5279119
Descripción
Fichas por Ninjin Batmunkh, actualizado hace más de 1 año
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Creado por Ninjin Batmunkh
hace más de 8 años
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| Pregunta | Respuesta |
| human resource management | the strategic approach to the effective management of an organization's workers so that they help the business gain a competitive advantage |
| workforce planning | analyzing and forecasting the numbers of workers and the skills of those workers that will be required by the organisation to achieve its objectives |
| workforce audit | a check on the skills and qualifications of all existing workers/managers |
| recruitment | the process of identifying the need for a new employee, defining job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one |
| job description | a detailed list of the key points about the job to be filled-stating all its key tasks and responsibilities |
| person specification | a detailed list of the qualities, skills and qualifications that a succesful applicant will need to have |
| 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, e.g.work related college courses |
| 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 |
| employment contract | a legal document that sets out the terms and conditions governing a worker's job |
| dismissal | being dismissed or sacked from a job due to incompetence or breach of discipline |
| unfair dismissal | ending a worker's employment contract for a reason that the law regards as being unfair |
| redundancy | when a job is no longer required, so the employee doing this job becomes redundant through no |
| temporary employment contract | employment contract that lasts for a fixed time period e.g.six months |
| part-time employment contract | employment contract that is for less than the normal full working week of,say, 40 hours, e.g.eight hours per week |
| flexi-time contract | employment contract that allows staff to be called in at times most convenient to employers and employees, e.g.at busy times of day |
| 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 |
| hard HRM | an approach to managing staff that focuses on cutting costs, e.g. temporary and part-time employment contracts, offering maximum flexibility but with minimum training costs |
| soft HRM | an approach to managing staff that focuses on developing staff that they reach self-fulfilment and are motivated to work hard and stay with the business |
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