Mentor: A person who is higher up the organization and who can provide careeradvice and support to a less senior employee.Career: A sequence of positions held by a person during the course of a lifetime.Career stages: An individual’s career moves through five stages; exploration,establishment, mid-career, late career and decline.Career anchor: A concern or value that you will not give up if a choice has to bemade.Career planning and development: A conscious process through which aperson becomes aware of personal career-related attributes and the lifelongseries of stages that contribute to his or her career fulfillment.Career path: The sequential pattern of jobs that comprises one’s career.Career development workshop: A training programme designed to assistemployees in managing their careers.Attrition: The loss of employees who quit an organization for various reasons.Counseling: The discussion of an employee’s problem with a view to help theemployee cope with it.Downsizing: A scaling back of an organization’s employment level, usuallythrough lay offs, attritions and voluntary retirement programmes.Leveraging: It refers to resigning to further one’s career with another employer.Fast track programme: A programme that encourages young managers withhigh potential to remain within an organization by enabling them to advance morerapidly them those with less potential.Human resources: The sum knowledge, skills, attitudes, commitment, valuesand the like of the people of an organization.Personal management: Deals with people at workHuman resource management: A process of bringing people and organizationstogether so that the goals are met.Productivity: The ratio of an organization’s output to its inputs.Proactive approach: Initiating action in anticipation of future challenges.
Reactive approach: Taking action after the event.Development: Represents activities that prepare an employee for futurechallenges and responsibilities.Quality of work life: QWL efforts by organizations give workers a greateropportunity to affect the way they do their jobs and the contributions they make tothe organization’s overall effectiveness.HRD: A planned way of developing individual employees, groups and the totalorganization achieve organizational goals in an atmosphere of mutual trust andcooperation.Job design: It is the process of defining ob tasks and the work arrangements toaccomplish them.Job specialization: The degree to which the overall task of the organization isbroken down and divided into smaller component parts.Job enrichment: Enhancing a job by adding more meaningful tasks and dutiesto make the work more rewarding r satisfying.Job characteristics model: Suggests that jobs should be diagnosed andimproved along five core dimensions taking into account both the work systemand employee preferences.Socio-technical systems approach: According to this approach, jobs aredesigned by taking a holistic or systems view of entire job situation including itsphysical and social environment.Work redesign: The altering of jobs to increase both the quality of employeeswork experience and their productivity.Job simplification: It is a job design the purpose of which is, to improve taskefficiency by reducing the number of tasks (simple, repetitive and standardized)that a single person must perform.Job enlargement. It is creases task variety, by adding new tasks of similardifficulty to a job.Job rotation: It is involves systematically shifting employees among jobsinvolving tasks of similar difficulty.Quality circle: A small group of employees who meet periodically to identify,analyze and solve quality and work related problems in their area.
Total quality management: An organization-wide programme that integrates allfunctions and processes of the business so that design, planning, production,distribution and field service are focused on maximizing customer satisfactionthrough continuous improvement.Reengineering: Rethinking and redesigning work in a radical way to improvecost, service and speed.Motivation: It is a process of stimulating people to action to accomplish desiredresults.Morale: The capacity of a group of people to pull together persistently andconsistently in pursuit of a common purpose.Job evaluation: A systematic way of assessing the relative worth of a job.Performance appraisal: A formal process in an organization whereby eachemployee is evaluated to find how he is performing.Job analysis: The systematic collection, evaluation and organization ofinformation about jobs.Ranking method. A method of job evaluation which ranks employees fromhighest to lowest.Classification method: A method of job evaluation that concentrates oncreating certain common job grades based on skills, knowledge and abilities.Factor comparison method: A method of job evaluation where job factors arecompared to determine the worth of a job.Point method: A method of job evaluation where jobs are classified onidentification criteria and the degree to which these criteria exist on the job.Compensable factor: A fundamental compensable element of a job, such askills, efforts, responsibilities and working conditions.Wage curve: Shows the relationship between the value of the job and theaverage wage paid of this job.Employee compensation: All forms of pay or rewards accruing to employeesand arising from their employment.Benchmark job: A job that is used to anchor the employer’s pay scale andaround which other jobs are arranged in order of relative worth.
Ergonomics: Deals with designing jobs and equipment to fit the physical abilitiesof individuals.Performance appraisal: A systematic and objective way of evaluating both workrelated behavior and potential of employees.Human resource accounting: It is a sophisticated way to measure theeffectiveness of personal management activities and the use us people in anorganization.Halo effect: Bias which occurs when the rater’s personal opinion of a specifictrait of employee influences the rater’s overall assessment of performance.Rater bias: Error that occurs when a rater’s values or prejudices distort therating.Contrast error: Tendency to rate people relative to other people rather than toperformance standards.Behaviorally anchored ratios scale: It is an absolute assessment techniquewherein critical incidents are identified and a range or performance possibilities(from poor to good) are described for each dimension.Assessment centre: It is an appraisal technique that relies on multiple types ofevaluation and multiple raters.Central tendency: The reluctance to use the extremes of a rating scale and tothereby fail to adequately differentiate employees being rated.Impression management: Efforts by employees to obtain higher ratings byportraying an image desired by their supervisors.Ranking: Listing employees from best to worst.MBO: An approach in which employee and supervisor jointly establish clear,measurable performance job for the future.Rating scale: A method which requires the rater to provide a subjectiveperformance evaluation along a scale from low to high.Checklist: Performance appraisal tool that uses a lot of statements or words thatare checked by rater.Forced choice: A method requiring the rater to select the most descriptivestatement in each pair of statements about the employee being rated.
Paired comparison: A method that compels raters to compares each employeewith all other employees who are being rated in the same group.360 degree feedback: Information is gathered from a variety of sources in thissystem, including subordinates who complete performance appraisal, then theresults are summarized for the employee and necessary improvements arediscussed.Compensation: It is what employees receive in exchange for their contributionto the organization.Wages: The amount paid by the employer for the services of hourly, daily,weekly, fortnightly employees(ILO).Incentives: Motivational devices used such as bonuses or commissions toencourage special work effort.Salaries: Remuneration paid to the clerical and management personal employedon a monthly or yearly basis. However the distinction between wages andsalaries need not be observed in actual usage. Both may mean remunerationpaid to an employee for services rendered.Earnings: Total amount of remuneration received by an employee during a givenperiod.Wage rate: It is the amount of remuneration for a unit of time, excludingincentives, overtime pay etc.Wage structure: Consists of various pay scales showing ranges of pay withineach grade.Wage policy: Principles acting as guidelines for determining a wage structure.Minimum wage: Wage sufficient to sustain and preserve the efficiency of theworker and to provide him basic amenities.Pay equity: An employee’s perception that compensation received is equal tothe value of work performed.Pay grades: Groups of jobs within a particular class that are paid the same rate.Compensation administration: Deciding about how much and employeeshould be paid observing internal as well as external equity.Salary survey; A survey aimed at finding prevailing wage rates.
Compensable factors: Common job characteristics that an organization iswilling to pay for such factors as skill, effort, job responsibility and workingcondition.Comparable worth: Equal pay of similar jobs, jobs similar in skills, responsibilitywork efforts etc the concept that male and female jobs that are dissimilar, butequal in terms of value of work to the employer should be paid the same.Competency based pay system: A pay system under which employees arepaid on the basis of the number of jobs they are capable of doing, that is, on thebasis of their skills or their depth of knowledge.Broad banding: competency based pay system that compresses manytraditional salary grades (usually 10 to 20) into a few wide salary bands (3 to 4)Benefit: An indirect reward given to an employee or group of employees as apart of organizational membership.Incentive wages: Incentive wages are the extra payments for the superiorperformance.Employee stock option plan: It provides a mechanism through which certaineligible employee may purchase the stock of the company at a reduced rate.Fringe benefits: Extra benefits provided to employees in addition to the normalcompensation paid in the form of wage or salary.Co-partnership: In this system, the employee gets his usual wages, a share inthe profits the company and a share in the management of the company as well.Profit sharing: A scheme wherein employees agree to pay a particular portion ofnet profit to eligible employees.Gainsharing: The sharing with employees of greater-than expected gains inprofit and/or productivity.Merit pay: Any salary increase awarded to an employee based on his or herindividual performance.Variable Pay: Tying pay to some measure of individual, group or organizationalperformance.Perquisites: Special benefits given to executives, often referred to as perks.
Team incentive plan: Compensation plan where all team members receive anincentive bonus payment when production or service standards are met orexceeded.Intrinsic rewards: Rewards that one gets from the job itself and that are usuallyself-initiated (having pride in one’s own work, having a sense of achievement,being part of a team etc),Extrinsic rewards: Rewards one gets from the employer, usually money, apromotion or benefits.Health: A general state of physical, mental and emotional well-being.Safety: Protection of a person’s physical health.Security: Protection of employer facilities and equipment from unauthorizedaccess and protection of employees while on work premises or workassignments.Troubled employee: An individual who is confronted by unresolved personal orwork related problems.Employee assistance programmes: Programmes that provide professionalcounseling, medical help and rehabilitation opportunities to all troubledemployees.Wellness programmes: Programmes that focus on prevention to helpemployees build lifestyles that will help them to achieve their full physical andmental potential.Workplace aggression: Efforts by individual to harm others with whom theywork or have worked.Depression: Negative emotional state marked by feelings low spirits,gloominess, sadness and loss of pleasure in ordinary activities.Substance abuse: The use of illicit substance or the use of controlledsubstances, alcohol or other drugs.Downsizing: The planned elimination of jobs.Industrial accident: An occurrence in an industrial establishment causing bodilyinjury to a person which makes him unfit to resume his duties in the next 48hours. (Factories Act)
Industrial injury: A personal injury to an employee which has been caused byan accident or an occupational disease and which arises out of, or in course ofemployment.Disablement: Loss of ability to work or to move.Industrial hygiene: The promotion and maintenance of highest degree ofphysical, mental and social well-being of workers.Labour welfare: Services, facilities and amenities extended for the intellectual,physical, moral and economic betterment of workers.Intra-mural activities: Welfare activities provided within the factory.Statutory welfare amenities: Those amenities, which have to be offeredirrespective of size of establishment, e.g., drinking water, and those to beprovided subject to employment of specified number of persons e.g., criche,canteen, first aid boxes.Labour welfare officer: An officer appointed in every factory having 500 or moreworkers to take care of labour welfare work as prescribed in various legislativepieces.Social security: The protection given by society to its members againstcontingencies of modern life such as sickness, unemployment, old age, injuries,accidents, etc.Occupational health: Measures that protect workers against health hazards incertain occupations.Occupational disease: Disease or illness resulting from exposure to certainaspects of the working environment.Group life insurance: It is a protective scheme which offers insurance cover toseveral persons working under one employer.Contingent workers: Workers hired to deal with temporary increases in anorganization’s workload or to do work that is not part of its core set capabilities.Involuntary separation: A separation that occurs when an employer decides toterminate its relationship with an employee due to economic necessity or a poorfit between the employee and the organization.Bonuses: Lump sum payments linked to corporate profits.Medical benefits: Hospitalization and treatment reimbursement.
Gratuity: Payment linked to number of year served.Team pay: Rewards linked to attainment of goals by a team.