HRM concepts explained

Prepared by - Dr.A Oliver Bright, Professor – Management Studies
St. Xavier’s Catholic College of Engineering
Nagercoil, Tamil Nadu.
1
HRM concepts 2020
S. No A
(Concepts)
B
(Meaning)
1. 360 degree appraisal It is a type of employee performance review in which
subordinates, co-workers, and managers all anonymously
rate the employee. This information is then incorporated
into that person's performance review
2. Achievement Tests A small portion of the job is tested, Example. Typing speed.
These tests are more useful to measure the value of
specific achievement when an organization wishes to
employ experienced candidates.
3. Affirmative action Elimination of discrimination by providing equal
opportunity
4. Appealed Policy Policy to meet the requirements peculiar situation. Eg.
Handling an accident in production unit.
5. Application Blank Application blank is the commonest device for getting
information from a prospective candidate. Almost all
organizations require job seekers to fill up an application.
6. APT Applied Psychological Techniques for successful job
performance.
7. Aptitude Tests Test to measure ability like mechanical, mathematical etc.
8. Assessment Center An Assessment Center consists of a
standardized evaluation of behavior based on multiple
evaluations including: job-related simulations, interviews,
and/or psychological tests. Job Simulations are used to
evaluate candidates on behaviors relevant to the most
critical aspects (or competencies) of the job.
9. Attrition Ratio Ratio of employees leaving jobs.
10. Award An appreciation for achievement, given in the form of cash
or kind.
11. Balance Scorecard A performance metric used in strategic management to
identify and improve various internal functions of a
business and their resulting external outcomes
12. BARS Behaviorally anchored rating scales (BARS) is an appraisal
method that aims to combine the benefits of narratives,
critical incidents, and quantified ratings by anchoring a
quantified scale with specific narrative examples of good,
moderate, and poor performance.
13. Benchmarking It is a process that is used in order to compare similar
characteristics across organizations in order to identify
milestones.
14. Blue Collar Jobs Low – Pay Jobs.
15. Bonus It is the extra payment or financial component which is
received as a reward for doing one's job well

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16. Brainstorming Finding a conclusion for a specific problem by gathering a
list of ideas spontaneously contributed by its members.
17. Broadbanding It is defined as a strategy for salary structures that
consolidate a large number of pay grades into a few "broad
bands." In a broadband pay structure, the numbers of
salary grades are consolidated into fewer, but broader, pay
ranges
18. Business Game It is a 1- hour game which helps in the sharpening the
management skills. It is being used in several institutes to
provide the skills of management to professionals.
19. Career A general progression of an employee in his professional
working.
20. Career Anchors Distinct pattern of self-perceived talents, attitudes, motives
and values that guide and stabilize a person’s career after
several years of real world experience and feedback.
21. Career Ladder The different stages an employee planning to grow in his
career path.
22. Career management The process of designing and implementing goals, plans
and strategies to enable the organization, to satisfy
employee needs while allowing individuals to achieve
their career goals
23. Career marriage Employment contract is a long–term contract like a
marriage contract between bride and bridegroom.
24. Career success Individual’s capabilities for moving up in his or her career
ladder with satisfaction.
25. Central Tendency Rate all their subordinates with an “average” score
during performance appraisal.
26. Checklist A kind of informational job method used to minimize the
failure by making up for potential limits of human memory
and attention. It helps in keeping a track of all that is
needed in completion of any given task in a very organized
and structured manner.
27. Coaching It refers to counseling, guiding or instructing the learner
about the short term job-related skills or long term career
hazards.
28. Compensation It refers what an employee receives in exchange of his
service. It includes payments like bonuses, profit sharing,
overtime pay, recognition rewards and sales commission,
etc
29. Compensation It is paid in the form of wages, salaries , special allowance
and employee benefits
30. Competency mapping Identifying the competencies of all the employees.
31. Competitive Advantage Keeping ourselves competitive over others.
32. Comprehensive Interviews A selection device in which in-depth information about the
candidate is obtained

3
33. CPM The critical path method (CPM) is a step-by-step project
management technique for process planning that defines
critical and non-critical tasks with the goal of preventing
time-frame problems and process bottlenecks.
34. Creativity Training Training to develop the ability to think at their own and do
new things successfully.
35. Critical incident
method or technique
A performance appraisal tool in which analyses the
behavior of employee in certain events in which either he
performed very well and the ones in which he could have
done better.
36. Critical Incidents This method of Job Analysis focuses on identifying
the critical incidents that distinguish satisfactory workers
from unsatisfactory workers. This is based on the theory
that certain tasks are crucial to
satisfactory job performance, while others are not.
37. Cross- functional Members from different departments working together to
define and implement changes and improvement
38. Cross-training It involves teaching an employee who was hired to perform
one job function the skills required to perform other job
function
39. Defence mechanism It is a way of behaving or thinking which is not conscious
or deliberate and is an automatic reaction to unpleasant
experiences or feelings such as anxiety and fear.
40. Dejobbing Broadening of the responsibilities of the company’s jobs
and encouraging employees not to limit themselves to
what’s on their job descriptions.
41. Demand Forecasting Forecast of the required manpower for a planed activity.
42. Demotions A permanent reassignment to a lower position than the
employee had worked previously.
43. Discharge Due to poor performance
44. Disguised Grievance Recognition, affection, power, achievement etc unattended
45. Dismissal Termination initiated by the organization
46. Displacement It is a psychological defense mechanism in which negative
feelings are transferred from the original source of the
emotion to a less threatening person or object.
47. Diversity Training Training to make participants more aware
of diversity issues in the workplace, their own beliefs
on diversity, as well as provide skills to help them interact,
collaborate and work more closely with people that have
different qualities to their own
48. Downsizing It refers to the process of reducing the size of workforce by
terminating the employment of employees
49. Dual career group or Dual
career couple
A marital couple where both partners are working
professionals. Dual career group helps in achieving the
psychological as well as financial satisfactions.

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50. Dunlop's Model It states that the industrial relations system is really a
social subsystem, and its actions are dependent on three
factors: technology, the economy and the distribution of
political power
51. Ergonomics It refers to the study of how people interact with their
working environment and then adjusting that environment
to improve efficiency by reducing the chance for injury,
fatigue, discomfort and optimizing well-being and
productivity.
52. ESOP An employee stock ownership plan (ESOP) is an employee
benefit plan that provides a company’s workers with an
ownership interest in the company.
53. Event Management It is the application of project management to the creation
and development of large-scale events such as festivals,
conferences, ceremonies, weddings, formal parties,
concerts, or conventions.
54. Executive compensation It is the monetary and non-monetary benefits which are
given to the senior management & executives of a
company. Executive compensation includes salaries, perks,
incentives, insurances etc
55. Executive Development
Program
Systematic process of learning and growth by which
managerial personnel gain and apply
56. Exit Interview A survey that is conducted with an employee when he or
she leaves the company
57. Explicit Knowledge Knowledge documented, applied and converted into
product.
58. Extrinsic Rewards Tangible rewards given employees by managers, such as
pay raises, bonuses, and benefits
59. Factual Grievance Legitimate expectations and aspirations not fulfilled
60. Fair Wages Fair Wages are minimum wage rates for specific
occupations. They must be paid by contractors doing work
for governments with fair wage policies. These policies
generally apply to construction, trades and sometimes
cleaning and security workers, and are often tied to
union wage rates.
61. Fatigue It is a general term used to describe the feeling of being
tired, drained or exhausted. It's a cumulative and gradual
process that manifests in the form of tiredness, lack of
energy, exhaustion and reductions in performance
capacity.
62. Feedback A way of assessment of works done or processes and is an
integral part of the HR department. Feedback is a way to
understand the needs, requirements, performances etc of
employees in an organization.
63. Focus of SHRM Model Plannned outcome and effects.

5
64. Forced choice It is a method of performance appraisal in which the rater
has to make a forced choice between the available
characteristics, about the employees in the form of a survey
questionnaire.
65. Forced Ranking A controversial performance management tool which uses
intense annual evaluations to identify the company's best
and worst employees, using person to person comparison
66. Fringe benefits Refers to the extra benefits provided to employees in
addition to the normal compensation paid in the form of
wage or salary. Example. Company car, health insurance.
67. Functional Job Analysis
(FJA)
A method of job analysis that was developed by the
Employment and Training Administration of the United
States Department of Labor. FJA produces standardized
occupational information specific to the performance of the
work and the performer.
68. Gate hiring It is known as recruitment at factory gate. The practice of
direct recruitment is followed usually to fill casual
vacancies of unskilled or semi-skilled jobs
69. General Policy It reflects the philosophies and priorities of the top
management in formulating the plans of the organizations
growth.
70. Glass-ceiling effect Stopping the woman employee in promotions by gender
discrimination
71. Golden Handshake A lump sum amount to the employees opting voluntary
retirement
72. Graphic Rating Scale A type of performance appraisal method. In this method
traits or behaviors that are important for effective
performance are listed out and each employee
is rated against these traits.
73. Graphology Study of hand-writing when employed to analyze their
character.
74. Grievance It is a state of dissatisfaction when employees feel lack of
justice and fair pay.
75. Hallo Error A mistake or bias that can occur in evaluating an
individual's performance where they are consistently rated
based on the evaluator's overall impression, rather than on
their actual performance in various categories.
76. Horn Effect IT is a type of cognitive bias where a person's impression of
another can substantially influence one's thoughts and
feelings about that person.
77. HR Accounting It is a measurement of the cost and value of human
resources to the organization. Economic value of
employees.
78. HR Audit An examination and evaluation of policies, procedures and
practices to determine the effectiveness of HRM

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79. HR Planning Predicting of human resource requirements for a future
period to avoid anticipated problems.
80. HR policy A type of standing plan that serves to guide subordinates in
the execution of their tasks
81. HRIS Storing data and information for each individual employee
to aid planning, decision making for external agencies.
82. HRM Acquisition, Development, Motivation and Maintenance of
human resources.
83. HRP Determining HR requirements and plans and how to fulfill
them.
84. Human capital It is an asset consisting of the knowledge and skills held by
a person that can be used by an organization to achieve its
goals.
85. Human Inventory/
Manpower Inventory
Available human resources within the organization.
86. Imaginary Grievance Grievance due to wrong perceptions and no valid reason
87. Impact evaluation It provides information about the impacts produced by an
intervention - positive and negative, intended and
unintended, direct and indirect.
88. Implied Policy Inferred from the behavior of the organization. Example.
Dress code
89. Imposed Policy Policy by external agencies like Govt. Example. Safety
provisions as per govt. guidelines
90. In-basket test or In-
basket exercise
It is a test used by companies or governments in hiring and
promoting employees. During the test, job applicants
receive a number of mails, telephone calls, documents and
memos.
91. Incentives Monetary benefits paid to workmen in lieu of their
outstanding performance
92. Inclusive growth A longer term perspective focusing on productive
employment
93. Induction or Orientation The process of familiarization with the organization and
settling into the job.
94. Industrial Democracy It is an economic arrangement which involves workers
making decisions, sharing responsibility and authority in
the workplace
95. Integrity Test Test to predict more likely to steal from the employer
96. Intellectualization It is a defense mechanism where reasoning is used to block
confrontation with an unconscious conflict and its
associated emotional stress
97. Intelligence Tests Mental ability tests such as vocabulary, memory, verbal
fluency etc.
98. Interest Tests Test to compare with interest of people in specific job

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99. Interview It is a formal, in-depth conversation conducted to evaluate
the acceptability of candidates for employment.
100. Intrinsic rewards Intangible that come from within the employee such as
satisfaction of higher needs, esteem etc
101. IOSB Simulation Interactive Online Skill Building Simulation
102. Job Analysis Duties and requirements and relative importance of duties
to given job.
103. Job Description Written statement of duties, responsibilities, required
qualifications and reporting the relationships.
104. Job Design Organizing the tasks, duties and responsibilities into a unit
of work so as to business objectives
105. Job Enlargement Horizontal loading of work in that the responsibilities
increase at the same level only.
106. Job Enrichment Vertical job loading of jobs with the principles for
enriching positions and giving employees more challenging
work
107. Job Evaluation Evaluating relative value of each job.
108. Job Instruction Training
(JIT)
A form of simple on the job training where a new employee
is trained step by step by a supervisor or an assigned
coworker. This kind of training usually exists
for jobs requiring manual skills such as factory workers
109. Job Rotation Employees are shifted between two or more assignments or
jobs at regular intervals of time in order to expose them to
all verticals of an organization
110. Job Specifications A statement in which explains the qualities required by
people applying for the job.
111. Joint management
councils
Committees represented by the workers and management
to discuss and give suggestions for improvement with
regards to matters of mutual interest.
112. Knowledge
management (KM)
Process of creating, sharing, using and managing the
knowledge and information of an organization
113. Lay-off An indefinite separation of the employee from the pay roll
due to factors beyond the control of the employer
114. Learning curve The relationship between the amount of learning and the
time taken to learn is presented as a curve called learning
curve.
115. Leniency It means the appraiser is lenient and is going “too easy” on
the person they are rating. That means all scores will be
very high. Like the halo effect, the leniency bias makes it
challenging to know an employee's true pattern of
strengths and weaknesses
116. Literacy Training Involves teaching employees things like reading, writing
and problem-solving skills. It also indicates the training to
educate about the company.

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117. Living wage It is a socially-acceptable level of income that provides
adequate coverage for basic necessities such as adequate
food, shelter, child services, and healthcare
118. Logical Resistance This kind of resistance basically arises from the time
people genuinely take to adapt and adjust to changes.
119. Management Position
Description Questionnaire
(MPDQ)
A questionnaire used in human resource management for
the purpose of analyzing management positions. It allows
HR departments to establish training requirements, salary
bands and job groupings for new posts. It has 208 items
grouped in 13 categories
120. Management Training Need-based training imparted to executives at each level at
the time of assuming the job.
121. Markov analysis The pattern of employees movements year after year such
as promotion, retirement, transfer, exit etc is considered to
make the probabilities.
122. MBE Management by exception (MBE) is a practice where only
significant deviations from a budget or plan are brought to
the attention of management. The idea behind it is that
management's attention will be focused only on those areas
in need of action.
123. MBO Management by objectives (MBO) is a strategic
management model that aims to improve the performance
of an organization by clearly defining objectives that are
agreed to by both management and employees.
124. Mentoring Mentoring is the Employee training system under which a
senior or more experienced person (the mentor) is assigned
to act as an advisor, counselor, or guide to a junior or
trainee
125. Metamorphosis Stage in
socialization
Metamorphosis Stage is the last stage (3rd stage)
of socialization process in which a new employee changes
himself/herself to adjust to the job, new groups or
organization.
126. Minimum wages It is the minimum amount of remuneration that an
employer is required to pay wage earners for the work
performed during a given period, which cannot be reduced
by collective agreement or an individual contract
127. Motivation A person‘s efforts are energized, directed and sustained
towards attaining a goal.
128. Multi-skilling The training of a single employee in multiple skill-sets of
different disciplines.
129. Narrative Appraisal It is also called an essay, is simply a written analysis of an
employee's performance. It's one of the
oldest appraisal methods.
130. Negative feedback Feedback regarding past behavior that did not yield
desired results or ended up worsening the situation.

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131. Negative feed-forward Message that helps the subject avoid a few unwanted
behaviors. While the individuals have not necessarily
committed such mistakes in the past,
132. Non-directive
questionnaire/ Non-
directive Interview
Not having pre-arranged questions in such interview.
Unstructured questionnaire. Interviewer asks questions
whatever comes in his mind.
133. Online collaboration A technology that uses a collaboration software like
ezTalks, Cloud Meeting etc. to allow a group of people to
work together to achieve the same goal
134. Organization focus 3 Ps, People, Process, Performance.
135. Originated policy Established by top management to guide executive thinking
at various levels. Example. Financial policy
136. Paired comparison. Method of evaluation in which each employee and job
is compared with each other employee and job
137. Performance evaluation
system
A systematic way to examine how well an employee is
performing in his or her job.
138. Performance Management
System (PMS)
A system to manage and improve the performance of the
employees in the organization
139. Performance Orientation. It reflects the extent to which a community encourages and
rewards innovation, high standards, excellence,
and performance improvement
140. Performance Planning KPAs (Key Performance Analysis) and KRAs (Key Result
Analysis).
141. Perquisites Benefits or amenities in cash or kind or money or money's
worth and amenities which are not convertible in to money,
provided by the employees at free of cost or at a
concessional rate. It is considered as taxable. Example.
Car, Cub membership, paid holiday, furnished house,
stock option schemes etc.
142. Personality Tests A selection process employed to measure
the personality characteristics of applicants that are
related to future job performance
143. Personnel Management Focus on employer – employee relationship.
144. Personnel policies Number of actions that govern the relationship with
employees in the attainment of organizational objectives.
145. PERT It is a project management planning tool used to calculate
the amount of time it will take to realistically finish a
project. PERT charts are tools used to plan tasks within a
project - making it easier to schedule and coordinate team
members accomplishing the work.
146. Plant council Joint councils applicable for central public sector
undertakings.

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147. Plateau Employee When employee reaches the last stage in his career he feels
that no more career growth, his position is plateau.
148. Polygraph (Lie-detector)
Tests
By asking questions the physical changes of the body is
examined
149. Position Analysis
Questionnaire (PAQ)
Position analysis questionnaire (PAQ) is a job analysis
questionnaire that evaluates job skill level and basic
characteristics of applicants for a set match
of employment opportunity. PAQ was developed at Purdue
University by McCormick, E.J., & Jeanneret, and Mecham
in 1972.
150. Position Rotation A management approach, where employees are shifted
between two or more assignments or jobs at regular
intervals of time in order to expose them to all jobs of an
organization to find the best fit job.
151. Positive feedback Feedback regarding past behavior that ended up
producing desired results or impacted the desired outcome
positively.
152. Positive feed-forward A prescriptive form of message that helps individuals
achieves desired goals with a planned set of actions.
153. Preference Test An objective and standardized measure of sample behavior
154. Preliminary Interview Initial interview to identify the best applicants
155. Primacy Effect It is an involuntary mental bias; due to which a person
retains information presented first more than the ones
presented later on.
156. Projection A way of coping with one’s unwanted motives by shifting
them to someone else. Blaming others.
157. Projective Tests These tests expect the candidates to interpret problems or
situations based on their own motives, attitudes, values, etc
158. Promotion It refers to upward movement of an employee from his
current job position to another that is higher is pay,
responsibility and hierarchy within an organization.
159. Protégé relationship Senior-junior relationship in an organization for career
guidance
160. 1Psychological Appraisal This method focuses on analyzing an employee's future
performance rather than their past work.
Qualified psychologists conduct a variety of tests (in-depth
interviews, psychological tests, discussions, and more) to
identify an employee's emotional, intellectual, and other
related traits.
161. Psychological Bond An individual’s beliefs regarding the terms and condition
of a reciprocal exchange agreement between that person
and another party.
162. Psychological Resistance This resistance occurs purely due to mental and
psychological factors.
163. Ramification It refers the integration strategy of training and

11
development program with the formulation and execution
in job.
164. Rationalization A defense mechanism which substitutes an acceptable
conscious motive for an unacceptable unconscious motive.
165. Realistic Job preview A selection device that allows job candidates to learn
negative as well as positive information about the job and
organization
166. Recency Effect Tendency to remember and recollect the things,
experiences or gifts/ items which have been given to that
person recently. In other words, people remember the
things which have been said or described in the end, at the
start.
167. Recruitment Process of searching for prospective employees and
stimulating to apply for the job in the organization.
168. Refresher Training or
Retraining
A training program designed for the old or existing
employees of an organization, with a purpose to acquaint
them with the new skills, methods, and processes required
for improving their performance on the jobs.
169. Regression It is a defense mechanism proposed by Anna Freud
whereby the ego reverts to an earlier stage of development
usually in response to stressful situations.
170. Reject error Rejecting the right person
171. Repression A mental process by which a person pushes down the
information of the anxiety-arousing situation into the
unconscious mind or simply tries to forget.
172. Resistance The action taken by individuals and groups when they
perceive that a change that is occurring as a threat to them
173. Re-skilling It means changing the skill set or updating the essential
skill to keep the employees more productive.
174. Rest-pause and
Rest-pause Training
It is an intensity extending method that's long been
praised for its strength and hypertrophy (muscle power)
benefits. It's where you perform an exercise to technical
failure. This "rest period" is typically 15-30 seconds after
continuous work.
Rest-pause Training a method for hypertrophy
(muscle power) benefits. This training helps to maximize
sleep, while minimizing stress, to aid recovery
175. Retraining It is training given to long-term employees of an
organization to make them equipped with the future needs
of the organization. Retraining helps in developing
employees and preventing them from being obsolete for the
job requirements. Retraining is also done during job
rotation

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176. Retrenchment Termination of employment due to economic reason
177. Reverse brainstorming A technique that builds on our natural ability to more
easily see problems than solutions, ie finding problems that
could fail.
178. Reward Incentive plan to reinforce the desirable behavior of
workers or employers and in return for their service to the
organization
179. Select error Selecting the wrong person
180. Selection Identify and hire those with a greater likelihood of success
in a job.
181. Self development Taking steps to make self better such as by learning new
skills or overcoming bad habits.
182. Self-control or self-
management
It means a personal desire to improve through an
individual's attempt
183. Sensitivity Training A type of group training that focuses on members to
develop a better awareness of group dynamics and their
roles in the group and inter-personal skill.
184. Separation Cessation of service of agreement with the organization.
185. Shop Councils In every Industrial establishment employing 500 or more
workmen, the employer shall constitute a shop
council. Shop council represents each department or
a shop in a unit. Each shop council consists of an equal
number of representatives from both employer and
employees.
186. Simulation A training and feedback method in which learners practice
tasks and processes in lifelike circumstances using models
or virtual reality, with feedback from observers, peers,
actor-patients, and video cameras to assist improvement in
skills
187. Simulation Tests This test is to observe the candidate perform the actual job
in a controlled environment.
188. Skill Inventory Available Human skills within the organization.
189. Skills training It is designed to provide employees with the
targeted training they need to gain the knowledge and
abilities necessary to fulfill the specific requirements of
their job positions
190. Socialization Socialization is a process of adaptation, adjustment,
making arrangements for setting one employee in the
organizational environment.
191. Sociological Resistance This resistance relates not to individuals but rather to the
common values and customs of groups.
192. Specific Policy Refers specific issues in line with general policy. Example.

13
Rewarding the employees.
193. Stereotyping Generalizing behavior based on place, province etc in
rating the employees
194. Strategic Human
Resources
Strategies for organizational sustenance and growth.
195. Stress interview A technique that deliberately places the job candidate in
a stressful situation to observe how the candidate reacts
during the job interview.
196. Structured Interview It is a formal interview (e.g. a job interview) in which
the interviewer asks a standard set of questions in a
standardized order within the time allotted.
197. Succession Planning The process of ensuring suitable supply of successors for
current and future senior or key jobs arising from business
strategy.
198. Supply Forecasting Projection of the future supply of the manpower.
199. T group Training or
Leaderless Training
T-Group (Training Group) training is a training approach
based on experiential learning and involving small,
unstructured groups in which participants learn from their
own interactions and evolving group dynamics, about
interpersonal relationships, group dynamics and
leadership.
200. Tacit Knowledge Knowledge embedded in individuals
201. Talent Management Talent management is an organization's commitment to
recruit, hire, retain, and develop the most talented and
superior employees available in the job market.
202. Team rewards Any formal incentives provided to a work team or at least
one of its individual team members for team performance.
203. Team Training A process that empowers teams to improve decision
making, problem solving, and team-development skills.
204. Telecommuting Telecommuting is a work arrangement that enables a staff
member to work at home from another off-site location for
all or part of the regular workweek
205. Test Examination, evaluation, observation, or trial used to
determine and document capabilities, characteristics,
effectiveness, reliability and suitability. It is the process of
differentiating between applicants in order to identify and
hire those with a greater likelihood of success in a job.
206. Training A process of learning a sequence of programmed behavior
207. Training Multiplier Effect Come down to the employee level and train them to the
required level.
208. Training Multiplier-effect Replicating own core competency and creating an entire
team of individuals who perform at high levels
209. Training needs assessment Training Needs Analysis is the process in which the

14
(TNA) company identifies training and development needs of its
employees so that they can do their job effectively
210. Transactional
analysis (TA)
Psycho-analytic theory and method of therapy wherein
social transactions are analyzed to determine the ego state
of the patient (whether parent-like, childlike, or adult-like)
as a basis for understanding behavior.
211. Transfer A movement of an employee between equivalent positions
at periodical intervals is called transfer. Transfers may be
either organization-initiated or employee- initiated.
212. Transformation Training Training the employees from the conventional skills to
acquire the new required skill for the organization
213. Unit councils Joint councils for manufacturing and mining units
214. Unsolicited Applicants It is a group of Applicants who have applied without any
advertisement or requirement from the company.
215. Vestibule training A situation used by a manufacturing business, less than ten
trainees would be supervised by one skilled trainer, and
the training provided simulates on the job training without
compromising production speed or quality.
216. VRS Retirement proposal from the employee.
217. Walk-In interview It is defined as a condition wherein a person (who may be a
customer, a new employee, a prospective employee who has
come for an interview etc) reaches the respective office or
place without any prior appointment
218. Weighted application
blank
A weighted application blank (WAB) is an approach to
collecting and scoring background information from job
applicants. It involves scoring applicant background in a
quantitative manner based on the proven "best responses"
to each application item.
219. Works committee A committee formed as per the Industrial Dispute Act 1947
which consists of equal number of employee
representatives and management representatives for any
establishment having 100 or more workers.
220. Write-in Interview Interviewing the candidates who applied for job as casual
applicants (applications received without any
advertisements or invitations).

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