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Looking for the right word? Or the right definition? Do some human resources abreviations or uses have you baffled? Here you'll find the commonly used terms and definitions that are significant to the HR function.
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. This HR glossary is not meant to be all-inclusive, it is only a listing of the most commonly used human resource and training terms.
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.
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
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 Bullying Prevention page for several bullying and harassment prevention training DVDs.
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.
Employment and Recruiting - includes recruiting and managing the hiring of new employees. See our page for Career and Job Search Training Videos DVDs.
Empowerment/Enablement - strategies aimed to give people more control and responsibility for their work.
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.
Health, Safety and Security - aspects include insuring that the workplace is a safe and secure environment. This may include responsibilities like conducting safety inspections and maintaining safety records, as well as suggesting, organizing and running employee health and safety programs.
Hostile work environment - A form of sexual harassment.
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.
Labor force - the number of employed individuals within an organization.
Learning Management System (LMS) - is a software application for the administration, documentation, tracking, reporting and delivery of internet/intranet e-learning education. connection. Administrative functions such as registration, enrollment and assessment record keeping are hosted on our secure server.
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 Appraisals - management indications of employee performance and review of suggestions to improve. The Dreaded Appraisal is one the most popular training programs available on DVD.
Performance Indicators - measure the improvements in throughputs, outputs and outcomes. Constructive criticism (See the Video Arts Production Performance Matters: The Need For Constructive Criticismand praise (See the Video Arts Production Performance Matters: The Importance of Praise) are sometimes are the best way to improve performance.
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
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.
Team Building - brings together employers and employees, with the goal of increasing performance by strengthening relationships within the workplace.
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.
Web Based Training (WBT) - includes training which is delivered over a network (LAN, WAN or Internet). Can be either instructor-led or computer based. Learning and instruction is at the professional or corporate level.
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