not typically included in an employee’s annual salary. Often times given in lieu of pay increases.
An organizational structure where employees report to more then one manager or supervisor.
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Mediation Services
Mentoring
Minimum wages Mission Statement
Motivation
Motivational theories Mutuality of interests
Myers-Briggs Type Indicator Negotiation
Nepotism
Observation interview
Onboarding
OSH
The process of intervention by a specialist in an employment dispute. Provided under the Employment Relations Act 2000. A one-to-one process between an outside trainer and an
employee, whereby the former will ‘train’ the latter. See also Coaching.
The lowest level of earnings of employees set by Government. A statement illustrating who the company is, what the company does, and where the company is headed.
The reason(s) why a person works at a particular job and for a particular organization. Subject to various theories relating to the way they do things.
An attempt to explain how people are motivated, in the form of work behaviour and performance.
Relating to Performance Management. Both employer and employee have a mutual interest in achieving organizational objectives.
A psychological test used to assess an individuals personality type.
The process of discussion with a view to mutual settlement usually by the means of a conference.
Favouritism shown to relatives by individuals in a position of authority such as CEO’s, managers or supervisors.
The process of observing employees while performing their respective jobs or tasks used to collect data regarding specific jobs or tasks.
A relatively new term, it is more far reaching than historical orientation programmes. It links new employees with team members very early in the employment process and continuing after the traditional orientation programme ends.
Occupational health and safety – the law relating to the health and safety of personnel at work.
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