HUMAN RESOURCES GLOSSARY OF TERMS
IDEAS AND TRAINING
Human Resources Glossary Terms
Looking for the right word? Or the right definition? Do some human resources abreviations or uses have you baffled?
Many times we use words and terms that we feel everyone should know, but quite often they don't. Use this glossary to assist you and your fellow employees.
The glossary of human resources terms is constantly changing. Please, add your terms and suggestions to our list by mailing us at firstname.lastname@example.org.
ADA - Americans with Disabilites Act. Anti-descrimination and guidelines for working with the disabled. For disability training programs visit our Disability Training Products Category.
Added Value - often refers to the analysis undertaken by management of the cost and contribution made by employees involved at each stage in the process of producing a product or providing a service.
Appraisal Schemes - an individual's performance is reviewed by their manager. Their past performance is examined and future goals are set. For harassment prevention training programs visit our Coaching and Mentoring Training Products Category.
Benchmarking - measures standards of performance against others doing similar work.
Bullying - is the persistent, offensive, abusive, intimidating or insulting behaviour, abuse of power or unfair penal sanctions which makes the recipient feel upset, threatened, humiliated or vulnerable, which undermines their self-confidence and which may cause them to suffer stress. For harassment prevention training programs visit our Harassment Prevention Training Products Category.
Business Units - often have their own Trading Accounts and operate with relative autonomy from the rest of the company or service.
Continuous Improvement - requires employees to constantly seek ways of improving the quality of the product or service.
Delayering - the removal of middle layers of management resulting in a 'flatter' management organisation.
Dismissal - when someone is removed from employment.
EEOC - Equal Employement Opportunity Commissioni is the watch dog for types of descrimination. Types of descrimination: Age, Disability, Equal Pay, National Origin, Pregnancy, Race, Religion, Sex, Sexual Harassment.
Empowerment/Enablement - strategies aimed to give people more control and responsibility for their work. For team building training programs visit our Empowerment Training Products Category.
Fair Labor Standards Act of 1938 (FLSA) - the federal legislation that established overtime wage requirements and defined specific exempt occupations.
Flexibility - describes changes in the size of the workforce, depending on short-term changes in market conditions.
Flex Time - describes adjusting daily schedules amongst employees so they can fulfill a forty hour week around their requirement.
Harassment - Non-sexual harassment is any type of repeated abusive or demeaning conduct that is based on a person's race, color, religion, national origin, physical or other disability, age, political belief, or affiliation, or socioeconomic status. Non-sexual harassment may be illegal and should be reported. For harassment prevention training programs visit our Harassment Prevention Training Products Category.
Hostile work environment - A form of sexual harassment. For sexual harassment prevention training programs visit our Sexual Harassment Prevention Training Products Category.
Incumbent - the individual who is currently appointed (employed) in a position.
Job Analysis - a systematic procedure for gathering information about the current or proposed duties and requirements of a position in order to determine the most appropriate classification (job title).
Job Audit (Job Analysis) - a systematic procedure for gathering information about the current or proposed duties and requirements of a position in order to determine the most appropriate classification (job title).
Job Description - a summary of the duties and responsibilities attributed to a job classification and the knowledge, skills, and abilities required to perform satisfactorily in any position which is similarly classified.
Job Classification - a group of positions sufficiently alike in respect to their duties and responsibilities to justify a common name and similar treatment in selection, compensation, and other employment processes.
Job Title - is the actual name of the position.
Management-by-Objectives - means each management team identifying its key tasks and goals and using these as a yardstick against which performance is measured.
Multi-Skilling - is the increase of the skills base of the workforce, usually bringing in new technology.
Multi-tasking - requires for staff to take on a wider range of tasks, usually involving on-the-job training.
NLP - Neuro-Linguistic Programming (NLP) comes from the disciplines which influenced the early development of the relationship between neurology, linguistics, and observable patterns of behavior. It is generally a set of models of how communication impacts and is impacted by subjective experience
Outsourcing - occurs when management invites external contractors to undertake work that was previously done by in-house staff.
Performance Indicators - measure the improvements in throughputs, outputs and outcomes.
Performance Related Pay (PRP) - inks an individuals performance with their pay. Different schemes have been set up to measure.
Position - a group of duties and responsibilities that require the full- or part-time employment of one person.
Position Description - a detailed summary of the duties attributed to an individual position. Provides specific information about a position that is not available in a generic job description.
Posting - the process of making job vacancies known to interested job applicants.
Promotion - a change in which an employee moves from his/her current position to another position of higher classification with a higher salary. Generally, such a change requires more extensive education and/or experience. Intradepartmental (within same department) promotions do not necessarily require formal search procedures.
Quid quo pro - Literally, "for this you get that." A form of sexual harassment. For sexual harassment prevention training programs visit our Sexual Harassment Prevention Training Products Category.
Reclassification - a change in the classification (job title) of a position resulting from a job audit (job analysis).
Regular Full-time Employees - Those employees who work at least 32 hours per week or equivalent and maintain regular employment status.
Regular Part-time Employees - Or equivalent and who maintain regular employee status. Employees in this classification may work more than 32 hours per week on occasion, but should not average 32 hours per week or more.
Sexual Harassment - includes such things as: Sexually offensive language, Inappropriate remarks about someone's body or sexual activities, Indirect or direct pressure for sexual activity, with or without implied or directly stated threats. For sexual harassment prevention training programs visit our Sexual Harassment Prevention Training Products Category.
Team Building - brings together employers and employees, with the goal of increasing performance by strengthening relationships within the workplace. For team building training programs visit our Teamwork and Team Building Training Products Category.
Total Quality Management (TQM) - usually involves the introduction of continuous monitoring. It refers to initiatives designed to improve the quality of products and services to meet customer's requirements.
Transfer - the movement of an employee from his/her current position to a different position within the company.
Vacancy - a budgeted position in which no employee is currently appointed.
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