Business Vocabulary

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HUMAN RESOURCES

HUMAN RESOURCE PLANNING

INTRODUCTION

Human resource management (HRM)
The strategic approach to an organization’s workers so that they help the business gain a competitive advantage.

Human resource or workforce planning
Analysing and forecasting the number of workers and their skills, which will be required by the organization to achieve its objectives.

LABOUR MOBILITY

Occupational mobility of labour
Extent to which workers are willing and able to move to different jobs requiring different skills.

Geographical mobility of labour
Extent to which workers are willing and able to move from one region to another, to take up new jobs.

WORKFORCE PLANNING

Workforce audit
A check on the skills and qualifications of all existing employees.

Workforce plan
Thinking ahead and establishing the number and skills of the workforce required by the business to meet its objectives.

RECRUITMENT

Recruitment
Process of identifying the need for a new employee, attracting candidates for the job and selecting the best one.

Job description
A detailed list of the key points about the job, stating the key tasks and responsibilities of it.

Person specification
A detailed list of the qualities, skills and qualifications that a successful applicant will need to have.

APPRAISAL AND DEVELOPMENT OF STAFF

Training
Work-related education to increase workforce skills and efficiency.

On-the-job training
Instruction at the place of work on how a job should be carried out.

Off-the-job training
All training undertaken away from the business.

Induction training
Introductory training programme to familiarise new recruits with the systems used in the business and the layout of the business site.

Staff appraisal
The process of assessing the effectiveness of an employee judged against pre-set objectives.

DISMISSAL OF EMPLOYEES

Dismissal
Being removed from a job due to incompetence (lack of skill) or breach of discipline.

Unfair dismissal
Ending a worker’s employment contract for a reason that the law regards as being unfair.

REDUNDANCY

Redundancy
When a job is no longer required, the employee becomes redundant through no fault of his or her own.

EMPLOYEMENT PATTERNS AND PRACTICES

Temporary employment contract
Contract that lasts for a fixed time period, e.g. six months.

Part-time employment contract
Contract that is for less than the normal full working week of, say, 40 hours and work for 8 hours a week.

Flexi-time contract
Contract that allows staff to be called in at times most convenient to employers and employees.

Outsourcing
Not employing staff directly, but using an outside agency or organisation to carry out some business functions.

Teleworking
Staff working from home but keeping contact with the office by means of modern IT communications.

Portfolio working
The working pattern of following several simultaneous employments at any one time rather than working full-time for one employer.

ORGANISATIONAL STRUCTURE

INTRODUCTION

Organisational structure
The internal, formal framework of a business that shows the way in which management is organised and how authority is passed through the organisation.

KEY PRINCIPLES OF ORGANISATIONAL STRUCTURE

Level of hierarchy
A stage of the organisational structure at which the personnel on it have equal status and authority.

Chain of command
The route through which authority is passed down an organisation.

Span of control
The number of subordinates reporting directly to a manager.

DELEGATION AND ACCOUNTABILITY

Delegation
Passing authority down the organisational hierarchy.

Accountability
The obligation of an individual to account for his or her activities. Taking responsibility for any action or decision made on behalf of the business.

DELAYERING

Delayering
Removal of one or more of the levels of hierarchy from an organizational structure....
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