Unit 2 AS

1. Human resources management - the strategic approroach to the effective management

of employees so that they help the business gain a competitive advantage.
2. Workforce planning - forecasting number of workers and skills that will be required by
the organisation to achieve its objectives.
3. Workforce audit - check on skills and qualifications of all existing worker/managers.
4. Labour turnover - measure the rates at which employee are leaving the org ( number of
employees leaving in 1 year / average number of people employed ×100).
5. Curiculum vitae - detailed documents highlighting all the person professional and aca
demic achievement work experience and awards.
6. Assessment centre - place where range of test is used to judge job applicants on their
potential ability to perform a particular role.
7. Internal recruitment - business aims to fill a vacancy within existing workforce
8. External recruitment - business aims to fill vacancy with suitable applicant from outside
the business such as employee from other org.
9. Employment contract - a legal document that set out the terms and conditions
governing a workers job.
10. Redundancy - when job is no longer required and employee doing the job becomes
unnecessary.
11. Dismissal - being fired from a job due to incompetence or breach of discipline.
12. Employee morale - overall outlook, attitude and level of satisfaction of employees when
at work.
13. Employee welfare - employee safety,health and level of morale at work.
14. Work-life balance - situation where employee are able to allocate the right amount of
time and effort to work and their personal life outside work.
15. Equality policy - practice or process aimed at achieving a fair organisation where
everyone is treated the same way without prejudice.
16. Diversity policy - practice and processes aimes to create mixed workforce and placing a
positive value on diversity in the workplace.
17. Induction training - introduction training programme to familirise the new recruit with
the system used in the business.
18. On the job training - instructions at the place of work on how the job should be carried
out.
19. Off the job training - training undertaken away from the place of work.
20. Multi skilling - training of employees in several skills for greater flexibility within the
business.
21. Employee appraisal - process of assesing the effectiveness of an employee judged
against a pre-set objective.
22. Collective bargaining - process of negotiating terms of employment between employer
and group of worker who usually represented by trade union official.
23. Trade union recognition - employer formally agrees to the conduct negotiation on pay
and working condition with trade union rather than bargain individually with each
worker.
24. Piece rate - payment to workers for each unit produced.
25. Job enrichment - aims to use full capabilities of workers by giving them opportunity to
do more challenging task or work.
26. Time based wage rate - payment to workers made per period of time (one hour).
27. Salary - annual income that is usually paid on a monthly basis.
28. Commission - a payment to salesperson for each sale made.
29. Bonus payment - payment in addition to the contracted wage or salary.
30. Performance related pay - bonus scheme to reward employees for above average work
performance.
31. Profit sharing - bonus for employees based on profit of the business.
32. Share-ownership scheme - scheme that gives employees shares in the company they
work for or allows them to buy those shares at discount.
33. Fringe benefits - benefits given, seperate from pay by an employer to some or all
employees. (Free insurance,company cars).
34. Job rotation - allows employee to swtich from one job to another job .
35. Job enlargement - an attempt to increase the scope of job by broadening and deepening
the task undertaken.
36. Job redesign - restructuring job to make it more interesting and challenging.
37. Empowerment - the giving skills,resources authority and opportunity to employees so
that they can take decision and be accountable for their work.
38. Quality circle - voluntary group of worker who meets regularly to discuss and solve
problem and issue.
39. Autocratic management - management style where one manager takes all the decisions
with ver little if any input from others.
40. Democratic management - management style that encourage the active participation kf
workers making decisions.
41. Paternalistic management - managment style based on view that manager is a better
position to know what is the best for the org.
42. Laissez-faire management - a managment style that leaves much of the business
decision making to its workforce.
43. Theory X - view that manager believe that employees are lazy, fear motivated and in
need of constant direction (autocratic management style).
44. Theory Y - view that some manager believe that workers are internally motivated enjoy
their work and prepared to take responsibility (democratic management style).