Business Vocabulary
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
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