Submitted by:

Inderjeet Kaur
MBA(Previous)
2013007


1. Human Resource: a set of individuals who make up the workforce of an
organization, business sector or an economy.
2. Human resource management: The professional discipline and business
function that oversees an organization's human resources.
3. Manpower planning: Manpower planning is the process of estimating
or projecting the number of personnel required for a project (with
different skill sets) over a predefined period of time.
4. Recruitment: The discovering of potential applicants for actual or
anticipated organizational vacancies.
5. Selection: The process of picking individuals who have relevant
qualifications to fill jobs in an organization.
6. Placement: Actual posting of an employee to a specific job, with rank
and responsibilities attached to it.
7. Transfer: Employee movement that occurs when an employee is moved
from one job to another that is relatively equal in pay, responsibilities
or organizational level.
8. Promotion: Employee movement from current job to another that is
higher in pay, responsibilities or organizational level.
9. Training: A planned programme designed to improve performance and
bring about measurable changes in knowledge, skills, attitude and social
behavior of employees.
10. Development: A specified state of growth or advancement, an
increase in skills.
11. Layoff: A layoff entails the separation of an employee from the
organization temporarily for economic or business reasons.
12. Retrenchment: A permanent layoff for reasons other than punishment
but not retirement or termination owing to ill health.
13. Remuneration: Reward for employment in the form of salary, wage,
pay including allowances and bonus.
14. Incentives: Inducement or supplemental reward that serves as
motivational devices for desired action or behavior.
15. Skills: The individual abilities of human beings to perform a piece of
work.
16. Core competencies: Activities that the firm performs especially well
when compared to its competitors and through which firm adds value to
its goods and services over a long period if time.
17. System: A system is a set if interrelated but separate elements or parts
working towards a common goal.
18. Productivity: The ratio of an organizations outputs to its inputs.
19. Empowerment: Allowing employees more control over what they do on
the job.
20. HRD: A planned way of developing individual employees, groups and
the total organization to achieve organizational goals, in an atmosphere
of mutual trust and cooperation.
21. Job analysis: The systematic collection, evaluation and organization of
information about jobs.
22. HR Planning: Process of identifying human resource needs and
formulating plans to meet those needs.
23. Employee development: A kind of future oriented training, focusing on
the individual growth of the employee.
24. Strategic HRM: The linking of HRM with strategic goals and
objectives in order to improve business performance and develop
organizational cultures that fosters innovation and flexibility.
25. Mission: The reason and justification for the existence of the firm, it
tells about what a company does to meet customers expectations.
26. Structure: Framework of an organization.
27. Policy: Standing answer to recurring problems.
28. Total Quality Management: A way of creating an organizational
culture committed to continuous improvement of skills, teamwork,
processes, and product and service quality and customer satisfaction.
29. Job: A group of positions similar in their significant duties such as
technical assistance.
30. Task: An identifiable work activity carried out for a specific purpose.
31. Duty: Several tasks which are related by some sequence of events.
32. Position: A collection of tasks and duties which are performed by one
person.
33. Job families: Groups of different jobs that need similar skills.
34. Job code: A job code uses numbers, letters or both to provide a quick
summary of job and its contents.
35. Job classification: The grouping of jobs on some basis such as nature of
work or the level of pay.
36. Position Analysis Questionnaire: PAQ is a standardized form used to
collect specific information about job tasks and worker traits.
37. Functional Job Analysis: It is a systematic process of finding what is
done on a job by examining and analyzing the fundamental components
of a data, people and things.
38. Job Specification: A profile of human characteristics (knowledge,
skills and abilities) needed by a person doing a job.
39. Human Resource Planning: The process of getting the right number of
qualified people into the right job at the right time, so that an
organization can meet its objectives.
40. Human Resource forecast: An attempt to predict an
organizations future demand for employees.
41. Staffing Table: A chart showing future employment needs for each
type of job.
42. Skills inventories: Summaries of skills and abilities of non managerial
employees used in forecasting supply.
43. Replacement charts: A portrayal of who will replace whom in the
event of job opening.
44. Succession Planning: An executive inventory report showing
which individuals are ready to move into higher positions in the
company.
45. Human Resource Inventory: Describes the skills that are available
within the company.
46. Outplacement: The processes of helping unwanted present
employees find new jobs with other firms.
47. HR Audits: It summarizes each employees skills, knowledge and
abilities.
48. Human Resource Informations System: A computerized system
that helps in the processing of HRM information.
49. Executive Search: Hiring search firm/ head hunter to track
candidates.
50. Employee referral: A recommendation from current employee
regarding a job applicant.
51. College placements: An external search process focusing recruiting
efforts on a college campus.
52. Campus recruiting: Visiting specific skill institutes to hire graduates.
53. Internet Advertising: Informing employees of vacancies through
internet.
54. Media Advertising: Inviting applications by placing ads in media.
55. Inducements: Positive features and benefits offered by an organization
to attract job applicants.
56. Yield Ratio: Indicates the number of contracts required to generate a
given number of hire at a point of time.
57. Employee leasing: Hiring permanent employees of another company on
lease basis for a specific period as per the terms of agreement.
58. Temporary Employees: Employees hired for a limited time to perform
a specific job.
59. Outsourcing: Letting outside vendors provides services.
60. Job posting: It is a method of publicizing job openings on bulletin
boards, electronics media and similar outlets by a company.
61. Application Blank: It is a printed form completed by job aspirants
detailing their educational background, previous work history and
certain personal data.
62. Test: A test is a standardized objective measure of a sample of
behavior.
63. Reliability: The ability of the selection tool to measure an attribute
consistently.
64. Validity: The relationship between scores on a selection tool and
a relevant criterion.
65. Work Sampling: A selection device that requires the job applicant to
actually perform a small segment of job.
66. Assessment Centre: It is a standardized form of employee
appraisal that uses multiple assessment exercises.
67. Interview: It is an oral examination of candidates for employment.
68. Realistic Job preview: It is a process of providing a job applicant
with an accurate picture of the job.
69. Halo error: This occurs when one aspect of the subordinate
performance affects the rates evaluation of other performance
dimensions.
70. Structured Interview: Interview that uses a set of standardized
questions that are clearly related, asked of all job applicants.
71. Panel Interview: An interview during the course of which several
interviewers take turns in interviewing the candidate.
72. Socialization: The process through which new recruit begins to
understand and accept the values, norms and beliefs held by others in
the organization.
73. Buddy System: An orientation programme where an experienced
employee is asked to show the new workers around, conduct the
introduction for the supervisor and answer the newcomers questions.
74. Internal mobility: The lateral or vertical movement of an employee
within an organization.
75. Demotion: Employee movement that occurs when an employee is
moved from one job to another that is lower in pay, responsibility or
organizational level.
76. Merit based promotion: An upward movement based on superior
performance in the present job.
77. Separation: A separation is a decision that an individual and
organization should part.
78. Resignation: A voluntary separation initiated by an employee
himself.
79. Retirement: Termination of service on reaching the age of
superannuation.
80. Suspension: Prohibiting an employee from attending work and to
perform normal duties assigned to him.
81. Attrition: The normal separation of people from an organization owing
to resignation, retirement or death.
82. Whistle Blowers: Employees who report employer violations of the
law.
83. Dismissal: The termination of the services of an employee as a
punitive measure for some misconduct.
84. Education: Conceptual learning that improves understanding of a
subject.
85. Modeling: Copying someone elses behavior.
86. Diversity: Difference among people.
87. Reinforcement: A concept that people tend to repeat responses that give
them some type of positive reward and avoid actions with negative
responses.
88. Mentoring: An experienced employee offering guidance and support to
a junior employee so that latter learns and advances in the
organization.
89. Job instruction training: Training received directly on a job.
90. Feedback: The process of providing trainees with information about
their performance.
91. Job Rotation: Moving a trainee from job to job so as to provide cross
training.
92. Role playing: A development technique requiring the trainee to
assume a role in a given situation and act out behaviors associated with
that role.
93. Vestibule training: A training method involving the creation of
training facilities separate from the regular production area but with
same equipment.
94. On the job training: Any training technique that involves allowing the
person to learn the job by actually performing it on the job.
95. Punishment: Reinforcement that is aimed at reducing undesirable
behavior with a painful consequence.
96. Counseling: The discussions of an employees problem with the
general objective of helping the employee cope with it.
97. Simulations: Any artificial environment that tries to closely mirror an
actual condition.
98. Apprenticeship: A training method that puts trainees under the
guidance of a master worker typically for 2 to 5 years.
99. Case: An in depth description of a particular situation an employee
might counter on the job.
100. Task Analysis: Process of determining what the content of a
training programme should be on the basis of a study of the tasks and
duties involved on the job.
101. Career: A career is all the jobs that are held during ones
working life.
102. Career goals: Future positions one tries to reach as a part of
career.
103. Career cycle: The stages through which a persons career evolves.
104. Career paths: These are flexible lines of progression through
which employees typically move.
105. Career Anchors: They are distinct patterns of self-perceived
talents, attitudes, motives and values that guide and stabilize a persons
career after several years of real world experience and feedback.
106. Career progression: Making progress in ones career through a
series of right moves.
107. Career planning: The process by which one selects career goals
and path to these goals.
108. Career development: The personal actions one undertakes to
achieve a career plan.
109. Career planning and development: Extending help to employees to
form realistic career goals and the opportunities to realize them.
110. Career counseling: The process of advising employees on setting
career goals and assisting them find suitable career paths.
111. Career management: It is a continuing process of setting career
goals, formulating and implementing strategies for reaching the goals
and monitoring the results.
112. Mid-career crisis: The period occurring between the mid-thirties
and the mid-forties during which people often make a major assessment
of their progress relative to their original career goals and ambitions.
113. Reality shock: A period that may occur at the initial career entry
when the new employees high job expectations confront the reality of a
boring, unchallenging job.
114. Plateauing: A condition of stagnating in ones current job.
115. Mentor: Someone who extends informal career advice and
assistance.
116. Career stages: An individuals career moves through five stages;
exploration, establishment, mid-career, late-career and decline.
117. Career development workshops: A training programme design to
assist employees in managing their careers.
118. Counseling: The discussions of an employees problem with a
view to help the employee cope with it.
119. Downsizing: A scaling back of an organizations employment
level, usually through layoffs, attrition and voluntary retirement
schemes.
120. Leveraging: It refers to resigning to further ones career with
another employer.
121. Fast track programme: A program that encourages young
managers with high potential to remain within an organization by
enabling them to advance more rapidly than those with less potential.
122. Job design: It is the process of defining job tasks and the work
arrangements to accomplish them.
123. Job specialization: The degree to which an overall task of the
organization is broken down and divided into smaller component parts.
124. Job Enrichment: Enhancing a job by adding more meaningful
tasks and duties to make 5the work more rewarding or satisfying.
125. Job characteristics model: Suggests that jobs should be diagnosed
and improved along five core dimensions taking into account both the
work system and employee preference.
126. Socio-technical systems approach: Suggests that jobs are designed
by taking a systems view of entire job situation including the physical
and social environment.
127. Work redesign: The altering of jobs to increase both the quality
of employees work experience and their productivity.
128. Job simplification: It is a job design the purpose of which is to
improve task efficiency by reducing the number of tasks that a single
person must perform.
129. Job enlargement: It increases task variety, by adding new tasks of
similar difficulty to a job.
130. Quality Circle: A small group of employees who meet
periodically to identify, analyze and solve quality and work related
problems in their areas.
131. Reengineering: Rethinking and redesigning work in a radical way
to improve cost, service and speed.
132. Motivation: It is a process of stimulating people to action to
accomplish desired results.
133. Morale: The capacity of a group of people to pull together
persistently and consistently in pursuit of a common purpose.
134. Job evaluation: It helps in finding the relative worth of a job,
based on criteria such as degree of difficulty, type of work done.
135. Essential attributes: Skills, knowledge and abilities, a person
must possess.
136. Desirable Attributes: Qualification a person ought to possess.
137. Contra-indicators: Attributes that will become a handicap to
successful job performance.
138. Job title: Tells about the job title, code number and the
department where it is done.
139. Job summary: A brief write up about what the job is all about.
140. Job activities: A description of the tasks done, facilities used,
extent of supervisory help etc.
141. Working conditions: The physical environment of a job in terms
of heat, light, noise and other hazards.
142. Social Environment: Size of work group and interpersonal
interactions required to do a job.
143. Redeployment plan: Will indicate the programmes for
transferring or retraining existing employees for new jobs.
144. Redundancy plan: Will indicate who is redundant, when and
where, the plans for retraining, where this is possible and plans for
golden handshake, retrenchment, layoff etc.
145. JIT: It is four step instructional process involving preparation,
presentation, performance try out and follow up.
146. In-basket: A method where the trainee is required to examine a
basket full of papers and files relating to his area and make
recommendations on problems contained therein.
147. Person Analysis: Assessment of employees performance and the
knowledge and skills necessary to reach that level of performance.
148. Internal Mobility: The movement of employees from one job to
another through transfers and promotions is called internal mobility.
149. Resource: The stock of assets and skills that belong to a firm at
any point of time.
150. Value: Sum total of benefits received and costs paid by a
customer in a given situation.