S.

No Word 1 Absenteeism 2 Career Development 3 Career management 4 Career success 5 6

Meaning Failure to report to work A process designed to assist workers in managing their careers

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A planning of staffing policies and systems The measure of career development and satisfaction over a period of time Case study A short history or description, often based on real event, which is used to teach trainees how to diagnose and resolve problem in that context. Collective The negotiation administration and interpretation of a written bargaining agreement between two parties, at-least one of which represents a group that is acting collectively, that covers a specific period of time. Communication The transference of meaning and understanding Competency An underlying characteristic of an individual which is casually related to effective or their depth of knowledge. Competency based A pay system under which workers are paid on the basis of the pay system number of jobs they are capable of doing, which is on the basis of their skills or their depth of knowledge. Conflict Opposing behaviors between two or three people or groups who have incompatible goals. Controlling A management function concerned with monitoring activities. Culture The rules, jargon, customs and other tradition that clarify acceptable and unacceptable behavior in an organization. Culture shock The frustrations, conflicts, anxiety and feelings of alienation experienced by those who entered an unfamiliar culture. Deprivation A state of having an unfulfilled need. Decertification Revocation of a unions status as the exclusive bargaining agent for the workers. Feedback Evaluative or corrective information transmitted to employees about their attempts to improve their job performance. Financial rewards The component of an organizational reward system that includes direct payments, such as salary and indirect payments, such as employee benefits. Grievance A complaint resolving process contained in union contract procedure Human resource The human resource planning activity that predicts future forecasting human resource requirements including the number of workers needed, the number of expected to be available, the skills mix required, and the internal versus external labour supply. Human Resource A process consisting of the acquisition, development, Management motivation and maintenance of human resources. Human resource The process of which an organization ensures that it has the planning right number and kinds of people at the right places, at the right time, capable of effectively and efficiently completing those tasks that will aid the organization in achieving its overall objectives.

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Incentives

One time supplements, tied to levels f job performance, to the base pay of employees including non ex empt and unionized employees. Individual analysis In the assignments of training needs the level of analysis that determinants how well each employee is performing the task that make up his or her job. Job analysis Provides information about jobs currently being done and the knowledge, skills and abilities that individual need to perform the jobs adequately. Job description A written statement of what the job holder does, how it is done and why it is done. Job design The way in which job tasks are organized in to a unit of work Job enrichment Deepening a job by allowing employees to do more planning and controlling of their work. Job evolution Specifies the relative value of each job in the organization Job family A group of two or more jobs that either call for similar work characteristics or contain parallel work tasks. Job posting The advertising of available jobs internally through the use of bulletin boards o in lists available to all employees. Job rotation Includes both promotions and demotions, but most often used to refer to lateral transfers. Job satisfaction A pleasurable feeling that results from the perception that a job fulfills or allows for the fulfillment of its holders important job values. Job sharing An approach that allows two employees to share the job responsibilities normally handled by only one employee, and to receive salary and benefits in proportion to their contribution. Job specification The minimum acceptable qualifications that a job incumbent must possesses to perform the job successfully. Layoffs Removing workers from an organization on a temporary or permanent basis. Management by A performance appraisal method which includes mutual objectives objective setting and evolution based on the attainment of the specific objectives. Mentor An individual who serves as an employees advocate and who advises and guides the employee on how to move effectively through the system. Motion study A method of studying how a job is done. Motivation The willingness to do something, conditioned by the action, ability to satisfy some need. Organizational A process of system wide change, designed to make development organizations move more adaptive. Orientation Familiarization with and adaptation to a situation or an environment Outsourcing Shifting work other than the organizations or core competencies to a network of out side suppliers and contractors. Performance A formal process in an organization where by each employee is appraisal process evaluated to determine how he or she is performing.

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Placement

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In the employee recruitment and selection process, the assignment of individuals to particular jobs. Productivity The quantity or volume of the major product or service that an organization provides. It includes capital investments, innovation, learning and an employees motivation. Promotion The reassignment of an employ to a position that offers higher pay and greater responsibilities, privileges and potential opportunities. Quality circles These aim to tape in to the knowledge and experience of the work force to improve productivity and quality and gain greater commitment to the organizations objectives. They are comprised of small groups of volunteers carrying out related work who meet regularly, under a trained leader, to discuss ways of improving working methods. Recruitment The discovering of potential applicants for actual or anticipated job vacancies. Redeployment Transfer of an employee from one position or area to another often resulting from a business slowdown or reduced need for certain skills and usually coupled with training for the transition to new job skills and responsibilities. Restructuring The process of changing a company by selling or buying plants or lines of business, or by laying off employees. Retrenchment A mode of down sizing an organization when the organization faces an environment of decline. Return on A measure of comparing training programs monetary benefits investment with its costs. Role playing A training technique in which individual consider a problem or situation in much the same way as case study accept that each plays a different role in the case being considered. Self actualization To become what one is capable of becoming; to reach ones fulfill potential. Sensitivity training Unstructured group interaction in which participant discuss them selves and their interactive processes. Span of control The number of employees a supervisor can effectively and efficiently direct. Team work Peoples willingness and ability to work together to achive organizational goals. Training A learning experience that seeks a relativity permanent change in an individual that will prove his or her ability to perform on the job. Transfer The extent to which competencies learned in training can be applied on the job. Transfer of learning Learning is enhanced when the skills learned or readily transferable to the job. www.hrmguide.net

www.citehr.com

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