Glossary of HR terms Term
Absolute ratings
Accident
compensation Affirmative action
Appraisal Attrition
Autocratic leadership Balanced Scorecard
Behaviorally anchored rating scale (BARS)
Behavioural based
Definition
A rating method where the rater assigns a specific value on a fixed scale to the behavior or performance of an individual
instead of assigning ratings based on comparisons between other individuals.
The Accident Compensation Corporation
Also : Positive discrimination.
Carried out on behalf of women and disadvantaged groups and members of such groups are placed in dominant positions.
See Performance planning.
A term used to describe voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer's physical workforce.
Leader determines policy of the organisation, instructs members what to do/make, subjective in approach, aloof and impersonal. A popular strategic management concept developed in the early 1990's by Drs. Robert Kaplan and David Norton, the balanced scorecard is a management and measurement system which enables organisations to clarify their vision and strategy and translate them into action. The goal of the balanced scorecard is to tie business performance to organisational strategy by
measuring results in four areas: financial performance, customer knowledge, internal business processes, and learning and growth. An appraisal that requires raters list important dimensions of a particular job and collect information regarding the critical behaviors that distinguish between successful and unsuccessful performance. These critical behaviours are then categorised and appointed a numerical value which is used as the basis for rating performance.
An interview technique which focuses on a candidates past experiences, behaviours, knowledge, skills and abilities by
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interview
Behavioural competency
Benchmarking
Bereavement leave
Branding
Broadbanding
Bumping
Change management Clean Slate
asking the candidate to provide specific examples of when they have demonstrated certain behaviours or skills as a means of predicting future behaviour and performance.
The behaviour of the employee which is the subject of measurement and appraisal in terms of whether or not the behaviours shown by an employee are those identified by job analysis/competency profiling as those contributing to team and/or organisational success.
A technique using quantitative or qualitative data to make
comparisons between different organisations or different sections of the organisations.
Section 69 to 72 of the Holidays Act 2003 provides a specific number of paid days off following the death of an employee’s spouse, parent, child grandparent or in-law so that the employee may attend funeral proceedings, etc.
The process of identifying and differentiating an organization’s products, processes or services from another organization by giving it a name, phrase or other mark.
A pay structure that consolidates a large number of narrower pay grades into fewer broad bands with wider salary ranges.
The practice of allowing more senior level employees whose positions have been slotted for elimination or downsizing the option of accepting an alternative position within the
organisation, for which they may be qualified to perform and which is currently occupied by another employee with less seniority.
The deliberate effort of an organisation to anticipate change and
to manage its introduction, implementation, and consequences. The Criminal Records (Clean Slate) Act 2004 establishes a clean slate scheme to limit the effect of an individual's convictions in most circumstances (subject to certain exceptions set out in Section 19) if the individual satisfies the relevant eligibility
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Coaching
Collective Bargaining Common law
Competency-based pay
Competencies
Competitive advantage
Confidentiality agreement Constructive dismissal
Contingent workers
Contract for services Contract of service Core competencies
criteria.
A one-to-one process between a manager and subordinate, whereby the former will ‘train’ the latter. See also Mentoring. The process by which [an] employer[s] will negotiate employment contracts with [a] union[s].
Decisions of the Courts also known as Precedent. Distinguished from Legislation.
Competency based pay is a compensation system that recognises employees for the depth, breadth, and types of skills they obtain and apply in their work. Also known as skill based and knowledge based pay.
‘an underlying characteristic of a person’ ‘motive, trait, skill, aspect of one’s self-image or social role, or a body of knowledge’.
‘People are the source of competitive advantage’. Other systems in an organisation can be copied but not the people in the organisation.
An agreement restricting an employee from disclosing confidential or proprietary information.
1. Coercion by threats to act or promises to refrain and includes a resignation given as an alternative to be dismissed. 2. A breach of duty by the employer leading a worker to resign.
Employees who may be: casual labour, part-timers, freelancers, subcontractors, independent professionals and consultants.
An agreement with an independent contractor. An employment agreement.
The skills, knowledge and abilities which employees must
possess in order to successfully perform job functions which are essential to business operations.
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人力资源术语词汇表(英文)Glossary of HR terms (English)
